The federal government's Form I-9, used by HR departments across the country to verify workers' employment eligibility, is expiring on August 31, 2019.  What should your organization do to prepare? 

Hospice care is considered a significant change, even if the services provided by the AL community do not change as a result. ALR Regulation Section  2.4.16 D states: The assessment shall be reviewed and at intervals not to exceed twelve (12) months and each time a resident’s condition changes significantly. 

Today, with the low unemployment rate and so many job openings, more employees are voluntarily leaving their jobs than at almost any other time. When an employee quits, it can leave managers scrambling to cover their work load. The loss can be particularly acute when employees simply don’t show up to work, sometimes only days after starting the job.

Some AL providers have experienced delays in confirmation of license renewals for CNA and Med Aids. RI Dept of Health, Professional Regulations report that CNA and MAD licensees who renew online should be active automatically but "holds" may occur for multiple reasons

NHPRI recently sent a letter to providers announcing they will be running an update file, which will contain amended Cost of Care (co-share) information for residents on Integrity. Providers may see residents with higher co-shares and possible recoupments in payments. NHPRI will issue a follow-up letter to clarify how this update will impact providers.

The Dept. of Elderly Affairs (DEA) previously announced that the income limit for AL Waiver recipients has been eliminated; the state is adopting the policy that everyone has the right to apply.

Reference checking is a necessary evil of the hiring process, and it's fraught with the following challenges.

RI Health Office of Facility Regulations requires all AL communities to have a Life Safety Code inspection within 1 year of ALR License renewal. See sample letter

The US Department of Labor has proposed an increase in the salary-level threshold for white-collar exemptions to $35,308 per year from $23,660. If finalized, the new overtime rule would result in the reclassification by employers of more than a million currently exempt workers as nonexempt and an increase in pay for others above the new threshold.

As a RI employer, you are required to update your employees on all pertinent state and federal employment laws and regulations.  To assist you in complying with the posting requirements, the Rhode Island Department of Labor and Training provides labor posters free of charge to employers.  These posters are available in a variety of languages and can be printed from the DLT website www.dlt.ri.gov/lmi/business/post.htm or by calling their business office.