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Resources & Forms

We hope you will take advantage of these resources to help you build a more successful practice.

Links

Centers for Medicare & Medicaid Services (CMS)
Internal Revenue Service (IRS)
State of Michigan
Occupational Safety and Health Administration (OSHA)
U.S. Department of Health and Human Services (HHS)

Documents

Direct Deposit Form (36 KB, PDF)
W-9 Form (2 MB, PDF)
New Employee Documents (887 KB, PDF)

Brochure

Grand Management Group Overview Brochure (2 MB, PDF) 

Tax

Income Tax & Medicare Tax Increases (187 KB, PDF)

 

 

 

News & Notices

GRAND MANAGEMENT HAS MOVED

Grand Management Group has moved. Our new address is 320 Hall SW - Suite 202 - Grand Rapids MI 49507. Our phone and fax numbers have not changed.

 

 

 

 

PREVENTING OVERPAYMENTS FROM BECOMING FALSE CLAIMS

 

PREVENTING OVERPAYMENTS FROM BECOMING FALSE CLAIMS 
Posted: 05 Jun 2017 09:00 PM PDT
By:  Andrew Sparks
Overpayments to healthcare providers receiving Medicare reimbursements are at risk of civil and criminal enforcement action if not attuned to a particular reimbursement rule and diligent in compliance with the rule’s requirements. In short, the overpayment rule turns potential billing mistakes into fraud. A healthcare provider cannot keep money paid in error. The Government and relator bar are certain to address fully this theory of liability against every healthcare provider who ends up in litigation. If an overpayment is identified and the provider does nothing, then the provider will end up paying significantly more to the Government. It’s the proverbial pay (less for compliance) now or more (to the Government) later. Put differently, healthcare providers should address the smaller problem sooner rather than the bigger problem later.  Last year Centers for Medicare and Medicaid Services (CMS) released its Final Rule concerning overpayment procedures for Medicare Parts A and B. The Rule implements Section 6402(a) of the Affordable Care Act, which addresses the identification, reporting and repayment of overpayments. Healthcare providers reasonably should expect to see increased use of this provision in Government enforcement and whistleblower lawsuits now that the overpayment requirements have been disseminated fully throughout the healthcare community. 
Last year Centers for Medicare and Medicaid Services (CMS) released its Final Rule concerning overpayment procedures  for Medicare Parts A and B. The Rule implements Section 6402(a) of the Affordable Care Act, which addresses the identification, reporting and repayment of overpayments. Healthcare providers reasonably should expect to see increased use of this provision in Government enforcement and whistleblower lawsuits now that the overpayment requirements have been disseminated fully throughout the healthcare community.
Please read the entire article here.
 
Andrew L. Sparks is a Of Counsel in Dickinson Wright’s Lexington office. He can be reached at  859.899.8734.

 

Overpayments to healthcare providers receiving Medicare reimbursements are at risk of civil and criminal enforcement action if not attuned to a particular reimbursement rule and diligent in compliance with the rule’s requirements. In short, the overpayment rule turns potential billing mistakes into fraud. 

 Please read the entire article here: http://www.dickinson-wright.com/news-alerts/preventing-overpayments-from-becoming-false-claims

 

I-9 Compliance

 

The IRS recently announced the 2018 contribution limits for Health Savings Plans. The maximum contribution for individuals is increasing from $3,400 to $3,450 for the coming year. Those with family coverage will be able to contribute $6,900 for 2018, which is up $150 from 2017's limit. For more information, please visit the following:

The U.S. Citizenship and Immigration Services (USCIS) has announced that they have, once again, updated their Form I-9, Employment Eligibility Verification. 

Employers may download the new form here: https://www.uscis.gov/i-9 


It is mandatory that the newly updated form be used effective September 17, 2017.   Between now and then, employers may use either the newly revised form or Form I-9 with revision date of 11/14/16N.    Employers must continue following existing storage and retention rules for any previously completed Form I-9.    

 

 

 

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