Tuesday, January 17, 2017

OCR Updates HIPAA Guidance on Sharing Information with Patients’ Loved Ones, Family and Friends

Clarification For Sharing Patient Information
A January 10, 2017 Issuance from Heath and Human Services' (HHS) Office if Civil Rights (OCR) updating new privacy guidance is aimed at clarifying that the HIPAA Privacy Rule does permit disclosures of health information to a patient's loved ones regardless of whether they are recognized as relatives under applicable law. This guidance for healthcare professionals is to help clear up confusion about allowable disclosures of protected health information to spouses, relatives, and patients’ loved ones.

The majority of healthcare professionals are aware that the HIPAA Privacy Rule permits them, within the exercise of their own professional judgement, to share the protected health information of a patient with a relative or loved one or if it is in the patient's best interest. However, the 2016 Orlando nightclub shooting incident revealed that many healthcare professionals are unsure about how the HIPAA Privacy Rule – 45 CFR164.510(b) – applies to same sex couples.

OCR has confirmed that the Privacy Rule permits a covered entity to “share PHI with an individual’s family member, other relative, close personal friend, or any other person identified by the individual, the information directly relevant to the involvement of that person in the patient’s care or payment for health care.” OCR has also confirmed that covered entities are allowed to disclose relevant information “to notify, or assist in the notification of (including by helping to identify or locate), such a person of the patient’s location, general condition, or death.”
The recipient can be a “patient’s family member, relative, guardian, caregiver, friend, spouse, or partner,” but also any other individual that is a nominated personal representative of the patient. A personal representative of a patient must, as far as the Privacy Rule is concerned, be treated as the individual for purposes such as exercising the patient’s Privacy Rule rights, including providing access to their health information. There are limited exceptions, which are detailed in 45 CFR164.502(g).

OCR has confirmed that covered entities are permitted to share a patient’s PHI with same-sex partners, and explains that the list of potential recipients of PHI is in no way affected by an individual patient’s sex or gender identity, and neither by the sex or gender of the potential recipient.

OCR also sought to confirm who can be classed as a personal representative of the patient, saying “the Privacy Rule generally looks to state laws governing which persons have authority to act on behalf of an individual in making decisions related to health care.”

For example, if a state grants legally married spouses health care decision making authority for each other, a covered entity would be in violation of the Privacy Rule if access to the patient’s information was not granted if requested by a spouse, regardless of the sex of that individual.

While the covered entity should seek permission from the patient concerned prior to sharing information, in cases when the patient is incapacitated or not available, covered entities should use their professional judgement if the sharing of information is in the patient’s best interest. Should a patient be deceased, information can be shared with a person who has been involved in the patient’s care or who has made payment for medical services prior to the patient’s death.

The new OCR privacy rule guidance, issued in a frequently asked questions format, was developed in large part to address confusion following the 2016 Orlando nightclub shooting about whether and when hospitals may share protected health information with patients' loved ones, OCR says in a statement. "In particular, the FAQ makes clear that the potential recipients of information under the relevant permissive disclosure provisions ... are not limited by the sex or gender identity of the person," OCR says.

On that same topic, OCR also issued updated guidance "that makes clear that the terms 'marriage, spouse and family member' include, respectively, all lawful marriages - whether same-sex or opposite-sex) - lawfully married spouses and the dependents of all lawful marriages, and clarifies certain rights of individuals under the Privacy Rule."

Heathcare Compliance Solutions Inc. recommends consulting with your practice or organization's attorney and/or your state medical association/board to verify your state's legislation regarding the definitions and legal ramifications of terms relating to this regulation such as: "Personal Representative", "Lawful Marriage", "Family Member", etc..

 HCSI



To subscribe to this blog, enter your email address:


Delivered by FeedBurner

Thursday, January 12, 2017

HSCI Interview with Keith Weaver of Carepoint: Episode 1

In this podcast episode, Lance King with Healthcare Compliance Solutions interviews Keith Weaver, owner of Carepoint, to discuss how his company helps health care providers. We will pinpoint some problems health care providers experience before they decide to reach out to a company like Carepoint, and will have Keith explain what Carepoint solutions provides. I believe our readers and viewers will find our discussion valuable. We at Healthcare Compliance Services have recently entered a partnership with Carepoint to do some fun things that will benefit you.

LANCE KING: Welcome, Keith. How did you become involved with Carepoint?
KEITH WEAVER: Hello, Carepoint is a group purchasing organization. Before I joined Carepoint, I owned a home health and hospice, plus some other businesses. I was familiar with group purchasing in these roles, but was always looking for ways to cut costs, so we could know how to keep more of our profits. About five or six years ago, I sold some of my companies, and I was looking to get involved with another company. That's when I came across Carepoint. Now, I also have a background as an attorney, so the world of contracts and contract negotiation is very familiar to me. So when I came across the opportunity to become an owner at Carepoint, I saw it was a great blend of working with the medical field—with the different clinics, doctors, nursing homes—and contract management as we put contracts together to save our members money. It has been a great ride the last four years, and I have enjoyed helping members. Actually, the company has existed since 2000, so around sixteen years now, but my involvement with it has been only the last four to five years.


Many doctors and associates have either recently joined or started a practice. What “pain points” does Carepoint address for its customers?
Medicare and different insurance carriers are increasingly cutting back what they reimburse doctors. It’s making it harder. For a long time, the medical field profits made pretty abundant profits. Now, more and more people are cutting back. They have to look at cutting salaries, or cutting other places, so if there are ways Carepoint can save them money, help their bottom line, the better that is for the employees, for the doctor, and for everybody involved in the medical practice. Doing that solves one of their big “pain points” of not being able to keep more of their profits.

Another big “pain point” for practices is that finding the vendors and products it needs takes such a long time. Think about the last time you shopped for a car. How long did you shop for it? There are various cars, various dealers. How did you find the best deal? How did you find what you wanted? All of those things take time. It is similar to when a medical practice looks at vendors. To research and vet each vendor to find which offers the best deal takes time. Carepoint works with all of our members to find vetted vendors that 1) will offer a discount to our members, and 2) come highly recommended, that work with us, and are motivated to provide great services because they work with the members as a whole. Thus, it saves the individual member not only money, but also the time needed to find and compare, say, five or six different possible vendors, see what each offers, and to negotiate the best deal. Carepoint takes out all of those “pain” issues. We hand everything to our members with some pre-negotiated rates. It is then much easier for them to look at it, make a decision, and get going on it.

So two major concerns for many health care practices are finding the right vendor and finding the right price, as many practices must use several vendors. Carepoint helps by offering a discounted group rate.

With these in mind, please tell us how a health care provider interested in your service would sign on Carepoint. Also, please explain how Carepoint works with its members once they do join.
The process of joining Carepoint is easy. There is a short application that goes through their basic demographic information, and what kind of practice they run so we can understand what contracts to offer.

We do all the service for people. First, we assign all new members a case manager. The case manager then calls them to review the vendors they use, and what products they buy. We then find the best contracts for them so they don't have to. Sometimes members will say when they first come on, “I just want to go to a website and look.” Well, to look through two thousand contracts is a waste of their time. If our case manager can say, for example, “Oh, I see you are looking for a health care solutions compliance contract,” we can then show them we have a contract with this company here, these are the benefits, and this is the price. It saves them the time of searching through all the contracts. So having a case manager is a huge benefit, because they can work with someone from the practice one-on-one.

The other thing a case manager will do for the member is what we call “researches.” For example, we just had a member clinic call us. They wanted to buy a new ultrasound machine. They looked it up; they found the one that they wanted, or one of three. It was going to cost $57,000. So they called up their case manager. The case manager looked through our contract, talked to some of our vendors, and found we could actually get an ultrasound for about fifty percent off. The clinic actually ended up buying two ultrasound machines, paying $63,000 for two versus $57,000 for just one because it was such a good deal. Two of the doctors decided they each wanted a new machine, so they bought two of them! That sort of research is something the case manager does to save time, so the practice no longer needs to do it on its own.




Walk us through your vendor vetting process—its importance, and what goes into it.
As you can imagine, there are other group purchasing organizations out there. What I believe people look for from a group purchasing organization are good, quality deals. They want to know the vendor they buy from offers good pricing. But they also want value, not necessarily the cheapest, but a combination of best price and quality. Our reputation, then, hangs on the contracts we offer. Without mentioning names, we had a contract where the vendor was quite good, but after four or five years we suddenly started hearing complaints from our member. This was a national contract with a national company. We went to the vendor and complained, went up the ranks, but could not get the solution we wanted. We discharged them, negotiated with another vendor, and started working with this new company because, again, the quality of the service, the quality of that contract, is our reputation. Carepoint will make sure we have quality vendors that work well with our members. If not, our members will not keep those contracts.

What factors help you decide whether to keep a vendor? Does Carepoint use a regularly scheduled process to evaluate its vendors?
Carepoint’s contracts are typically either a three- or one-year contract, depending on the nature of the vendor. We evaluate those contracts at renewal time to determine if we still want to stay with that vendor.

More importantly, we are member driven. Our members dictate to us which contracts they use, which ones they want to use, and which vendors are good. That means we rely heavily on member feedback. For example, let’s say Carepoint does not have a contract for carpet cleaning. If we have members come to us asking for a good, quality contracted vendor for carpet cleaning to get a better price, this tells us we need find a contract with a good, trustworthy vendor that can offer a good deal. So Carepoint is entirely member driven. We love member feedback. We get feedback as they talk to the account manager. Members email us, or talk to us through other ways. That’s what directs our company.

What would you say to potential customers that might wonder if Carepoint, as a Utah-based company, offers contracts with vendors in other parts of the country?
About ninety percent of our contracts are national contracts with companies like 3M, McKesson, Henry Schein, Covidien—companies that are well known, established, and nationwide.

We also have regional contracts. Let’s go back to the example of carpet cleaning. You are probably not going to find a national company for carpet cleaning. Instead, we will find a regional company that works in a three- or four-state radius, and we will do a contract with them. Then we will find similar vendor in a different area and do a regional contract there. We have regional contracts throughout the United States for those services and products that a national company might not offer. Those cover about ten percent of our contracts, but the majority of our contracts are with national companies that provide service anywhere, be it an urban, rural, or metropolitan area—wherever where you might be.

You mentioned that Carepoint works with some big names in the industry. Those sorts of companies typically offer a wide range of products and sub-products. Does Carepoint’s website offer your members all of a vendor’s products, or only a limited selection?
Our website is not that extensive because we focus heavily on customer service. Instead of relying on a website, we want a member to call the case manager because contracts change all the time—and sometimes prices do, too. Our case manager will actually do a cost study for you. For example, a new doctor's office may come on that buys one hundred fifty products from McKesson. We will go through these line item by line item, comparing the cost of each item to see whether we can save money, then sit down with them to go over the report. They do not buy through us directly; they buy through the vendor. If our member logs on McKesson’s website, they will now have our contracted rates. That site will show if Carepoint contracts an item. They can go through the site’s catalog to see if these five items here have contract prices, so they know right there if they are getting a contracted price or not. If for some reason they see a non-contracted item, the member can call to ask whether it should be under contract, or if it is an outlier item without a contract. Having that case manager to do all of that for you is an invaluable service. We really focus on that customer service.

Do case managers contact members periodically to see whether they need more services from Carepoint?
Yes. They attempt to contact the practices by telephone, but that is hard to make work in the medical field. Most of the contact, then, comes through periodic emails offering services, and letting them know of updates going on with different contracts.

Does Carepoint focus more on particular types of medical practices?
Due to the nature of our contracts, we work with most any type of medical company, whether it is a surgical center facility like a nursing home, or a clinic. For example, we have several members such as eye doctors, or dentists, that we might not have as many contracts for their specialty. If you are a pediatrician, an orthopedic doctor, a family practitioner, or any of those, our contracts typically cover eighty to ninety percent of what theses practitioners buy because we are so widespread. So in some of those specialties, like an eye doctor, they buy certain products that we don't necessarily have contracts for, but we will help them wherever we can.

How does Carepoint handle cases where it lacks a contract a member needs? Do you refer them out to a network, or do you function rather as a one-stop shop, finding all products and services for your customers?
We definitely want to be there for customer service. Not so much a one-stop shop, but we do want to be a trusted advisor, so members will come to us and ask, “This is what I'm looking for. What can you do for us?” If we can help, we do. If we can't, we have other affiliate vendor options. We work with some co-ops specific to what the members are purchasing. They don't have as many options, but they do have quite good pricing for what their co-op is about because they are highly specialized. We will work with members like that. Again, we want to be there to help our members in any way we can, but you can't be everything to everyone. [Laughs.]

Healthcare Compliance Solutions reaches out to many smaller practices that would classify themselves as entrepreneurs. Being an entrepreneur yourself, Keith, what advice would you give to entrepreneurs trying to succeed when the state of the industry might make finding success more challenging?
That is a good question, and a broad one. Every business has its ups and downs, so part of what we do is examine what systems our members have in place, and whether the members have something systematic. If you do, and you are using that system, simply keep doing that, and those ups will come back at some point. Because of my background—and my passion for working with entrepreneurs in the small clinics, the small business people—we do have a newsletter that goes out monthly. The newsletter not only includes updates about our contracts, but we also provide articles that focus on management, or on different aspects of human resources. You and I have talked in particular, Lance, about changes in regulations and policy. We like to get those ideas out to our members as well because that all goes to the management of their company. It goes to how they run their company, whether it is about compliance, or basic management on how to be better managers, how they can run their business better.

It seems that Carepoint’s services help medical practices learn to do more with less. People from medical practices constantly tell me that they are just scrambling about to pick up all the pieces. With all the demands mounting on them, they often wonder, “What is my position anymore? I am taking on so many responsibilities. . .” Over time, they start dragging; they lose the passion, and the reason they went into that practice. Carepoint seems to help these people.
Right. We try to take some burden off their shoulders of making their procurement—where they get their supplies, their services—making that part easier, taking one thing off their shoulders. Like you said, everyone you talk to is being bombarded by tasks being added to them daily. Their job descriptions are getting longer all the time.

And not much more pay either.
That is true. Very true. It is an ongoing battle to maintain that balance. Obviously, we only work in one small area, but if we can take some of that burden off in that area, that is what we want to do.

Fantastic. How do you see Carepoint growing in the next five years?
Our growth in the last year has come from many smaller clinics. It is easy to aim to get with the bigger clinics that have, say, a hundred employees, but we recently found we could help the small clinics a great deal. It is very enjoyable to help a one- or two-man clinic, and see the benefit we can provide them. We have found many smaller clinics we can help. Their expenses may not be much from a dollar amount, but their expenses are substantial compared to their overall budget. Every little bit helps, and they are much more appreciative because it means so much more to them. So that smaller clinic covers a huge area of growth for us—smaller assisted living facilities, or smaller nursing homes, those kind of practices.

Last question. How can people learn more about joining Carepoint, that they may gain access to your case managers and pool of vendors? What is your website? Do you have a social media presence?
Well, I'm old school. [Laughs.] I am not a Millennial and hip like you are! We do have the website, www.carepointgp.com. The site has our email address and phone number. The easiest way to contact us is through email or phone. Then a case manager will follow up to walk the potential member through the process, and set up what is necessary if they would like a cost study. That is what they do on a regular basis. I like to think they do it well!

LANCE KING: On behalf of our readers, our viewers, and HCSI, I express appreciation to Keith Weaver of Carepoint for being with us today. I found our visit informative and enjoyable. His company offers an exciting service that makes operating a medical practice that much simpler and affordable. Carepoint offers time—more time to do what matters most: caring for your patients.


Please visit www.carepointgp.com to learn if Carepoint can help your practice. If you have any other questions, visit us at http://hcsiinc.com/, or email us at lking@hcsiinc.com. We will make sure your questions get to Keith. Thank you for your attention and your interest.




Tuesday, January 10, 2017

Proactive Compliance Begins with Early Training

Compliance training is not an end of the year check list item

It is the last week of December and Stephanie has just begun to do her compliance training for the year. She had not progressed too far into the training when she was pulled away in order to help a co-worker. Two days later, Stephanie tries to continue with her compliance training, but runs into an unforeseen technical issue. Another day passes before the technical issue is resolved and she can continue with her compliance training. Stephanie's anxiety is beginning to rise as she only has two more days before the end of the year to complete her training.

At the end of last year, I received many phone calls from healthcare professionals who needed assistance trying to complete their required compliance training before the end of the year. These people's emotions ranged from anxious and panicked to the always fall back emotion of, "oh well, I'm not the one who will be held liable if some thing happens".

There are many areas of compliance where Healthcare Professionals are required to have annually documented compliance training. These areas include, but are not limited to HIPAA, OSHA, and Medicare. In the case of an audit, it is always the recommend practice to have all of your compliance training documents reflect the current year.

Having a proactive approach to compliance is the best way to protect your office against possible liability and a proactive approach begins with early in the year compliance training. Give yourself the peace of mind knowing that your office has its compliance training done for the current year.



To subscribe to this blog, enter your email address:


Delivered by FeedBurner

Thursday, December 8, 2016

I-9 Changes In Effect

Information About New Form I-9 and Use of E-Verify
USCIS has published a final rule to modernize and improve several aspects of certain employment-based nonimmigrant and immigrant visa programs. USCIS has also amended regulations to better enable U.S. employers to hire and retain certain foreign workers who are beneficiaries of approved employment-based immigrant visa petitions and are waiting to become lawful permanent residents. The rule, including the new Form I-9, is scheduled to be effective Jan. 17, 2017. 


In 1986, in an effort to control illegal immigration, Congress passed the Immigration Reform and Control Act (IRCA). IRCA forbids employers from knowingly hiring individuals who do not have work authorization in the United States. The employment eligibility verification provisions, and sanctions, of IRCA are found in Section 274A of the Immigration and Nationality Act (INA).


Working in the U.S.


Individuals who may legally work in the United States are:
  • Citizens of the United States
  • Noncitizen nationals of the United States
  • Lawful Permanent Residents
  • Aliens authorized to work
To comply with the employment eligibility verification provisions of the INA an employer must:
  • Verify the identity and employment authorization documents of employees hired after November 6, 1986
  • Complete and retain a Form I-9 for each employee hired after November 6, 1986
  • Refrain from discriminating against individuals on the basis of actual or perceived national origin, citizenship or immigration status
Preventing Discrimination

The anti-discrimination provisions of the INA prohibit four types of unlawful conduct:
  • Citizenship or immigration status discrimination*
  • National origin discrimination*
  • Document abuse during Form I-9 process
  • Retaliation
* Actual or perceived

Form I-9 Requirements

All U.S. employers must have a Form I-9 on file for all current employees.

  • The revised form has a revision date of Nov. 14, 2016 N. Employers will be allowed to use either the current form or the new form through Jan. 21, 2017, after which they must use the revised form.
  • Exception: Employers are not required to have Forms I-9 for employees hired on or before November 6, 1986.
  • You may delegate the authority to complete Form I-9 to a responsible agent, however, you will retain liability for any errors.
Form I-9 Exceptions

You are NOT required to complete Form I-9 for:
  • Casual domestic service employees working in a private household when work is sporadic, irregular or intermittent.
  • Independent contractors for whom you do not set work hours, or provide tools to do the job.
  • Employees working outside the United States.*
* 50 States, District of Columbia, Guam, Puerto Rico, U.S. Virgin Islands, and the Commonwealth of the Northern Mariana Islands
Lists of Acceptable Documents
  • Use MOST CURRENT Form I-9 VERSION, 11/14/16N
  • You must make the Lists of Acceptable Documents available to your EMPLOYEE when he or she is completing the Form I-9
The EMPLOYEE MUST provide:
  • One document from List A
OR
  • One document from List B AND one document from List C
Section 1 of Form I-9: Employee Attestation.
  • All employees must complete Section 1 no later than the first business day of employment for pay.
Preparer/Translator (P/T) Certification
  • This certification is required when Section 1 is prepared by someone other than the employee.
  • Employees must check the first box if they don’t use a preparer or translator.
  • If the first box is checked, no entries can be made in the fields as the check box is equivalent to stating N/A.
  • If the employee uses a P/T, the P/T must check the second box in this section, then choose from the drop-down menu the number of preparers and translators used.
  • If the dropdown indicates more than one P/T, the form automatically generates an extra page to enter up to four more P/Ts
  • P/Ts must sign and date the areas by hand.
  • If the form is being completed on paper, P/Ts may use the supplement on the Form I-9 download page to enter multiple P/Ts.
Section 2: Employer Certification of Document Review
    • Completed by EMPLOYER.
    • MUST be completed no later than 3 business days after the employee begins work for pay.
    • EMPLOYER MUST examine original documents.
    • Documents MUST be UNEXPIRED.
    Section 2: Examining Documents Genuineness and Photocopies
    • You are not required to be a document expert
    • You MUST accept a document presented by an employee if it reasonably appears to be:
    1. Genuine; AND,
    2. Relates to the individual presenting it
    • The document MUST be original* – photocopies are NOT acceptable
    *Exception: Certified copy of a birth certificate

    Section 2: Receipt Rule

    1. A receipt showing that your employee has applied to replace a document that was lost, stolen or damaged.
    • Employee must present a replacement document within 90 days of the hire date.
    2. The arrival portion of Form I-94/I-94A with a temporary I-551 stamp and a photograph of the individual.
    • Receipt is valid until the expiration date on the stamp, or one year after the issuance date if the stamp does not contain an expiration date.
    • Employee must show you their Permanent Resident Card (I-551) upon Expiration.
    3. The departure portion of the Form I-94/I-94A with a refugee admission stamp or computer-generated printout of From I-94 with admission code “RE”.
    • Employee must present an EAD or List B document and unrestricted Social Security Card within 90 days of the hire date.
    • The receipt must be issued by the originating agency.
    • Receipts are never acceptable if employment will last less than 3 business days.
    Section 2: Copying Documents

    You may choose to make copies of employee documentation presented to you for Section 2.
    • If you choose to photocopy documents, you must do so for ALL employees, regardless of actual or perceived national origin, immigration or citizenship status, or you may be in violation of anti-discrimination laws.
    Section 3: Reverification

    Before January 21, 2017: 
    Previous version of the Form I-9 

    OR 

    Revised Form I-9

    After January 21, 2017: 

    Revised Form I-9 must be completed
    • You MUST reverify an employee using Section 3 if his or her temporary employment authorization has expired.
    • You MAY also complete Section 3 if you:
    • Rehire the EMPLOYEE within 3 years of the date of initial execution of the Form I-9*
    • Update the biographic information of an employee

    * USCIS recommends completing a new Form I-9 for rehires


    Section 3: When to Reverify

    Do Not Reverify
    • U.S. Passport or Passport Card
    • Permanent Resident Card (Form I-551)
    • List B documents
    Permanent Resident Reverification Exceptions
    • Reverify only if employee presents a Form I-94 with a temporary I-551 stamp, or
    • A foreign passport with a temporary I-551 stamp (on a machine readable immigrant visa (MRIV))
    Usually Reverify
    • When employment authorization document (List A or C) has an expiration date
    Correcting Form I-9: Correcting Mistakes

    If you discover a mistake on Form I-9, correct the existing form OR prepare a new Form I-9:
    • If you choose to correct the existing Form I-9, line out the incorrect portions, enter the correct information, and initial and date the correction.
    • If you do a new Form I-9, retain the old form. You should also attach a short memo to both the new and old Forms I-9 stating the reason for your action.
    Missing Forms: If you discover you are missing the Form I-9 for an employee:
    • Immediately provide the employee with a Form I-9.
    • Allow employee 3 business days to provide acceptable documents.
    • DO NOT backdate the Form I-9.
    Storage and Retention
    • Form I-9 MUST be on file for all current employees.
    • Store Forms I-9 securely in a way that meets your business needs – on site, off-site, storage facility.
    • Store Forms I-9 and document copies together.
    • Ensure that only authorized personnel have access to stored Forms I-9.
    • Make Forms I-9 available within 3 days of an official request for inspection.
    • Ensure that only completed forms containing a signature and date are retained.
    3 years after the date you hire an employee
    or
    1 year after the date employment terminates, whichever is later.
    Example:
    John Smith was hired on November 1, 2014, and on July 5, 2016, employment was terminated.
    November 1, 2014 + 3 years = November 1, 2017
    July 5, 2016 + 1 year = July 5, 2017
    The retention date is November 1, 2017


    What is E-Verify?
       E-Verify
    • Free web-based service that’s fast and easy to use
    • Electronically verifies the employment eligibility of
    • Newly hired employees
    • Existing employees assigned to work on a qualifying federal contract *
    • Partnership between the U.S. Department of Homeland Security (DHS) and the Social Security Administration (SSA)
    E-Verify Goals
      • Reduce unauthorized employment
      • Minimize verification-related discrimination
      • Be quick and non-burdensome to employers
      • Protect civil liberties and employee privacy
      What is myE-Verify?

      myE-Verify is a new, free web-based service for employees to participate in the E-Verify process.

      • Confirm your work eligibility
      • Create a myE-Verify account
      • Protect your identity
      • Learn about your rights
      Form I-9 Resources

      I-9 Central
      Spanish I-9 Central
      Handbook for Employers - Update Coming Soon!
      Know Your Rights - Employee Rights Quiz

      Examples of documents:
      Additional I-9/E-Verify Customer Service Information:
      Disclaimer
      Immigration law can be complex and it is not possible to describe every aspect of the process. This article provides basic information to help you become generally familiar with rules and procedures. For more information on the law and regulations please see the USCIS /E-Verify Web site: www.dhs.gov/E-Verify.

      Brought to you by your compliance partner Healthcare Compliance Solutions Inc.
      To subscribe to this blog, enter your email address:


      Delivered by FeedBurner