Polsinelli's article provides a comprehensive review of the Department of Labor's final rule raising overtime exemption thresholds. According to the federal Fair Labor Standards Act (FLSA), employers must provide overtime pay to employees who work over 40 hours in a week unless they are exempt under FLSA regulations. To qualify for exemption, employees must meet specific criteria, one of which is earning a salary equal to or exceeding the thresholds established by the Department of Labor (DOL). If an employee falls short of the threshold salary, they are entitled to overtime pay, regardless of meeting other exemption criteria.
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Recruit Top Caregivers 67% Faster With AI - Free for HCAOA Members
Home care agencies use Hellohire to solve today's biggest recruiting challenges - getting flooded with resumes from people who aren’t qualified, chasing candidates, getting ghosted, and expectations for a quick and frictionless experience. The U.S. Department of Health and Human Services (HHS) announced last week that 20 states have been selected to participate in two separate technical assistance programs that together will help participating states better recruit, train, and retain direct care workers.
Today, the U.S. House Energy and Commerce Subcommittee on Health held a hearing titled "Legislative Proposals to Increase Medicaid Access and Improve Program Integrity" that included discussions regarding the recently finalized Medicaid Access Rule that contains the 80/20 provision that HCAOA opposes. You can find HCAOA's statement in opposition to the 80/20 provision here. In coordination with the National Association for Home Care & Hospice (NAHC), HCAOA also submitted questions to the Committee prior to the hearing.
On April 23, 2024, the U.S. Department of Labor’s Wage and Hour Division (DOL) announced a final rule that raises the salary threshold to qualify for certain overtime exemptions under federal law. The rule will take effect on July 1, 2024. You can read the full rule by clicking here.
Cybersecurity isn't just an issue for large organizations. It's a threat to every individual and business.
As a home care business owner, are you seeking accelerated growth and the ultimate goal of entrepreneurial freedom?
Thank you to the more than 100 HCAOA members who traveled to Washington, D.C. last week to advocate for home care during the 2024 HCAOA National Home Care Advocacy Day! Over 100 meetings were held with members of Congress, personal connections were made, and existing ones strengthened allowing doors to be opened on important issues impacting home care.
As expected, the Centers for Medicare and Medicaid Services (CMS) finalized their Medicaid Access Rule today. Among many other things, the rule includes a problematic provision that mandates that 80 percent of Medicaid reimbursement dollars paid to providers be allocated to caregiver wages. Although HCAOA supports certain aspects of this rule, the 80/20 provision will cause many Medicaid providers to either curtail services or cease providing services entirely, resulting in reduced patient access.
Support from neighbors can make a real difference. Your clients know this first-hand. They’re able to remain at home and active within their communities longer, thanks to the care you provide.
A recent article published in HealthAffairs emphasized how the COVID-19 pandemic strained the already fragile direct care workforce, which led to closures of vital home and community-based services (HCBS) providers and placed additional burdens on family caregivers. The federal government deployed short-term funding and flexibility through the American Rescue Plan Act (ARPA) to stabilize the workforce, resulting in improved wages and workforce initiatives. However, these gains are now in jeopardy as the enhanced federal funds are depleted. To address this, policymakers must act swiftly to preserve recent progress and enhance workforce stabilization efforts. Insights from interviews and focus groups across states underscore the need for higher wages, improved training and support systems, and meaningful worker engagement in program development. Washington State Gov. Jay Inslee recently signed several workplace protection bills, including the Employee Free Choice Act (SB 5778), making Washington the sixth state to bar employers from disciplining or terminating employees who decline to attend "captive audience" meetings, often used to undermine union activities. Another notable bill (HB 1905) expands pay equity investigations by allowing the Department of Labor & Industries to probe discrimination claims based on age, race, disability, and other protected classes, previously limited to gender-based claims. Inslee also approved SB 5793, which enhances the state's paid sick leave law, broadening its scope to include caring for non-traditional family members such as roommates and close relationships and enabling paid sick leave if a child’s school or daycare is closed due to emergency declarations made by local, state, or federal government.
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