Changes in Medicare Benefit IL Residents

Todd W. Sivia Attorney-at-Law

Todd W. Sivia
Attorney at Law

The Center for Medicare Services (CMS) revised certain regulations that will now make it easier for chronically ill individuals to receive Medicare coverage for home heath care, skilled nursing home stays and outpatient therapies. Previously, CMS required individual to demonstrate a likelihood of medical or functional improvement before approving Medicare funds for skilled nursing care and therapy services. Under the “improvement standard,” individuals whose condition stopped improving were denied therapy that might be necessary for them to maintain their current level of functioning. But with the new revision, however, Medicare will pay for such skilled services if they are needed “to maintain the patient’s current condition or prevent or slow further deterioration”—even if the patient’s condition is not expected to improve.

This policy revision has significant financial and planning implications. Most importantly, this means that Medicare may also cover related services—including the cost of room and board in a nursing home. Upon meeting certain conditions, Medicare will pay for up to 100 days of nursing home care.

Under the “improvement standard,” Medicare often only paid for nursing home care for those who qualified an average of 25 to 30 days. Now if you have a loved admitted to a nursing home on “Medicare days,” and you are told that Medicare coverage is ending because he or she is no longer showing improvement and you must begin private pay, you should claim that the wrong standard is being applied. You can file a Medicare appeal so that your loved one continues to receive necessary therapy in order to maintain his or her current condition or to prevent further deterioration.

Similarly, if you are trying to keep a loved one at home for as long as possible before a transition to nursing home care becomes necessary, making sure that the correct standard is being applied could extend the time when your loved one can stay at home.  This additional time may afford you enough time to select the best facility for your loved one, or give you extra time if your loved one is on a waiting list.

The new standard also has important beneficial implications for Medicaid eligibility planning.  It takes time to complete the final stages of planning necessary toward establishing eligibility, followed by the filing of a Medicaid application. The extra days of coverage means that Medicare, rather than you or your loved one, may pay for nursing home care while the process is finalized. The financial benefit of additional Medicare coverage alone can save your loved one more than the cost of the legal help needed to effectively and efficiently plan for long-term care.

Have You Prepared Your Business for Medical Marijuana?

Todd 2 C

On Jan 1, 2014, the Compassionate Use of Medical Cannabis Act went into effect in the state of IL. I have found that many business owners are unsure how this Act will impact their business.

Clearly, not just anyone is going to be approved for this program. Individuals must have a debilitating medical condition, such as cancer, MS, HIV-Aids, and have an established relationship with the prescribing doctor. Candidates must undergo a thorough back ground check, receive an ID card and is never allowed to possess more than 2.5 ounces in a 14-day period.

However, there are no provisions requiring employees to inform their employers of their medical marijuana use. Further complicating matters, HIPPA laws obviously protect employee privacy and the Americans with Disabilities Act protect employees using medical marijuana.

So, as an employer, what should you be doing? First, be aware that if your business fulfills government contracts employees are never permitted to use medical marijuana. You could forfeit your contract if an employee—even one with a medical marijuana ID card—fails a drug test.

Next, every business needs to formulate a written drug policy and make sure employees understand the rules, as well as the consequences. Employers can institute a zero tolerance drug policy as long as the policy is instituted in a non-discriminatory manner. For example, you can require all employees to submit to a drug test. But be aware—marijuana can remain in the body for 3-4 weeks.

Unfortunately, there are still a lot of questions yet to be answered.  How much “accommodation” must employers grant licensed users? Can employers ask if their employees are using medical marijuana? What disciplinary options do employers have if an employee appears “impaired” while at work?

For now, do not refuse to hire, discipline or terminate an employee or applicant with a marijuana ID card BEFORE speaking with an attorney. Remember—there are a lot of gray areas surrounding the Act. You do not want to be the test case.

 

 

 

Concealed Weapons Are Legal In Illinois. Is Your Business Ready?

Todd 2 C  By: Todd Sivia, Attorney-at-Law

Concealed weapons are now legal in IL.  Are you prepared?

On Jan 1, 2014, the Firearm Conceal Carry Act went into effect in the state of IL. Many people believe this law will have no impact on them. After all, if you do not want to carry a gun and most businesses prohibit firearms, how could this law possible affect you? Believe me, it will.

But, first, let me briefly define concealed verses unconcealed weapons.

A  “concealed” weapon is a loaded or unloaded handgun carried on or about a person completely or mostly concealed from view of the public or on or about a person within a vehicle.

Unconcealed weapons, by contrast, are loaded or unloaded handguns, or other firearms, that are in clear view of the public.

Ok, so how is this law going to affect you? Do you work outside your home? Do you like to go to the mall? Eat out? The person next to you could be carrying a concealed weapon.

It is true that there are many places where firearms will remain prohibited—schools, hospitals, government buildings, etc. Most businesses will likely post a sign like this [show Gun Sign] which announces that the building prohibits firearms in the building and/or surrounding area.

You may have already noticed that businesses have posted signs at every entrance. But a sign alone may not absolve a business or property owner from liability. What if a customer or client brings in a concealed weapon anyway? What if it goes off? What would you do in that situation? Business owners and managers need to create a detailed action plan—in writing—and update employee handbooks to address potential issues.

You also need to be aware that most public parking lots are considered “safe harbors.” So, even if you are in a parking lot with a posted sign, a licensed individual can still have a firearm in their glove box or trunk. That individual also has the right to have the firearm out of the vehicle in order to transport it to the trunk or glove box.

Think about these scenarios:  You have your CCL and you are taking your gun out of your trunk and moving it to your glove box. Then you see someone else in the parking lot getting mugged. What do you do? What can you do? Is it legal for you to draw your weapon in a lot with a posted sign?

Then answer? Maybe.

What if your employer permits concealed weapons and a co-worker decides to carry one. The gun accidently discharges. Who is at fault? Your boss? The owner of your building? Your coworker?

The answer? It could be all of them. It could be none of them.

Unfortunately, there are a lot questions yet to be answered concerning the FCCA. There will no doubt be test cases in the coming years that will serve to define precedents for the rest of us.

In the meantime, however, there are things you should do.

If you are a property or business owner, be sure you understand the law as it currently stands. Be aware that application of the law is likely to change throughout the year. You also need to review your lease or employee handbook to be certain that this issue is addressed in writing.

If you are considering applying for your CCL, it is important to have a plan of action in the event your weapon is discharged—either by accident or in an incident.

Remember—there are a lot of gray areas surrounding the FCCA.  If you decide to carry a concealed weapon, it is a good idea to talk to your attorney and create an action plan. The key is to know your rights and respect the rights of others.

 

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