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Since 2014, over one-third of states have enacted legislation, commonly known as “Right to Try” laws, in an effort to increase access to drugs which have yet to be approved by the Food and Drug Administration, for use by the terminally ill who have exhausted their treatment options.  Under the traditional FDA regulatory scheme, drugs are subject to pre-market testing, and clinical trials were normally the only way patients could obtain access to drugs before FDA approval.  Given the lengthy FDA timelines for approving drugs and the significant difficulty patients had in obtaining drugs prior to approval, more than a dozen states have enacted their own, state-level legislation, in an attempt to expand access to drugs which have yet to received their  FDA approval.

The so-called “Right to Try” legislation enacted by 18 states share several important provisions. Generally, eligibility under these statutes require that the patient a) have a diagnosed terminal illness, b) have considered all existing treatment options approved by the FDA, yet determined that the risk from the unapproved drug is not greater than the risk from the disease, c) obtain a prescription from his/her physician, and d) provide informed consent.  Additionally, the statutes permit, but do not mandate, that drug manufacturers make the unapproved drugs available, and allow, but do not mandate, health insurers to cover the same.  Further, the statutes significantly limit the civil liability, or medical board disciplinary action, of a physician, based solely on his/her prescription of the unapproved drug.

Notwithstanding individual states’ enactment of Right to Try legislation, their effects remain uncertain, as neither manufacturers nor insurers are required to provide or insure, respectively, products which have not received FDA approval.  More importantly, federal statutes and regulations limiting the use of unapproved drugs are still likely to preempt states Right to Try laws, raising issues of liability under federal law for both manufacturers and providers.

To date, neither Pennsylvania nor New Jersey have enacted Right to Try laws, however, such laws are pending in both legislatures.[1]  In light of the rapid passage in many states, and introduction of bills in almost all states, of Right to Try laws, and the dearth of precedent for such expansive state legislation, drug manufacturers who make non FDA-approved drugs available to patients, and the physicians who prescribe these drugs under Right to Try laws must remain cautious as it remains yet to be seen how Right to Try laws will affect manufacturers’ and providers’ federal and state liability.


[1] An Act providing for the use of investigational drugs, biological products and devices by terminally ill patients, Pennsylvania House Bill 1104, available at http://www.legis.state.pa.us/cfdocs/billInfo/BillInfo.cfm?syear=2015&sind=0&body=H&type=B&bn=1104 (Introduced and referred to Health committee as of May 2015); “Right to Try Act” permitting terminally ill patients to access investigational drugs and treatment. Health, Human Services and Senior Citizens, New Jersey S.2186 / A.3474, available at http://www.njleg.state.nj.us/2014/Bills/A3500/3474_I1.PDF (referred to Assembly/Senate Health and Senior Services Committees as of June 2014).

 

Questions regarding this article may be sent to Publications@Capehart.com. 

In a June 9, 2015 Fraud Alert issued by the Office of Inspector General of the United States Department of Health and Human Services (the “OIG”) entitled “Physician Compensation Arrangements May Result in Significant Liability” the OIG reiterated its longstanding position that physicians who enter into “compensation arrangements . . . must ensure that those arrangements reflect fair market value for bona fide services the physicians actually provide.” (emphasis added).

The Fraud Alert makes it clear that the Department of Justice and OIG continue to focus not only on the large healthcare institutions, but that federal investigators are scrutinizing individual physicians’ compensation arrangements.  The Fraud Alert follows twelve recent settlements between the OIG and physicians, involving medical director and office staff arrangements, in which the OIG alleged that compensation paid to the physician under the medical directorship arrangements constituted improper remuneration under the anti-kickback statute for a number of reasons, including:

  1. The compensation took into account the physicians’ volume or value of referrals;
  2. The compensation did not reflect fair market value for the services performed;
  3. The physicians did not actually provide the contracted services; and
  4. An affiliated health care entity paid the salaries of the physicians’ front office staff thereby relieving the physicians of a financial burden they otherwise would have incurred.

With regard to the twelve settlements, the OIG determined that the physicians involved were an integral part of the scheme and subject to liability under the Civil Monetary Penalties Law.

The OIG noted that although many compensation arrangements are legitimate, a compensation arrangement may violate the anti-kickback statute if even one purpose of the arrangement is to compensate a physician for his or her past or future referrals of Federal health care program business.

Again, and importantly, the intended audience of the Fraud Alert are individual physicians and small practice groups[1] which the OIG encourages “to carefully consider the terms and conditions of medical directorships and other compensation arrangements before entering into them.”

Ultimately, the June 9th Fraud Alert emphasizes the need for healthcare institutions to continually ensure that their physician compensation arrangements reflect the fair market value for bona fide services that the physicians actually provide and that the vigilance required of larger healthcare institutions likewise applies to small practices and individual physicians.


[1] The OIG likewise provides links to guides it publishes entitled “Compliance Program Guidance for Individual and Small Group Physician Practices” and “A Roadmap for New Physicians: Avoiding Medicare and Medicaid Fraud and Abuse,” further underscoring that the instant alert was intended for individual physicians and small practices.

 

Questions regarding this article may be sent to Publications@Capehart.com. 

In 2014 an important appellate court decision was decided on whether all cases involving the interpretation of employee status must be referred to the Division of Workers’ Compensation.  On June 11, 2015, the New Jersey Supreme Court reversed the Appellate Division in Estate of Myroslava Kotsovska v. Saul Liebman (A-89-13) (073861).

The facts were tragic.  Saul Liebman was living alone after the recent death of his wife in September 2008.  He was 89 years of age.  His daughter attempted to find someone who could help her father in his home and take care of his meals and daily activities.  Myroslava Kotsovska, a 59-year-old Ukranian woman, was referred to Liebman. She met with Liebman through her son-in-law, who interpreted for her, and she agreed to do laundry, cooking, light housekeeping, and assisting with general tasks in exchange for $100 per day in cash.  She had no social security number and no checking account.  There were no discussions about whether she would be considered an employee or an independent contractor.  There were no formal agreements drafted and the only discussion of medical benefits was that the son-in-law would take care of any necessary medical bills.

On December 8, 2008, Liebman and Kotsovska ran some errands and stopped at the Millburn Diner for lunch.  Kotsovska exited the car and stood on the sidewalk while Liebman pulled into the parking space on front of her.  Liebman accidentally pressed the accelerator, causing the car to lurch over the parking block and onto the sidewalk where Kotsovska was standing.  The force of the car pinned Kotsovska against a low wall, severing her leg.  She died from the injuries within an hour.

The estate of Kotsovka filed a wrongful death action against Liebman in Superior Court.  The estate never filed a workers compensation claim.  Liebman argued that the civil suit must be referred to the Division of Workers’ Compensation because the Division had exclusive jurisdiction over the issue of employee status.  The homeowner’s carrier stipulated that the accident arose from the decedent’s employment.

The trial judge ruled for the estate and awarded it $300,000 for the decedent’s pain and suffering and $225,000 for her wrongful death.  The Appellate Division reversed, stating that the matter should have been transferred to the Division of Workers’ Compensation on the issue of whether Kotsovska was an employee or an independent contractor.  The New Jersey Supreme Court then reversed on June 11, 2015 in favor of the estate.

In ruling that the Superior Court has jurisdiction over employee status, the Supreme Court first distinguished several cases that seemed to suggest that this issue should be resolved in the Division of Workers’ Compensation.  The Court said that what makes this case different from prior cases is that the estate of Kotsovska never filed a workers’ compensation claim. The only claim that was filed was a wrongful death action. “Moreover, petitioner did not file a petition for workers’ compensation with the Division.  Thus, as the trial court noted, there was no claim pending before the Division over which it could assert jurisdiction.  Under these circumstances, we conclude that the Superior Court had jurisdiction to decide the question of decedent’s employment status.”

In ruling in favor of the estate, the Supreme Court did not reject the concept that the Division of Workers’ Compensation has primary jurisdiction on issues of compensability and related employment matters.  However, it said there is a four-part test that must be considered to determine if the Division has primary jurisdiction:

1) whether the matter at issue is within the conventional experience of judges; 2) whether the matter is peculiarly within the agency’s discretion, or requires agency expertise; 3) whether inconsistent rulings might pose a danger of disrupting the statutory scheme; and 4) whether prior application has been made to the agency.

On the second part of this test, the Supreme Court surprisingly said, “. . . the Compensation Court is in no better position to make the threshold determination of a worker’s employment status than the Superior Court.”  It also again noted that there was no risk of a conflicting decision between the Superior Court and Division of Workers’ Compensation in this case because the estate of Kotsovka only filed in Superior Court.  It upheld the decision of the trial judge that Kotsovska was not an employee but an independent contractor in spite of the apparent control over Kotsovska’s activities that Liebman had and the economic dependency that Kotsovska had on Liebman.  In the portion of the decision dealing with jury charges, the Court said, “A worker’s economic dependence upon the employer is a factor to be considered when a worker performs a function that constitutes a part of the employer’s business.”  It said in this case that Kotsovska’s employment was not in furtherance of Liebman’s business.

One is left to wonder what the result would have been had the estate of Kotsovska filed both a workers’ compensation claim and wrongful death action simultaneously.  Many lawyers do this to protect the statute of limitations from running in both actions.  If the Superior Court were to find employee status, the timely filing in workers’ compensation court would protect the rights of the employee.  There is certainly language in this decision suggesting that if the claimant files both a workers’ compensation claim asserting employee status and a civil claim for wrongful death, the Division should have primary jurisdiction to decide the employment status issue.  On the other hand, the Supreme Court also said that the Judge of Compensation is in no better position to decide on a worker’s employment status.

What practitioners are likely to do in situations like this where it is unclear whether the worker is an independent contractor or an employee is to file in superior court and defer any filing in workers’ compensation until just before the statute of limitations should run. The most important comment from this Supreme Court decision is that the Superior Court is equally competent in making employment status determinations.

The stakes are higher in civil law suits and that will favor filings in superior court over workers’ compensation, and the emphasis on social legislation which pervades workers’ compensation decisions may not play such a large role outside workers’ compensation court.  In this writer’s view, the decision in Kotsovka will likely lead to a divergence in legal analysis on independent contractor status emerging from workers’ compensation and the superior court.  In the workers’ compensation arena, a finding of independent contractor status is very rare because using both the “control” test and the “relative nature of the work test” favors employee status.  For instance, babysitters who come to a home fairly regularly are found to be employees, and Kotsovka would likely have been found to be an employee in compensation court, contrary to the analysis used in the Superior Court decision.  In the last analysis, the rule now is that when it comes to the initial employee status interpretation, the Division does not have primary jurisdiction if the plaintiff only files suit in Superior Court.

Late last week, the Office of the Inspector General of the United States Health and Human Services Administration (OIG) issued an auspicious advisory opinion concerning “a nonprofit, tax-exempt, charitable organization’s proposal to provide financial assistance to individuals with chronic diseases, including cancer, to assist with the costs of health insurance and drug and device therapies.”  After determining that the charity and patients would be adequately insulated from the influence of the charity’s donors, the OIG determined that said arrangement would not result in liability under the Federal anti-kickback statute.

By way of background, the requestor of the advisory opinion was a 501(c)(3) charitable entity that sought to establish a “patient assistance program to provide financial assistance to individuals with cost-sharing obligations for prescription drugs or devices, health insurance premiums, incidental expenses (e.g., travel expenses, ongoing testing), or a combination thereof, associated with the treatment of various chronic diseases.”  Patients would learn about said program through a variety of sources, which included their treating physicians, dispensing pharmacies, medical equipment distributors, patient support groups, as well as product manufacturers.  The opinion provided, however, that before applying for assistance under the program, the patient must have selected their health care provider, practitioner, or supplier, and have a treatment regimen in place and while receiving assistance, the patient would remain free to change providers, practitioners, suppliers, drug or device therapies, or insurance plans.

Funding for the assistance program would be derived from donations solicited from a variety of sources, including pharmaceutical and device companies, specialty pharmacies, distributors, individuals, and corporations and all donations would be in the form of cash or cash equivalents. Donors may earmark their contributions to funds for patients suffering from a specific disease, but the donations would otherwise be unrestricted.

Given the potential for prohibited referrals, remuneration, and influence from donors, the OIG specifically noted several factors in which it relied in coming to its conclusion:

1) As the patient had previously selected their provider, practitioner, or supplier, the charity would not “refer patients to, recommend, or arrange for the use of any particular practitioner, provider, supplier, drug, device, or plan and that patients would have complete freedom of choice in such matters.”

2) The charity’s discretion to use the donations would be “absolute, independent, and autonomous” and “no donor, or affiliate of a donor, would exert any direct or indirect influence over the charity or charity’s patient assistance program” as a board fully independent from the donors would govern the charity.

3) The charity would not provide donors with any individual patient information (and patients would not be provided with donor information) or any data related to the identity, amount, or nature of drugs, devices, or services subsidized by the assistance program and reports to donors would not contain any information that would enable a donor to correlate the amount or frequency of its donations with the number or medical condition of patients who use its products or services or the volume of those products or services.

4) The charity “would define its disease funds in accordance with broadly defined disease states based on widely recognized clinical standards; and (ii) except to the extent that [charity] limits certain disease funds to the metastatic stage of certain cancers, its disease funds would not be defined by reference to specific symptoms, severity of symptoms, the method of administration of drugs, stages of a particular disease, type of drug or device treatment, or any other way of narrowing the definition of widely recognized disease states.”

In light of the insulation of the charity from donors, the OIG ultimately determined that the contributions donors would make to the charity would not reasonably be construed as payments to the charity to arrange for referrals.

The OIG additionally concluded that financial assistance provided by the charity to federal health care program beneficiaries presented a low abuse risk and was unlikely to influence any beneficiary’s selection of a particular provider, supplier, etc. as “eligibility determinations would be made in a consistent, uniform manner and would not be based, in whole or in part, on whether a patient’s provider, practitioner, or supplier has made contributions to [charity’s]’s patient assistance program.”

Ultimately, the OIG found that aforementioned payment assistance program, conducted by independent charities, should not raise anti-kickback concerns, even if the charities receive charitable contributions from donors whose products are supported by the subsidies provided in the program.  The instant opinion by the OIG is an important recognition of the need for, and tacit support, of the endeavors by charities as well as their corporate donors — and both charities and donors alike must be cognizant that such patient assistance programs are viable — so long as the charity and patients remain insulated from the donors.

 

Questions regarding this article may be sent to Publications@Capehart.com. 

Every New Jersey workers’ compensation practitioner must evaluate the benefits of a Section 20, (which is a lump sum full and final payment), versus an order approving settlement, (which involves an award of a percentage of disability under Section 22).  About twice as many cases settle under orders approving settlement in New Jersey than under Section 20 settlements.

Here are the main features of a Section 20:

  • A lump sum payment  — not weekly payments over time
  • No admission of liability by the employer
  • Not a workers’ compensation payment except for insurance rating purposes
  • The petitioner cannot reopen the case in the future
  • The petitioner and respondent must agree to the Section 20, and the Judge must also approve the settlement.  If any party rejects the Section 20, this option is out
  • There must be a genuine issue of causation, liability, jurisdiction or dependency; otherwise, there is no possibility to close the file under a Section 20

Here are the main features of a Section 22 order approving settlement:

  • The employee receives a percentage of disability, such as 20% of the arm
  • The employee can apply to modify the award within two years of the last payment of benefits and seek additional medical, temporary or permanent disability benefits
  • The employer accepts a specific medical condition or conditions, such as a torn rotator cuff or herniated cervical disc
  • If there is a reinjury to that body part in the future resulting in an increase in disability, the employer gets a credit for the percentage paid

Employers generally prefer Section 20 settlements because they close the particular file at issue for good.  However, Section 20 settlements are not obtainable where the accident is admitted and there is permanent disability resulting from the accident.  Carriers and third party administrators often as the following question:

If the employee has returned to work, does a Section 20 settlement make sense?

This is a complicated issue with many considerations, but the answer is that most of the time, it makes more sense to do a Section 20 even if the employee has returned  to work rather than admit the specific medical condition and deal with reopener rights.

There are two main objection that are raised to the notion of effecting a Section 20 on someone who has returned to work:

  1. What if the employee gets injured in the future?
  2. Can the employer still get a credit if there is a future injury to the same body part and the case has already  been resolved on a Section 20?

Let’s deal with question one first:  can’t the employee get reinjured in the future injury?  Yes, but this is not really a valid consideration.  Assume the employee has a herniated disc and has returned to work.  There is an issue of causation or liability which raises the potential for a Section 20.  The employer has two choices: pay the case under Section 22 for perhaps 22.5% permanent partial disability and accept that the herniated disc is compensable, or, pay a lump sum on a Section 20 admitting nothing.  Whichever option the employer chooses, the employee may have a future injury.  There is no way to predict that or stop that.  So when it comes to the potential for reinjury given that the employee is back to work at the time of settlement, it makes no difference whether the settlement was done under Section 20 or Section 22.  The manner of settlement will not prevent a future injury.

Question two is more complex and raises legitimate considerations: namely, will the employer get a credit for the prior payment if the prior payment was a Section 20 and not a percentage of disability?  There is no question that it is simpler to get a credit for a prior payment under Section 22.  If the employer settles the case for 22.5%, and the employee reinjures his back in three years, raising the disability percentage to 32.5%, the employer will get a credit for 22.5%.  So isn’t this the better way?  No, not really, because there are two ways of getting a credit in New Jersey:  one is for a prior payment or an award by subtracting the percentage paid, and the other is under the Abdullah case and N.J.S.A. 34:15-12(d), both of which permit employers to get credits for previous established disability even if there is no prior percentage award.

So how does an employer get a credit where the prior settlement was under Section 20 and the employee had a herniated disc at that time?  In the event of a new injury to the low back at some future date, the employer will send the prior medical records to the examining doctor, who will be asked to apportion the disability between that which existed before the new accident and that which exists after the new accident.  Sometimes this is not even necessary, as the parties can often negotiate the credit in court.

Skilled practitioners are aware that often it is very costly for an employer to have settled a case under an order approving settlement with a percentage of disability when the employer had a chance to do a Section 20 — particularly when the employee remained at work following the initial settlement. The following scenarios illustrates this point:

SCENARIO ONE

Let’s assume the employer chooses not to do a Section 20 on herniated disc back case and settles for 25% permanent partial disability at 2014 rates because the employer is worried about the fact that the employee has returned to work.  The settlement at 25% cost the employer $38,340.  The employer is thinking about future credits and decides to go for 25% rather than do a Section 20.  Three years from now the employee reinjures his back and now the judge feels that the new percentage of disability is 10% more or  35%. While that is only a 10% increase, the problem is that rates rise after 180 weeks.  That pushes the settlement of 35% to $82,530 with the credit for 25% being merely $38,430.  That 10% increase cost the employer $44,100!!!

Now consider if the employer settled the original case on a Section 20 for $40,000.  It paid a about $1,600 more to get the Section 20 on the 2014 case.

SCENARIO TWO

Assume there was an issue of causation or liability and all parties agreed on the Section 20 settlement in 2014 for $40,000.  The employee remained at work and a reinjury occurs in 2017 to the low back.  Remember, under the Section 20 there was no award percentage on the record — and that is a very good thing.  The parties agree that the petitioner’s back is 10% worse than it was in 2014. But because there was no prior percentage award, it is harder for the petitioner’s attorney to argue that the new award should be 35%.  The employer has a much better chance of negotiating a lower credit (which benefits the employer) precisely because there was no set percentage established in 2014.  The employer’s strategy is to settle the case for 30% credit 20%, which is $49,554 credit $28,992.  That is $20,562, or about $24,000 less than the scenario in which the employer paid under an order approving settlement!

In this situation, the employer saved over $22,000.  It paid slightly more for the original settlement but saved $24,000 when the reinjury occurred. Why did this happen?  Because the Section 20 gave the employer’s lawyer more flexibility in negotiations on the credit.  The lower the credit percentage, the better for the employer in this situation.

The lesson is that the employer is almost always better off with a Section 20 over an order approving settlement with a percentage of disability, particularly on significant cases.  To recap, the main advantages of the Section 20 over Section 22 are clear, even if the employee is back to work doing the same job for the employer:

  • The employer has not admitted liability for the condition at issue
  • The employer can still get a credit in the event of a future reinjury
  • The old case is closed forever and that case cannot be reopened
  • The employer has more flexibility in the future to argue for a lower credit, which is a critical advantage to employers

Having said all that, there is one last wrinkle in this analysis.  If the employee wants a huge premium for the Section 20 over the Section 22 settlement, that may not make sense for the employer.  In the example above, the order approving settlement at 25% cost the employer $38,430, and the Section 20 was only about $1,600 more to obtain at $40,000.  But if the employee wanted an additional $15,000 for the Section 20, that would negate the benefit for the employer.  So the amount of the premium that the employer pays to get a Section 20 is an important factor in this calculus.

This spring, the Department of Justice (DOJ) has gone on the offensive in a series of public speeches before bar associations concerning the DOJ’s emboldened and proactive approach to the investigation and prosecution of healthcare fraud against both individuals and corporations.  Given that the DOJ is ramping up its efforts to combat healthcare fraud, seeking hefty prison sentences, and actively prosecuting not only individual doctors but corporate health systems, practitioners and providers of all sizes must take the opportunity to ensure that they are in compliance with the multitude of federal fraud-related healthcare statutes, including the False Claims Act, the Stark Law, and the Anti-Kickback Statute.

In remarks given at the American Bar Association’s 25th Annual National Institute on Health Care Fraud last month, Assistant Attorney General Leslie R. Caldwell, head of the DOJ Criminal Division, provided insight into the ever-evolving landscape of healthcare fraud prosecutions.  More specifically, Ms. Caldwell stated that the DOJ has come “a long way” since the days where prosecuting healthcare-related crimes were reactive and wherein the Centers for Medicare and Medicaid Services (CMS) maintained control of the health care billing and other data and prosecutors were forced to wait for CMS to refer cases to the DOJ.

Ms. Caldwell noted that in 2007, the Medicare Fraud Strike Force was created, placing prosecutors and federal law enforcement at the forefront of investigating and prosecuting, and striking a proactive stance against, healthcare fraud.  Ms. Caldwell suggested that the biggest precipitator of the DOJ’s move to proactively combatting healthcare fraud is that now, rather than relying on CMS data, the DOJ has near-real-time access to the data.  Such access to data allows the DOJ to bring cases more quickly, but, perhaps more importantly, allows the DOJ to identify fraud schemes as they emerge as well as to identify previously-unknown types of fraud schemes.

Nevertheless, Ms. Caldwell lamented that despite recent successes, “Medicare fraud remains a serious drain on our health care system.  In fiscal year 2014, the Justice Department recovered over $3 billion of fraudulent Medicare billings through civil, criminal and administrative actions.”

Ms. Caldwell suggested that in the past, billing Medicare for services which were not provided was the primary healthcare fraud scheme being perpetrated.  However, she describes the latest “frontiers” in fraud “in areas including Medicare Part D, laboratory services, hospital-based services and hospice care.”

More importantly, Ms. Caldwell stated that the DOJ will continue to focus on prosecuting fraud perpetrated by individual physicians, home health care providers, pharmacy owners and medical supply company executives, but emphasized the DOJ’s apparently newly-discovered interest in investigating and prosecuting fraud in “corporate boardrooms and executive suites.”  She stated that in 2014, the DOJ had only a few open corporate investigations, however, as of late last month, there are a dozen active corporate investigations and the “DOJ is steering additional prosecutorial resources to this area.”

Notwithstanding, Ms. Caldwell suggested that the DOJ, in applying the Principles of Federal Prosecution of Business Organizations (the FILIP factors) which are applied in general corporate prosecution matters, will still be applied in corporate healthcare fraud prosecutions, and in particular, that corporations may minimize the effects of a prosecution if they fully cooperate with the DOJ.  Ms. Caldwell noted, however, that simply producing documents in response to a grand jury subpoena will not result in the DOJ agreeing to credit for corporate cooperation, rather “companies seeking credit for cooperation must conduct a thorough internal investigation and turn over all available evidence of wrongdoing to our prosecutors in a timely and complete way. And that evidence must include information about the individuals who committed the crimes, no matter how high those individuals might have been on the corporate ladder.”  More generally, she stated that “[c]ooperation means that a corporation has made an affirmative effort to investigate potential wrongdoing, and that it has turned over the facts uncovered during that investigation in a timely way to our prosecutors.”

Ultimately, healthcare providers of all sizes must be aware that given the DOJ’s, and its federal law enforcement partners’, real-time access to CMS data, and apparent mandate from the White House, federal prosecutors are stepping up the investigation and prosecution of healthcare fraud.  As made clear in Ms. Caldwell’s speech, executives and the corporations they manage are subject to the DOJ’s anti-fraud push, and are presently a prime target for the DOJ.  While the DOJ has indicated that cooperation may serve to minimize certain penalties against a corporation, the DOJ has made clear that cooperation involves thoroughly assisting the DOJ’s prosecution as well as ensuring that all wrongdoers are held accountable – not only those low on the corporate ladder.  Again, given the DOJ’s public pronouncements of its intent to proactively investigate and prosecute all manners of healthcare fraud, all healthcare providers must review and ensure their compliance with applicable federal healthcare statutes.

 

Questions regarding this article may be sent to Publications@Capehart.com. 

Peer review is the essential process by which physicians critique the medical services provided by their colleagues for the purposes of decreasing occurrences of medical malpractice and increasing the quality of health care, while simultaneously serving as a primary method of evaluating the quality of patient care. Currently, almost all states have enacted peer review privilege statutes to protect the work of medical peer review committees, however, recent cases at the state and federal levels have chipped away at the once-impenetrable privilege that peer review committees had from disclosure during medical malpractice litigation.

Earlier this month, the U.S. District Court in the Southern District of Illinois, in Hall v. Flannery, No. 3:13-cv-914-SMY-DGW (S.D. Ill. May 1, 2015) held that the state’s peer review privilege did not protect from disclosure the so-called “audit trail” of who viewed a patient’s electronic medical record (EMR) and when same was viewed.

The plaintiff in a medical malpractice lawsuit sought the audit trail and metadata associated with the patient’s medical record in discovery to support a legal theory that the patient’s medical records were improperly altered by the defendant hospital. The audit trail and metadata included the date, time, the name of the person who accessed the record, their user ID, and the items that they viewed.

The defendants vociferously contended the peer review privilege protected this information from disclosure. The defendants argued that the audit trail would reveal the names of the individuals, including peer review committee members, who viewed the medical record, and what items in the chart peer review committee members viewed.

The court disagreed with the defendants and explained that the privilege “protects the discussions, comments, and conclusions made during the peer review process, in order to facilitate frank discussion without the fear of legal or professional reprisal in an effort to improve patient outcome, but would not protect subsequent decisions or recommendations that would result from the peer review discussions or information generated prior to the peer review process.” (emphasis added).

More specifically, the court noted that as the medical record itself was discoverable and as the audit trail and metadata were incorporated in those records, the audit trail and metadata were consequently not subject to the peer review privilege.  Moreover, the court found the peer review committee did not generate the data at issue to further its evaluation of the patient’s medical care, but that rather, the audit trail was created “in the ordinary course of a hospital’s medical business . . . [and] is not privileged even if later used by a committee in the peer-review process.”

Ultimately, the court’s recent decision is yet another blow to the peer review privilege, and is consistent with the nationwide trend to limit the privilege.  However, given the court’s sweeping limitation of the privilege to only “discussions, comments, and conclusions made during the peer review process,” hospitals and providers must be ever cognizant that data created prior to and subsequent to the peer review are not necessary protected from disclosure and that presumably all metadata automatically created by the hospital’s computer system, with respect to a patient’s medical record, are discoverable.

 

Questions regarding this article may be sent to Publications@Capehart.com. 

The Centers for Medicare and Medicaid (CMS) recently announced the next ACO (Accountable Care Organization) venture in the release of its proposed “Next Generation ACO” initiative. It claims this initiative will create better opportunities for coordinated patient care and set higher standards for quality and safety. The Affordable Care Act has encouraged the formation of ACO entities through programs such as the Medicare Shared Savings Program, which launched in 2012 under the Affordable Care Act that ties quality targets with financial incentives, in an effort to focus on patient-centered care, quality improvement, and keeping a patient’s treatment closely linked. These targets, in turn, help facilitate the spread of information among providers and help better monitor chronic disease. This proposed “next generation” initiative builds off of the Pioneer ACO model, which was designed for organizations already following a care model comparable to an ACO in terms of financial risk and care coordination, but not yet officially labeled an “ACO.” Essentially, the Pioneer model was advertised as a “higher risk, higher reward” model that held potential for savings above and beyond what was possible via the Medicare Shared Savings Program. So how did the Pioneer ACO Model fare? The reviews are mixed.

As of September 2014, 19 of the original 32 enrolled participants remained in the program. After the first year of the program, the financial outcomes ranged from a gross loss of $9.31 million to a gross savings of $23.34 million. Thirteen organizations qualified for shared savings, one owed losses, and 18 did not save or lose. By the end of year two, 20 participant ACOs remained with a similar range of loss to savings. Despite the range of results, CMS clearly remains committed to this program and is taking things a step further in the creation of the Next Generation ACO project. According to CMS, this new model builds upon the experience from the Pioneer model and further increases the risk/reward schematic above and beyond what was offered in the Pioneer mode. Ultimately, the hope is that entities will be induced by the strong financial incentives offered with the continued end goal of increased efficiency, improved patient care quality, and better overall care management. CMS anticipates that anywhere from 15 to 20 entities will sign up for the new initiative. CMS is offering a wide variety of helpful tools to the entities that ultimately enroll in the program to assist in effective patient care management and coordination, including expanded coverage for telehealth, home services, and skilled nursing.

If the Pioneer model taught us anything, it seems as though some ACOs are better equipped to take on the increased risk than others. Despite the mixed results, CMS seems to believe that the ACO model is the key to controlling health care costs while maintaining high-quality metrics in the future. Hypothetically speaking, this may very well be the case, but the question is whether, in reality, this type of risk/reward model is feasible nationwide.

 

Questions regarding this article may be sent to Publications@Capehart.com. 

Cases dismissed under N.J.S.A. 34:15-54 for lack of prosecution are permanently closed if not reinstated within one year.  The matter of Kost v. GPU Energy, A-0858-13T3 (App. Div. 2015) offers one exception to the rule.

Richard Kost filed seven claims against GPU Energy/JCP&L in 2003.  He also filed a parallel civil action which was pending from 2003 to 2008.  Claimant’s attorney, Eric Lentz, left his law firm, Garces and Grabler, in March 2005.  Lentz kept the case and from time to time met with Mr. Kost.

Problems began between the years 2005 and 2008.  Lentz failed to comply with several requests made by the Judge of Compensation, leading GPU to file a motion to dismiss for lack of prosecution.  That motion was granted in December 2008.  The rule provides that the claimant has one year to reopen the matter or the dismissal becomes final.

On December 8, 2008, GPU’s attorney sent the order of dismissal to Lentz, who had not appeared at the hearing when the case was dismissed.  Mr. Kost said he was never made aware of the dismissal.  He said he called his lawyer on numerous occasions but could not reach him.  Finally in January 2010, he reached his lawyer, who misled him into believing that the workers’ compensation cases were still active.  Lentz told Kost that the cases were progressing, and from time to time he asked Kost to sign medical authorization forms. The Appellate Division noted, “However, it is clear that Lentz hid from petitioner the true status of his cases.”

In January 2010, Lentz scheduled an appointment for Kost to attend a permanency exam.  When petitioner got to the doctor’s office, there was no record of any appointment, nor any paperwork from Lentz.  Kost confronted Lentz, who assured him that the cases were progressing.  He never told Kost that his cases had been dismissed in December 2008.

Kost retained new counsel, who figured out that the cases had been dismissed and attempted to restore the cases to the active list.  GPU argued that the one-year time period for reinstatement had passed.  The Judge of Compensation on September 16, 2013, refused to reinstate the case, and Kost appealed.  The Appellate Division was faced with the fact that N.J.S.A. does not provide for any exceptions:

Although N.J.S.A. 34:15-54 does not expressly create an exception to the one-year requirement for filing a motion for reinstatement, our courts have recognized that compensation judges possess the inherent power to excuse the one-year time bar upon the grounds set forth in Rule 4:50-1.

The Court found that this was an exceptional circumstance.  “Petitioner’s dilemma was not caused by his own dereliction or ambivalence. Instead, fault for the dismissal rests squarely on his prior attorney.  Here, petitioner made significant effort to keep in contact with Lentz.  He was affirmatively mislead, and assured his cases were still active.  It was not until new counsel took over in 2010 that petitioner was informed his cases were dismissed.”

The Court also noted that GPU was not really prejudiced in this case because the company had obtained substantial discovery during the five-year period of the civil litigation.

As part of the recent tidal wave of physician practice groups being swallowed up by ever-growing hospital systems, the Federal Trade Commission (the “FTC”) has taken an increasingly aggressive position that certain acquisitions threaten trade, are anti-competitive, and must be divested.  Most recently, last month, the influential federal Ninth Circuit Court of Appeals issued an alarming decision largely upholding the FTC’s position.  In light of the FTC’s newly aggressive stance, and supporting federal appeals court decision, providers must actively assess the viability of their mergers and acquisitions through the lens of whether such a merger or acquisition stifles competition, is anti-competitive, or whether it negatively effects healthcare consumers. [1]

Litigation began in 2012 when the Saint Alphonsus Medical Center, a rival health system of the St. Luke’s Health System, both of which operate hospitals and employ physicians in the suburbs of Boise, Idaho, filed a lawsuit to challenge the proposed acquisition by St. Luke’s of the 41-physician Saltzer Medical Group.

Soon after filing the lawsuit, St. Luke’s completed the acquisition — however, the completion of the acquisition was not ultimately a barrier to Saint Alphonsus proceeding with its lawsuit.  The FTC joined entered the mix as a co-plaintiff in early 2013.

In 2014, following a bench trial, the trial-level district court found that the acquisition violated Section 7 of the Clayton Act, 15 U.S.C.A. § 12 et seq., determining that such an acquisition threatened to reduce competition in the adult primary care physician services market in the town of Nampa, Idaho, a suburb of Boise.

Of note, for the first time, the FTC litigated, through trial, a challenge to a physician group acquisition by a health system, suggesting a shift in policy for the Obama administration and an FTC that is looking more closely at the effects on health-care consumers of the wave of hospital-physician group mergers and acquisitions.

The Ninth Circuit determined that its analysis would be limited to the geographic market to Nampa, rather than a much broader market argued by St. Luke’s. In Nampa, the market share of the merging parties were high, together Salzter and St. Luke’s accounted for almost 80% of the Nampa primary care physician market.

A commonly used metric for determining market share is the Herfindahl-Hirschman Index (the “HHI”). The analysis considers both the post-merger level of the HHI and the increase in the HHI resulting from the merger.  The merger guidelines, utilized by regulatory agencies in reviewing the competitive/anti-competitive results of mergers and acquisitions, classify markets as (1) unconcentrated (HHI below 1500); (2) moderately concentrated (HHI between 1500 and 2500); or (3) highly concentrated (HHI above 2500).  Sufficiently large HHI figures establish the FTC’s prima facie case that a merger is anti-competitive. The district court calculated the post-merger HHI in the Nampa primary care physician market as 6,219, and the increase as 1,607.

Though the market shares were high, the number of physicians involved was surprisingly small as Saltzer employed sixteen primary care physicians in Nampa, St. Luke’s employed eight, and rival Saint Alphonsus employed only nine, again suggesting that the FTC is taking a more aggressive approach with regard to mergers and acquisitions, even when the total number of physicians involved was only thirty three.

Notably, the Ninth Circuit rejected the idea that an anti-competitive merger could be justified because a merger will produce efficiencies. The Ninth Circuit even accepted the lower court’s finding that the acquisition would improve health care in the area but said, given a very anti-competitive acquisition, efficiencies alone were insufficient so save an otherwise illegal acquisition.

Of perhaps the most importance, the Ninth Circuit rejected the argument that if a merger is anti-competitive, a remedy less than divestiture is sufficient to protect competition — rather, the Ninth Circuit found divestiture is simple to administer is the preferred remedy for anti-competitive mergers between hospitals and physician groups.

Again, as hospitals are in the process of actively acquiring and merging with physician groups, the FTC has equally become active in scrutinizing, and litigating through trial, mergers and acquisitions which it believes threaten trade and are anti-competitive, even when the number of physicians who are part of the transaction are low.  With the Ninth Circuit’s decision largely upholding the FTC’s position, providers need to continually examine how any proposed merger or acquisition effects trade, competition, and ultimately the healthcare consumer.


[1] See St. Alphonsus Med. Ctr. – Nampa, Inc. v. St. Luke’s Health Sys., 2015 U.S. App. LEXIS 2098 (9th Cir. Idaho Feb. 10, 2015), affirming, St. Alphonsus Med. Ctr.-Nampa, Inc. v. St. Luke’s Health Sys., 2014 U.S. Dist. LEXIS 9264 (D. Idaho Jan. 24, 2014).

 

Questions regarding this article may be sent to Publications@Capehart.com. 

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