- Call Us: +1 833 990 1500 (Toll Free) (Mon - Fri, 7am - 3pm EST)
- Email Us: info@medical-webinars.com
Menu
HR Auditing – Important Issues For 2025
Recorded Webinar
Does your organization consider the strategic, operational, and compliance related impact of human capital decisions on its ability to achieve its business goals and objectives? Does your human capital help your organization achieve its management goals? Are your employment policies and practices creating material risks and liabilities? Are AI issues now affecting your employment practices?
This webinar discusses the development and use of HR Audits in answering these questions and in addressing critical risk management and due diligence issues.
The threats and risks from human resource management issues are increasing. No longer measured in only fines, penalties, and awards for non-compliance, human resource management affects keys business metrics, including the organization’s valuation and credit rating. Further, improper human resource management can significantly reduce managerial prerogatives and seriously damage the organization’s reputation and employment brand. As a result, HR audits have become an important tool in identifying problem areas and are increasingly evolving from an ad hoc audit activity to a critical element of an organization’s risk management and compliance processes.
Numerous external forces and factors have an impact on the demand for and scope of HR audits. First, in the global economy, human capital has become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, the organization’s human capital is the source of innovation and a driver of business success.
Second, a confluence of economic, political, and social factors, including corporate scandals, the failure of organizations to adequately assess risks, and the increasing number of stockholder initiatives, have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.
Third, governmental agencies have become more active — some would argue more aggressive — and have committed more resources to conducting assessments of employment policies and practices. Importantly, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers that they consider self-assessments and audits a “best practice.”
Fourth, AI is no longer used solely as a tool to support HR activities. AI is quickly becoming a critical element of strategic and tactical management activities.
It this environment, identifying and assessing human capital related risks have become a critical element of an organization’s success. As a result, an organization’s ability to audit and manage these risks plays an increasing role in helping it succeed.
HR audits can assist your organization identify the weaknesses and failures of its human resource management and employment practices compliance activities. HR Audits can further help your organization identity critical issues effecting the management of your human capital asset and provide an indication of your organization’s commitment to identifying and ferreting out unlawful practices and processes. Thus, your use of HR audits should consider strategic and tactical issues, identify risks, assess compliance, and develop both quantitative and qualitative methods and measurements to assess those risks. Your HR audit activities should help you assess your organization’s performance and should provide you with data that will allow you to evaluate human capital outcomes.
HR audits and assessments play an increasingly important role in managing an organization. Like other management tools, HR audits help organizations access, manage, and monitor the successes and failures of their use of key resources and help them plan for future requirements. As a result, attendees will gain an understanding of the required elements of improving their organization’s performance.
Venue: Recorded Webinar
Telehealth completely changed in 2020 when the Public Health Emergency was put into effect. Now in 2025, many of those temporary changes are expiring and the telehealth business has exploded. These methods of communication between provider and patient are loved by many, and the convenience of telehealth in healthcare has become a common occurrence. This webinar will be reviewing the current parts of telehealth that are being considered permanent in the 2026 Physicians Fee Schedule Final Rule and the new evaluation and management services that are new codes for CPT in 2025 related to telehealth. We will find out what the do’s and don’ts of telehealth that are here to stay, as well as implementing these new codes and regulations into your practice. These new rules and codes are important to any one currently offering telehealth as well all who are considering it to add it to their practice in order to be compliant and maximize reimbursement for the services performed. Areas Covered in this Webinar The CMS Telehealth List and how to use it Medicare’s rules G codes for Medicare telehealth CPT addition of 17 codes to the E/M section for Telehealth Education for office staff Implementation on your software programs Who Will Benefit Physicians Advanced Nurses Physicians Assistant Billers Coders Compliance Managers Administrators Case Managers Claims Processors
HIPAA Breach Risk Assessments determine whether a Ransomware attack constitutes a HIPAA Breach that triggers Breach Notification Rule reports and notifications. A Ransomware attack is automatically presumed to be a HIPAA Breach unless you do a HIPAA Breach Risk Assessment that demonstrates the attack resulted in only a low probability of compromise to the affected protected health information (PHI). This webinar explains how to do a Ransomware HIPAA Breach Risk Assessment. The Problem Solved by this Webinar The HHS Office for Civil Rights (OCR) declared that a breach of unsecured PHI is presumed to have occurred when electronic protected health information (ePHI) is encrypted as the result of a ransomware attack on a HIPAA-regulated entity (health care provider, health plan, health care clearinghouse, or business associate). The entity must then comply with the applicable breach notification provisions, including notifying affected individuals without unreasonable delay, the Secretary of HHS, and the media (for breaches affecting over 500 individuals), in accordance with HIPAA breach notification requirements. However, it is not a breach if the ransomware-victimized entity can demonstrate that there is a low probability that the encrypted ePHI has been compromised. This webinar explains how to do that. Areas Covered in the Webinar A Breach Risk Assessment can determine whether a ransomware attack is a breach of unsecured ePHI, triggering embarrassing reports and notifications. Factors that can be applied in performing a Breach Risk Assessment. OCR’s guidance about specific factors that can demonstrate a low probability of compromise to ePHI encrypted by a ransomware attack. How to perform a Breach Risk Assessment step-by-step. How to document a Breach Risk Assessment and why you must document it. What to do if you cannot demonstrate a low probability of compromise to ePHI. Why You Should Attend This Webinar Attend this webinar to learn how to perform a Breach Risk Assessment with a special emphasis on ransomware attacks. Ransomware attacks may have only a low probability of compromising ePHI. A Breach Risk Assessment can determine whether a ransomware attack resulted only in a low probability of compromise to ePHI and provide Covered Entities and Business Associates with Documentation to overcome the presumption that the ransomware attack was a Breach.. Who Will Benefit Health Care Covered Entities HIPAA Compliance Officials – Privacy and Security Officers Chief Compliance Officer Practice Managers Health Information Technology Supervisors Risk Managers Group Health Plan Administrators Third Party Group Health Plan Administrators Covered Entity Senior Management and Owners Health Care Providers practicing as individuals or in small groups Attorneys for Covered Entities – In-house and Outside Counsel Business Associates HIPAA Compliance Officials – Privacy and Security Officers Chief Compliance Officer Business Associate Senior Management and Owners Risk Managers Attorneys for Business Associates – In-house and Outside Counsel
Over the last few years, the U.S. Department of Health and Human Services, Office for Civil Rights has made modifications to patient privacy requirements. The agency is on track for enhancing care coordination, empowering patients, and reducing administrative burden. In addition, on the Security Rule side, the agency released a proposed rule to overhaul significant requirements and make cybersecurity safeguards a priority. Knowing what an organization must do to meet these new regulatory requirements can be challenging. The webinar will address what has already changed in privacy, cover proposed Privacy Rule modifications, and cover the Security Rule overhaul proposals. Timeline and compliance implications will be covered. After completing this webinar, a Covered Entity or Business Associate will have a clear understanding of what has changed and what will change. Objectives Who Must Comply with HIPAA Requirements? What are the HIPAA Security and Privacy Rules? What Has Already Changed in Privacy? What are the Proposed Privacy Rule Modifications? What are the proposed Security Rule modifications? What is the Timeline & Compliance Implications? What recommendations should be followed now? Q&A Webinar Highlights Learn from an expert on the implementation of the HIPAA rules Understand what the HIPAA management process currently requires Learn how to implement these changes for your organization Who Should Attend Compliance Officer HIPAA Privacy Officer HIPAA Security Officer Medical/Dental Office Managers Practice Managers Information Systems Manager Chief Information Officer General Counsel/lawyer Practice Management Consultants Any Business Associates that access protected health information
Many providers have considered outsourcing functions in the revenue cycle. Like all businesses, some third-party companies do excellent work for providers, but there may be others that look for ways to take advantage of their provider. Outsourcing has its own pros & cons that must be carefully considered. We will review major common areas that providers must weigh strategically before making a decision whether to outsource and selecting the best partner for your needs. It is vital providers know exactly who is handling their claims and what they are doing with their information. Definitions of third-party vendors Legal responsibilities of the provider Common industry trends Important questions to ask vendors & contractors Who Will Benefit Physicians Practice managers Medical assistants Nurses Compliance staff Billers Coders Revenue Cycle Risk Management Mid level providers