| Museum of American Finance New York, New York |
15 August, 2014
Did You Know?
Recommended Reading in Human Resources
Barbara Davison's book "How to Measure Human Resource Management" provides a proven method for accurately measuring the productivity of HR functions. This classic HR book offers a practical how-to guide for measuring intellectual capital, the effectiveness of the HR Web site, employee handbook, retirement and benefits information, and the impacts of HR call centers and service centers.
08 August, 2014
U.S. Department of Labor implements new FMLA regulations
March 1, 2013 2013 | 5
U.S. Department of Labor implements new FMLA regulations
Rule expands protections for military families and airline employees
Last month, the U.S. Department of Labor’s (DOL) Wage and Hour Division released its final regulations implementing two important protection expansions under the Family and Medical Leave Act (FMLA). The first offers families of eligible veterans the same job-protected FMLA leave currently available to families of military service members, enables more military families to take leave for certain activities while a service member is deployed, and provides military families additional leave time for rest and recuperation. The second modifies the existing rules so that airline personnel and flight crews can make better use of their protections under the FMLA. Resource materials related to the new regulations are available on the DOL website. The regulations take effect March 8, 2013.
We first reported on these FMLA amendments on April 3, 2012, when the DOL invited interested parties to comment on the then-proposed regulations. A number of the comments submitted by Sedgwick’s regulatory best practice team were reviewed and considered by the DOL prior to its release of the final rule. Our comments and the DOL’s analysis of our feedback can be found in the final rule on pages 84, 88, and 126. We are proud to have played a role in this significant legislation and that the DOL considers Sedgwick to be a thought leader in this area.
The Sedgwick absence management team is committed to ensuring that our clients are fully compliant with these regulations by the time they take effect later this month. Based on the information provided by the DOL, we have prepared a list of the substantive changes applicable to the services we offer and the actions we are taking as a result of those changes. That summary is available on our website here. If you have any questions about the new FMLA regulations, please contact your Sedgwick client services representative.
* * *
U.S. Department of Labor implements new FMLA regulations
Rule expands protections for military families and airline employees
Last month, the U.S. Department of Labor’s (DOL) Wage and Hour Division released its final regulations implementing two important protection expansions under the Family and Medical Leave Act (FMLA). The first offers families of eligible veterans the same job-protected FMLA leave currently available to families of military service members, enables more military families to take leave for certain activities while a service member is deployed, and provides military families additional leave time for rest and recuperation. The second modifies the existing rules so that airline personnel and flight crews can make better use of their protections under the FMLA. Resource materials related to the new regulations are available on the DOL website. The regulations take effect March 8, 2013.
We first reported on these FMLA amendments on April 3, 2012, when the DOL invited interested parties to comment on the then-proposed regulations. A number of the comments submitted by Sedgwick’s regulatory best practice team were reviewed and considered by the DOL prior to its release of the final rule. Our comments and the DOL’s analysis of our feedback can be found in the final rule on pages 84, 88, and 126. We are proud to have played a role in this significant legislation and that the DOL considers Sedgwick to be a thought leader in this area.
The Sedgwick absence management team is committed to ensuring that our clients are fully compliant with these regulations by the time they take effect later this month. Based on the information provided by the DOL, we have prepared a list of the substantive changes applicable to the services we offer and the actions we are taking as a result of those changes. That summary is available on our website here. If you have any questions about the new FMLA regulations, please contact your Sedgwick client services representative.
* * *
Sedgwick Committed to Meeting 2014 Deadline for ICD-10 Code Compliance
March 22, 2013 2013 | 7
The International Classification of Diseases (ICD) was designed to promote
international comparability in the collection, processing, classification, and
presentation of medical statistics. Sedgwick and our peers currently use the ICD-9
code. However, our industry is required to be fully operational in using the ICD-10
codes by October 1, 2014.
The national ICD-10 initiative is a significant overhaul of the diagnostic and procedural
medical coding system mandated by the federal government for use in the health care
industry in insurance processing, reimbursement, and statistical data
gathering. Implementing these massive changes to existing systems will require that
the health care and insurance industries be prepared to convert from approximately
15,000 ICD-9 codes to more than 75,000 ICD-10 codes.
We are fully committed to meeting the deadline. We have established a project task
force to ensure that we will be compliant. Our plan includes vendor and client
outreach to keep all stakeholders apprised of our ongoing progress. Future updates
will outline more specific program, system, and workflow changes.
The International Classification of Diseases (ICD) was designed to promote
international comparability in the collection, processing, classification, and
presentation of medical statistics. Sedgwick and our peers currently use the ICD-9
code. However, our industry is required to be fully operational in using the ICD-10
codes by October 1, 2014.
The national ICD-10 initiative is a significant overhaul of the diagnostic and procedural
medical coding system mandated by the federal government for use in the health care
industry in insurance processing, reimbursement, and statistical data
gathering. Implementing these massive changes to existing systems will require that
the health care and insurance industries be prepared to convert from approximately
15,000 ICD-9 codes to more than 75,000 ICD-10 codes.
We are fully committed to meeting the deadline. We have established a project task
force to ensure that we will be compliant. Our plan includes vendor and client
outreach to keep all stakeholders apprised of our ongoing progress. Future updates
will outline more specific program, system, and workflow changes.
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