Healthcare organizations pay millions of dollars in compliance penalties each year. Bloodhound will help your organization maintain compliance and prevent penalties.
According to Sections 1128 and 1156 of the Social Security Act, excluded individuals and/or entities cannot participate in medicare and state health care programs.
Anyone who hires an individual or entity on the OIG LEIE may be subject to civil monetary penalties (CMP). This can include a penalty of $10,000 for each claimed item or service furnished during the period that the person was excluded, an assessment of up to three times the amount claimed for each item or service and potential criminal prosecutions.
Bloodhound is updated nightly with the latest OIG LEIE databases. Each screening uses this data to find potential matches. If a match is found, Bloodhound performs a secondary screening to perform an exact match using an employee's social security number or an entity's NPI and/or license number. A report is provided with the results of each screening.
According to Chapter 253 of the Health and Safety Code and Rule §93.3 of the Texas Administrative Code, the individual employer, the facility, or agency shall search the employee misconduct registry and the nurse aide registry maintained under Chapter 250 as required by the Omnibus Budget Reconciliation Act of 1987 (Pub. L. No. 100-203) to determine whether the applicant for employment is designated in either registry as having abused, neglected, or exploited an individual. This search must be conducted prior to employment and at least every year thereafter. A copy of each search must be maintained in the facility's or individual employer's books and/or records.
Failure to verify and document employability as required by the statutes may lead to penalties as described in Rule §98.105 of the Texas Administrative Code. Severe violations may even lead to suspension and non-renewal of your organization's license.
Bloodhound is updated nightly with the latest Texas Employability Registry records. Each screening uses this data to find matches using the employee's social security number. A report is provided with the results of each screening. In addition to the screening, a copy of the results of the initial and annual searches of the nurse aide registry (NAR) and employee misconduct registry (EMR) obtained from the HHS website are stored for future surveys.
Your organization focuses on more than just compliance. You want to hire excellent employees that will provide excellent service. To that end, Bloodhound will help your organization verify and monitor your nurse licenses to make sure that you're hiring excellent nurses that meet your standards. Bloodhound will monitor your nurse's licenses and let you know if there's a problem.
Organizations requiring skilled nursing staff have a responsibility to ensure they are hiring and supervising licensed nurses. Failing to verify its nurses have current licenses can lead to significant liability for an organization. Bloodhound will minimize this liability through its integration with Nursys(R), a primary source equivalent database that provides data directly from the state boards of nursing. Bloodhound will automatically report any problems discovered during the screening process, which will allow your organization to take corrective action immediately.
Bloodhound integrates with Nursys(R) using your organization-specific credentials. This integration allows Bloodhound to provide primary source verification for your organization's nursing licenses. By integrating with Nursys(R), Bloodhound maintains all your employee screening data in a single location, while providing the flexibility to handle different screening sources and employee disciplines.
We are constantly adding more features. If you do not find what you are looking for, contact us. We would love to work with you and your team to get you exactly what you need.