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Important New Changes to OhioMHAS Licensure and Certification Requirements

Client Alert

On July 4, 2023, Governor DeWine signed House Bill 33 (HB 33) – the state’s biennial operating budget – into law. Among other policy changes, HB 33 codifies statutory requirements for new and currently licensed and/or certified community behavioral health services providers, private psychiatric hospitals, and residential facilities. Continue reading to learn about the most important updates from HB 33. Unless otherwise stated below, these changes become effective October 3, 2023.

Certification Requirement

• HB 33 requires almost all community behavioral health services providers to be certified by OhioMHAS in order to bill for a mental health or addiction service.

Exceptions

• Certification is not required for a Federally Qualified Health Center (FQHC) whose provision of behavioral health services is part of its FQHC designation as in-scope, Other Activities or Psychiatry (including the prescribing of psychotropics and medication assisted treatment).

• In scope, Other Activities or Psychiatry services are defined in the O.A.C. to include general services (see A.C. Section 5122-29-03), consultation services (see O.A.C. Section 5122-29-19) and referral and information services (see O.A.C. Section 5122-29-22).

• If a FQHC provides out-of-scope behavioral health services as part of its FQHC designation, then it must obtain OhioMHAS certification.

• FQHCs that contract with an OhioMHAS-certified provider for in-scope behavioral healthcare do not need to be certified by OhioMHAS.

• Certification is not required for Ohio-licensed health care professionals whose scope of practice includes an OhioMHAS-certified service and individuals who provide an OhioMHAS-certified service to an accredited hospital outpatient clinic.

Prior to certification, community behavioral health services providers must show that they have adequate staffing and equipment.

Penalty for non-compliance - If a provider fails to become certified, OhioMHAS has the authority to request that the Attorney General stop the provider from providing their services, and the provider will not receive state, federal, or local funds (including Medicaid, Medicare, and ADAMH Board funds) until they seek certification.

• A provider may not have their services or supports certified if the provider has been the subject of an adverse action during the three-year period immediately preceding the date of their application.

• A community behavioral health services provider must inform OhioMHAS of 1) any adverse action taken against them within the three years before their application and of 2) any notice of adverse action from a licensing or regulatory authority (other than OhioMHAS) within seven days of receiving the notice.

Accreditation Requirement

• Beginning October 3, 2023, new community behavioral health services providers seeking initial certification of services must be nationally accredited for all services deemed by OhioMHAS to have national accreditation standards. All certified services except prevention services require national accreditation.

• HB 33 gives current community behavioral health services providers—providers that either 1) have an application in submitted status prior to October 3, 2023, or 2) have OhioMHAS certification prior to October 3, 2023—until October 1, 2025, to comply.

OhioMHAS currently recognizes three national accrediting bodies for providers: The Joint Commission (TJC), Commission on Accreditation of Rehabilitation Facilities (CARF), and Council on Accreditation (COA).

Required Notifications to the ADAMH Board

• HB 33 requires OhioMHAS, following its receipt of an initial or renewal application for certified services, to notify the local ADAMH board where the services will be provided to ensure each ADAMH board is aware of all resources within its community.

• OhioMHAS must also notify the ADAMH board when a community behavioral health services provider’s certification is no longer valid for any reason, including a provider’s failure to renew in a timely manner or the issuance of a final disciplinary action order.

• If the OhioMHAS Director determines that disciplinary action against a community behavioral health services provider is appropriate, the Director is required to 1) notify the board serving the ADAMH district where certifiable services or supports will be or were provided and 2) provide the ADAMH board with an opportunity to respond.

• HB 33 requires OhioMHAS to investigate a community behavioral health services provider within 10 days of a request made by the ADAMH board.

Miscellaneous Changes

• All community behavioral health services providers must notify the OhioMHAS Director within 10 days of any change in their accreditation status.

• HB 33 authorizes OhioMHAS to levy monetary fines against community behavioral health services providers that fail to provide statistical information on the care and treatment of persons with mental disabilities; and the care, treatment, and rehabilitation of persons with alcoholism, drug dependencies, or a gambling addiction to OhioMHAS.

• HB 33 authorizes the OhioMHAS Director to require a community mental health services provider or a community addiction services provider to submit cost reports. This requirement could be administratively burdensome for providers.

Regulatory Changes for Private Psychiatric Hospitals

• OhioMHAS will not issue licenses to private psychiatric hospitals if they do not have adequate staff and equipment to operate. However, no guidance on what constitutes “adequate” staff or equipment has been promulgated.

• Private psychiatric hospitals will not be licensed if they have been the subject of an adverse action, including an out-of-state adverse action, within the three-year period immediately preceding the date of application.

• Hospitals applying for licensure must notify OhioMHAS of any adverse action taken against the hospital or the hospital’s owner, sponsor, medical director, administrator, or principal within the three-year period immediately preceding their application date.

Regulatory Changes for Residential Facility Operators

• Beginning on October 3, 2023, residential facilities will only be licensed by OhioMHAS if they are managed and operated by qualified persons and are adequately staffed and equipped.

No residential facility that has been the subject of an adverse action within the three-year period immediately preceding their application date will have their application granted.

If you would like more information about these important changes, contact BMD Member Daphne Kackloudis at dlkackloudis@bmdllc.com.


Primary Care Practice Officially Defined in Florida for APRNs Practicing Autonomously

As many providers in Florida are aware, House Bill 607 (the “Bill”), which was passed in February of last year, gives certain APRNs in Florida the ability to practice autonomously. The only catch is that they must work in primary practice. When the Bill was initially passed, there was question as to what was exactly considered primary care, absent a definition from the Florida Board of Nursing. However, as of February 25, 2021, “primary care practice” has officially been defined.

Part II of the No Surprises Act

The Department of Health and Human Services (“HHS”) published Part II of the No Surprises Act on September 30, 2021, which will take effect on January 1, 2022. The new guidance, in large part, focuses on the independent dispute resolution process that was briefly mentioned in Part I of the Act. In addition, there is now guidance on good faith estimate requirements, the patient-provider dispute resolution processes, and added external review provisions.

Safer Federal Workforce Task Force - Guidance for Federal Contractors and Subcontractors

The Safer Federal Workforce Task Force has issued its Guidance for Federal Contractors and Subcontractors (Guidance). Note that the Guidance applies only to “covered contracts,” which are contracts that include the clause (Clause) set forth in Sec. 2(a) of Executive Order 14042 (Ensuring Adequate COVID Safety Protocols for Federal Contractors). The Federal Acquisition Regulatory Council (FARC) is to conduct rulemaking and take related action to ensure that the Clause is incorporated into federal contracts. Until that happens, federal contractors likely will not see the Clause in its contracts. Following is a broad summary of the Guidance.

Banking & Cannabis: The Next Frontier Webinar

On Tuesday, September 21st, BMD’s own Banking and Cannabis Partner, Stephen Lenn, hosted a star-studded cast of panelists in a webinar titled Banking & Cannabis: Cannabis Lending, The Next Frontier. The webinar, which had to suspend registrations when hitting a maximum cap of 500, aimed to explore issues related to cannabis and banking, with a particular emphasis on lending. With the sponsorship and support of the Bankers Associations of Arizona, Colorado, Ohio and Utah, Steve was able to recruit an elite group of bankers, bank regulators, cannabis industry players, and cannabis regulators, who took the topic head on. The discussion kicked off with an opening from the keynote speaker, VP of Congressional Affairs for the American Bankers Association, Tanner Daniel.

Is Your Bonus System Creating Wage and Hour Violations? A Hidden Impact of the Labor Shortages

As employers struggle with attracting and retaining talent, many have turned to incentives such as Signing Bonuses and Retention Bonuses. In doing so, employers may be inadvertently exposing themselves to overtime law violations. Employers with non-exempt employees know that the Fair Labor Standards Act (FLSA) requires an overtime premium to non-exempt for work in excess of 40 hours per week. However, all too often, employers miscalculate the “regular rate” of pay, which is used for calculating the “overtime rate.” The miscalculation is becoming more prevalent in today’s market when employers fail to include supplemental compensation, such as certain Signing Bonuses and Retention Bonuses into the regular rate of pay. An example: A non-exempt employee is hired at a rate of $20 per hour, and also receives a retention bonus of $1,200 after working for 12 weeks. In her 11th week of work, employee works 50 hours. In her 14th week of work, employee works 50 hours. What is her paycheck in week 11? What is her paycheck in week 14?