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The Risks of Outsourcing Medical Billing and the Importance of State-Law Compliance

Client Alert

Offshoring medical billing and other administrative functions can reduce costs, but it also raises significant compliance, operational, and contractual risks. Although HIPAA does not explicitly prohibit protected health information from being accessed or stored outside the United States, healthcare providers and their vendors remain responsible for safeguarding patient information and complying with state-specific restrictions that may limit or prohibit offshore subcontracting. 

For healthcare organizations, outsourcing billing can create exposure far beyond routine vendor-management issues. If an offshore billing company mishandles protected health information, submits inaccurate claims, or fails to follow applicable payer requirements, the provider, not just the vendor, may face delayed reimbursement, audit scrutiny, breach-response costs, contractual disputes, and reputational harm. 

HIPAA considerations

HIPAA protects protected health information (PHI), including individually identifiable health information maintained or transmitted by covered entities and business associates. Vendors that create, receive, maintain, or transmit PHI on behalf of a covered entity generally qualify as business associates and must comply with HIPAA’s applicable privacy and security obligations. 

At a minimum, organizations should confirm that outsourcing arrangements address:

  • appropriate access controls and role-based permissions;
  • encryption and other reasonable safeguards for PHI;
  • workforce training and documented compliance policies;
  • a compliant Business Associate Agreement (BAA);
  • audit rights, monitoring, and recordkeeping; and
  • clear breach reporting and notification procedures.

State-law and program requirements

HIPAA is only part of the analysis. State Medicaid rules, managed care agreements, provider manuals, executive orders, and other state authorities may impose additional restrictions on offshore subcontracting. In some jurisdictions, these restrictions can require that certain services be performed in the United States or that patient data remain within the country. As a result, a provider may be compliant with HIPAA yet still violate contract or state-specific requirements. 

This risk is especially important because enforcing contractual and privacy obligations against an offshore vendor may be incredibly difficult. When a foreign subcontractor experiences a breach or other compliance failure, the healthcare provider often bears the immediate burden of investigation, remediation, patient notification, and regulator response. 

Practical takeaways

Before outsourcing billing or related administrative functions overseas, providers should:

  • review state statutes, administrative codes, Medicaid guidance, and managed care contract requirements that may apply to the services at issue;
  • confirm whether any payer or provider agreement restricts subcontracting or offshore access to PHI;
  • conduct diligence on the vendor’s technical, administrative, and legal safeguards;
  • negotiate a BAA and service agreement with audit rights, indemnification, reporting obligations, and clear data-security requirements; and
  • implement ongoing monitoring to verify compliance after the arrangement begins.

For questions regarding the individualized risk requirements or assistance with compliance and implementation, please contact Amanda Waesch at alwaesch@bmdllc.com


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?

No Surprises Act – Notice Requirements

On July 1, 2021, the Biden Administration passed an interim final rule: Part 1 of the “Requirements Related to Surprise Billing Act,” in an attempt to curb excessive costs patients are required to pay in relation to surprise billing. The rule is set to take affect January 1, 2022, and will only affect those who are enrolled in insurance via their employers, as federal healthcare programs already prohibit this type of billing.[1]

El Contrato Escrito: La Herramienta Predilecta

No existe mejor herramienta a una disputa contractual que un documento firmado por las partes en el cual se expongan las obligaciones y acuerdos entre éstas.