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Serves as in-house billing expert and ensures HIPAA, corporate compliance, OIG, and industry billing standards are adhered to. Reviews contract changes with Senior Director of Revenue Cycle and Analytics to implement compliance with updates/changes, additions, and termination of payers, coding issues, and/or reimbursement issues.
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Experience with network security and compliance standards, such as PCI, HIPAA, NIST. As a network engineer, you will be part of our IT team that designs, installs, configures, and maintains our network infrastructure using Fortinet switching and firewall solutions and Sierra Wireless cellular devices.
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Knowledge of ACA, HIPAA, COBRA, FMLA. Serve as a liaison between clients and various partners to address complex service issues including claims, billing, eligibility, final term negotiation, and compliance.
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Knowledge of compliance related activities (e.g., NERC, PCI, HIPAA) Assist in the development and implementation of programs, processes, and procedures used to support governance, risk, and compliance efforts.
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All of this combined with unmatched data security (including HIPAA and PII compliance) ensure that Veritext clients have the best tools available and the confidence of working with the market leader.
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Security and Compliance in Healthcare: Implement and maintain robust cloud security measures, ensuring data protection and compliance with healthcare-specific regulations, including HIPAA.
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Educate customers on compliance responsibilities for state and federal laws effecting health plans (ERISA, SPD, COBRA, State Continuation, Medicare, FMLA, HIPAA. Etc.) Ensure compliance with government agencies and corporate policies and procedures.
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Regulatory and Governance Compliance: Provide support in meeting regulatory and governance compliance requirements, such as GDPR, HIPAA, or other relevant standards. Supporting Regulatory and Governance compliance requirements (e.g., GDPR.
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Experience in performing privacy risk assessments and ongoing privacy compliance monitoring activities. Experience with design, implementation and maintenance of privacy compliance policies, procedures, and programs.
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Strong knowledge and experience with Fortinet switching and firewall products, including FortiGate, FortiSwitch, FortiManager, and FortiAnalyzer. Plan and implement network projects using Fortinet and Sierra Wireless products and best practices.
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Knowledge of OSHA, FDA, and HIPAA compliance. Adhere to compliance guidelines throughout processes (OSHA, FDA, HIPAA) The ideal candidate will be responsible for providing care to patients while adhering to compliance standards.
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The Compliance Officer also manages compliance and privacy concerns and serves as the organization’s HIPAA Privacy Officer. Maintains current knowledge of State and Federal regulations related to Medicare conditions of participation and Medicare and Medicaid billing and reimbursement regulations, regulatory knowledge, and HIPAA privacy rules.
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Ensures Infection Control procedures and HIPAA compliance. Demonstrates thorough knowledge and application of aseptic techniques, and defined practice standards for operating room and infection prevention.
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Universal Requirements Pre-employment requirements include I-9, physical, positive background and reference check results, complete application, new hire orientation, pre-employment PPDs. HIPAA/Compliance Maintain privacy of all patient, employee and volunteer information and access such information only on a need to know basis for business purposes.
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The Coordinator will follow and maintain patient confidentiality appropriately with HIPAA compliance standards at all times. Will access hospital information systems or work with facility staff to procure patient demographic and insurance data to ensure correct billing information and updates are sent to the billing center.
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.