Senior living is a dynamic, ever-changing industry. OHCA strives to keep its members updated on emerging topics that may impact daily operations. 

  • Marijuana FAQs (ALF/RCF, NF, and IHC) 
  • The COVID-19 public health emergency underscored the importance of telehealth to accessing quality care. While many rules and regulations around the use of telehealth were relaxed during the public health emergency, the temporary waivers and flexibilities are being phased out.  In particular, the Office of Civil Rights (OCR), which is tasked with enforcing HIPAA Privacy, Security, and Breach Notification Rules, has announced that covered healthcare providers will no longer be able to use unsecured, non-HIPAA compliant products such as Facebook Messenger, Google Hangouts, Apple Face Time or other similar products. To help providers navigate the world of telehealth, OHCA has prepared the following resources:
    • Telehealth Considerations for Nurse Delegation (AL/RCF, NF, and IHC)
    • Telehealth Considerations in Facility Setting (AL/RCF, NF, and IHC)
  • Significant Changes Issued by Feds for Employers as of April 24, 2024
    • Earlier this week, two significant updates were issues at the federal level that will effect all employers and some workers, in all sectors across the country.
    • First, the Federal Trade Commission (FTC) issued its final rule banning non-competes. Under the new rule, existing non-competes for senior executives that were entered into before the effective date of this rule will be allowed to remain in effect, but employers cannot enforce non-completes against all other workers. Furthermore, employers cannot enter into, or attempt to enter into, any new non-completes. Employers will also have to notify employees under existing non-compete agreements that their non-competes are no longer enforceable. The final rule provides model language for this notice. More information on the new non-compete rule may be found here: FTC Issues Final Rule Effectively Banning Workplace Non-Compete Agreements | Littler Mendelson P.C. You can also access the FTC announcement and final rule here: FTC Announces Rule Banning Noncompetes | Federal Trade Commission 
    • Second, the U.S. Department of Labor (DOL) issued its final rule raising the salary threshold to be exempt from overtime and expands the number of workers who qualify for overtime protections. Currently, an employee must earn at least $35,568 per year to be exempt from overtime. Under the new rule, the salary threshold will be raised to $43,888 as of July 1, 2024 and increased again in January 2025 to $58,656. The salary threshold will then be automatically updated every three years.  More information on the increased salary threshold may be found here: Department of Labor Publishes Final Rule to Update the Salary Level for Overtime Eligibility | Littler Mendelson P.C. You can also access the DOL’s announcement and final rule here: Final Rule: Restoring and Extending Overtime Protections | U.S. Department of Labor (dol.gov).
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