Employee Education about False Claims Recovery Sample Clauses

Employee Education about False Claims Recovery. If the Contractor receives annual Medicaid payments of at least $5,000,000, the Contractor must comply with Section 6032 of the Deficit Reduction Act (DRA) of 2005.
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Employee Education about False Claims Recovery. The MCOP shall comply with Section 6032 of the Deficit Reduction Act of 2005, regarding employee education and false claims recovery, specifically the MCOP shall: i. Establish and make readily available to all employees, including the MCOP’s management, the following written policies regarding false claims recovery: 1. Detailed information about the Federal False Claims Act and other state and federal laws related to the prevention and detection of fraud, waste, and abuse, including administrative remedies for false claims and statements, as well as civil or criminal penalties; 2. The MCOP’s policies and procedures for detecting and preventing fraud, waste, and abuse; and 3. The laws governing the rights of employees to be protected as whistleblowers. In addition, the MCOP shall communicate the following whistleblower fraud and/or abuse reporting contacts to all employees, providers and subcontractors: a. ODM 0-000-000-0000 or at: xxxx://xxxxxxxx.xxxx.xxx/RESOURCES/HelpfulLinks/ReportingSuspected MedicaidFraud.aspx; b. Medicaid Fraud Control Unit (MFCU) 0-000-000-0000 or at: xxxx://xxx.xxxxxxxxxxxxxxxxxxx.xxx/Individuals-and- Families/Victims/Submit-a-Tip/Report-Medicaid-Fraud; and c. The Ohio Auditor of State (AOS) 1-866-FRAUD-OH or by email at: xxxxxxxxx@xxxxxxxxxxx.xxx. ii. Include the required written policies regarding false claims recovery in any employee handbook; iii. In accordance with 42 CFR 438.608, establish written policies for any MCOP contractors and agents that provide detailed information about the Federal False Claims Act and other state and federal laws related to the prevention and detection of fraud, waste, and abuse, including administrative remedies for false claims and statements as well as civil or criminal penalties; the laws governing the rights of employees to be protected as whistleblowers; and the MCOP’s policies and procedures for detecting and preventing fraud, waste, and abuse. The MCOP shall make such information readily available to their subcontractors; and iv. Disseminate the required written policies to all contractors and agents, who shall abide by those written policies.
Sample 1
Employee Education about False Claims Recovery. The MCOP shall comply with Section 6032 of the Deficit Reduction Act of 2005, regarding employee education and false claims recovery, specifically the MCOP shall: i. Establish and make readily available to all employees, including the MCOP’s management, the following written policies regarding false claims recovery: 1. Detailed information about the Federal False Claims Act and other state and federal laws related to the prevention and detection of fraud, waste, and abuse, including administrative remedies for false claims and statements, as well as civil or criminal penalties; 2. The MCOP’s policies and procedures for detecting and preventing fraud, waste, and abuse; and 3. The laws governing the rights of employees to be protected as whistleblowers. In addition, the MCOP shall communicate the following whistleblower fraud and/or abuse reporting contacts to all employees, providers and subcontractors: a. ODM 0-000-000-0000 or at: xxxx://xxxxxxxx.xxxx.xxx/RESOURCES/HelpfulLinks/ReportingSuspected MedicaidFraud.aspx; b. Medicaid Fraud Control Unit (MFCU) 0-000-000-0000 or at: xxxx://xxx.xxxxxxxxxxxxxxxxxxx.xxx/Individuals-and- Families/Victims/Submit-a-Tip/Report-Medicaid-Fraud; and
Sample 1
Employee Education about False Claims Recovery. If the Contractor receives annual Medicaid payments of at least
Sample 1

Related to Employee Education about False Claims Recovery

  • Health Spending Account (HSA Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;

  • STUDENT TUITION RECOVERY FUND “The State of California established the Student Tuition Recovery Fund (STRF) to relieve or mitigate economic loss suffered by a student in an educational program at a qualifying institution, who is or was a California resident while enrolled, or was enrolled in a residency program, if the student enrolled in the institution, prepaid tuition, and suffered an economic loss. Unless relieved of the obligation to do so, you must pay the state-imposed assessment for the STRF, or it must be paid on your behalf, if you are a student in an educational program, who is a California resident, or are enrolled in a residency program, and prepay all or part of your tuition. You are not eligible for protection from the STRF, and you are not required to pay the STRF assessment, if you are not a California resident, or are not enrolled in a residency program.”

  • Traditional Individual Retirement Custodial Account The following constitutes an agreement establishing an Individual Retirement Account (under Section 408(a) of the Internal Revenue Code) between the depositor and the Custodian.

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Income Collection, Transaction Processing, Account Administration of a basis point per annum on the average net assets of the Fund.

  • Xxxx Individual Retirement Custodial Account The following constitutes an agreement establishing a Xxxx XXX (under Section 408A of the Internal Revenue Code) between the depositor and the Custodian.

  • Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Additional Benefits/Card Enhancements The Credit Union may from time to time offer additional services to your account, such as travel accident insurance, at no additional cost to you. You understand that the Credit Union is not obligated to offer such services and may withdraw or change them at any time.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

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