Response Files Sample Clauses

Response Files. ‌ Within 15 days of the PAP’s Input File submission, the BCRC generates and transmits a Response File to the PAP. A response record is generated for each input record as well as responses indicating which records were deleted because they were not included in the current file. As a result, the PAP will receive updated Part D enrollment, regardless of whether an input record is new, updated, unchanged, or deleted.
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Response Files. ‌ Within 15 days of the partner’s Input File submission, the BCRC generates and transmits a Response File to the ADAP. A response record is generated for each input record as well as responses indicating which records were deleted because they were not included in the current file. As a result, the ADAP will receive updated Part D enrollment and LIS status, regardless of whether an input record is new, updated, unchanged, or deleted.
Response Files. “One for One” Responses‌ Within 15 days of the SPAP input file submission, the BCRC generates and transmits a response file to the SPAP. A response record is generated for each input record as well as responses indicating which records were deleted because they were not included in the current file – it is a “one for one” response system. As a result, the SPAP will receive updated Part D enrollment or LIS status regardless of whether an input record is new, changed or deleted. And an input record that has already been applied in a previous full file submission and that is contained in the current submission unchanged will also generate a response record. In your response files you will get information about beneficiary Part D eligibility and Part D enrollment. We know that the distinction between an individual’s benefit eligibility and benefit enrollment can be confusing. While it sometimes appears that the two terms are used interchangeably, for CMS they have very different and distinct meanings. Once an individual is a Medicare beneficiary, he or she is then eligible to participate in Medicare’s benefit programs, including Part D. Usually, the Medicare beneficiary can choose to participate, and if he or she does, the first day the beneficiary’s participation is effective is the date of enrollment in the benefit program. For example, individuals who have aged into Medicare Part A are then eligible to enroll in Medicare Parts B and D, if they so choose. Once an application for enrollment is accepted, the beneficiary’s effective date of enrollment is determined. In summary, an eligible Medicare beneficiary may participate in Medicare program benefits beginning on his or her date of enrollment in the benefit program. For beneficiaries who choose to participate in the Part D program, the date of enrollment is, usually, the first day of the following month. In the SPAP Response File there are five related fields that can have information about current Medicare Part D eligibility and enrollment. Part D Eligibility Start Date. This will be the first date a Medicare beneficiary has the right to enroll in Part D. It is almost always the effective date of coverage for the beneficiary’s Part A or Part B participation. Information in this data field does not show that a beneficiary has enrolled in Part D. It simply gives the date the beneficiary became eligible to enroll. It is Field 25 in the SPAP Response File. The beneficiary’s current Part D Plan is identified in...
Response Files. ‌ Within 15 days of the partner’s Input File submission, the BCRC generates and transmits a Response File to the SPAP. A response record is generated for each input record as well as responses indicating which records were deleted because they were not included in the current file. As a result, the SPAP will receive updated Part D enrollment and LIS status, regardless of whether an input record is new, updated, unchanged, or deleted.
Response Files. The Encounter Data system must have a mechanism in place to receive and process the U277 and NCPDP response files; and to store the PROMISe™ ICN associated with each processed Encounter Data record returned on the files.

Related to Response Files

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

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