Callagy Law Arizona: legal social media

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Friday, April 8, 2016

Social Media and the Legal Profession | Callagy Law

Within the last ten years, social media usage has sky rocketed. In 2005, about 7% of American adults used social media. Now, 65% of Americans utilize social media for both personal associations and work-related marketing. This is true as well with the legal profession. Attorneys and law firms have adopted this new form of advertising to promote their services, link up with other lawyers and would-be clients, and provide information about their areas of practice.

Facebook, the largest social network site, began as a personal tool to get to know other people. Currently, it is a place where attorneys, among others, offer their services and make connections with others interested in law. An attorney has to be careful, however. Posting information has the potential to affect negatively the credibility and/or professional reputation of the firm. LinkedIn is a social media site that is used specifically to talk business. Through LinkedIn, attorneys can connect with past and future employers, classmates, and real contacts. They can answer questions of those who are concerned or interested in the field of law or in hiring a law firm.

Blogging is another social networking device exercised by lawyers and law firms to interact with readers and associates. The public enjoys reading blogs because a blog offers a lot of information in a timely manner. For this reason, blogs offer cutting-edge legal commentary about current issues. There are also sites specific to lawyers, including Martindale-Hubbell Connected, which is Lexis Nexis’s social networking tool.

As the use of social media grows among attorneys and law firms, it is essential to remain aware and conscious of what is appropriate to post and what is not. Discussing an active legal matter, for example, is inappropriate, because attorney-client confidentiality could be impacted.

Social networking has become the new method of contact between family, friends, and employers. Keeping up with the pace, lawyers contribute their experience and knowledge to the media.

We hope you found the information provided in this article helpful to your everyday life and business. Please free to reach out to Sean Callagy or the Callagy Law team at any time for questions you may have concerning personal and business matters. Callagy Law’s headquarters is located conveniently in Paramus, NJ. Beyond the scope of information, Sean Callagy has developed multiple areas of business legal practice and business coaching, if you need help with anything, please reach out to us by calling 201-261-1700 or by emailing us here. Feel free to connect with us on Facebook, Twitter or LinkedIn! Additionally you can subscribe to our daily videos on YouTube by clicking here.

Learn More About Callagy Law Here:

Social Media and the Legal Profession | Callagy Law

Friday, January 8, 2016

Decision Point Review Plans and Their Significance

Part 1: Pre-Certification

The purpose of this post is to help assist healthcare providers and the public with questions they have concerning topics related to Medical Revenue Recovery, PIP, Workers Compensation, and Commercial Insurance.. The Callagy Law team is knowledgeable in all aspects of these sorts of legal matters and will frequently post topics in this field. We hope to have this article shine a light on many common questions.

Understanding Decision Point Review Plans or DPRP’s is critical to any medical provider who sees patients injured as a result of a motor vehicle accident (MVA). DPRP’s are required to be filed with the State of New Jersey by carriers who write insurance policies governed by the New Jersey No-Fault laws, otherwise known as PIP, or Personal Injury Protection.

DPRP’s are filed with the state by PIP insurance carriers in order to set forth that carrier’s substantive and procedural requirements needed for a medical provider to be reimbursed by the PIP carrier. They enable carriers to not only set forth how and when claims should be submitted, but also, among other things, to regulate specific diagnostic tests and apply additional deductible or co-pay penalties for failure to comply.

Perhaps most importantly, DPRP’s are a tool for insurers to oversee the medical necessity of treatment. Carriers can deny approval of medical services and reduce or deny payment for medical treatment, when insurers feel the treatment does not comport with medical guidelines. Of course, these determinations are often quite subjective and can be challenged by the medical provider and firms like Callagy Law. In fact, when a medical provider disagrees with the determination, they should and must immediately appeal the denial to safeguard their interests.

Pursuant to the carrier DPRP’s, insurers are to be notified of treatment plans by treating medical providers. These notifications will be faxed to a designated fax number, established by the carrier, and will be reviewed for certification or denial within 72 hours from receipt. Along with the Attending Provider Treatment Plan Form (ATPT form), the treating provider will submit medical notes to support the requested treatment. When the requested treatment falls within medical guidelines or standards for treating that specific injury, insurers are supposed to approve the treatment, and send notice to that effect to the treating provider.

Those approvals usually come from nursing staff working for the insurer or a designated medical vendor working with the insurer. Should the nurse feel the treatment is not in line with current medical protocol, then the requested treatment will be sent to a doctor for review. The doctor reviewing the requested treatment is still held to the 72-hour rule, and if a denial or approval is not communicated within that 72 hours, the requested treatment will be considered approved. This rule is in place to ensure carriers do not hold up treatment for injured patients.

We hope you have found this information helpful and interesting. Please reach out to us here with any questions or comments regarding healthcare legal matters, or if you are a medical provider that has questions regarding Medical Revenue Recovery, PIP, Workers Compensation, and Commercial Insurance.. Feel free to search us on Facebook, Twitter or LinkedIn! Additionally you can subscribe to our daily videos on YouTube.

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Decision Point Review Plans and Their Significance

Wednesday, December 23, 2015

Why Keep the 40 Hour Work Week | Callagy Law

“A better rested work force is more relaxed, more focused and tackles tasks with a greater degree of creativity.”

The following article was written by Callagy Law’s Legal Team, and will focus on many common questions and concerns surrounding new developments, legal matters, and other procedures within the field of healthcare law Medical Revenue Recovery, PIP, Workers Compensation, and Commercial Insurance. Our mission is to answer any questions and give knowledge to many different aspects of these matters.

The 40-hour work week is a staple of American culture. Its origins date back to the mid 19^th century when labor unions attempted but ultimately failed to pass legislation mandating an eight hour work day. In 1869, President Ulysses S. Grant issued a proclamation that guaranteed an eight hour work day for government employees. Grant’s decision encouraged employees of the private sector to fight for the same right. Labor unions organized strikes that sometimes ended in deadly confrontations with the police.

In 1926, the Ford Motor Companies adopted a five day, 40-hour work week. Henry Ford’s motivation for reducing the amount of time his employers worked was purely economical. Ford’s changes increased productivity and profits. Other companies soon followed Ford’s lead. The average hours in the workweek declined for most of the 20^th century. In 1930, economist John Keynes predicted that his grandchildren would have a 15 hour workweek. However, during the 1980s work hours began to increase. Now, the prospect of a 40 hour work week would be welcome news to many. Nearly half of Americans claim to work over 40 hours a week.

However, according to a survey from AtTask conducted by Harris Poll, American employees spend only 45 percent of their time on primary job duties. A large part of the workday is lost answering emails, going to wasteful meetings and general interruptions. Furthermore, studies have shown that longer work hours are associated with higher injury rates. A University of Massachusetts Medical School study showed that jobs with overtime schedules have a 61 percent higher injury hazard rate compared to jobs without overtime. The results suggest that job schedules with long hours are not more dangerous because of an inherent job risk or because they are at risk for a longer time. Rather, it suggests that human error increases with longer hours.

There is a lack of empirical evidence to suggest that longer work hours lead to more productivity. Counter intuitively, evidence suggests that a better rested work force is more relaxed, more focused and tackles tasks with a greater degree of creativity. Additionally, employers could save on the incidental costs of worker injuries and illness caused by longer work hours.

We hope you found the information provided in this article helpful to various questions you may have had concerning the healthcare industry. For information pertaining to our services for medical providers, please click here. Please note, Callagy Law has recovered over $175,000,000 for medical providers, and that number grows daily. Please free to reach out to Sean Callagy of Callagy Law at any time for questions you may have concerning personal and business matters. Callagy Law offices are located conveniently in Paramus, NJ. Beyond the scope of information, Sean Callagy has developed multiple areas of our healthcare legal practice and business coaching. Feel free to connect with us on Facebook, Twitter or LinkedIn! Additionally you can subscribe to our daily videos on YouTube.

Learn More About Callagy Law Here:

Why Keep the 40 Hour Work Week | Callagy Law