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Unfortunately, OSHA penalty fines and criminal and civil liabilities are significantly increased when information is late or improperly reported to OSHA. Attend this free webcast to learn how to avoid common mistakes and effectively communicate with OSHA.
HIPAA Privacy and Security rules help safeguard employees’ protected health information, an important responsibility now that data breaches are more common. Learn 10 ways your organization can satisfy HIPAA regulations in the May Compliance Guide.
We have all witnessed the devastating effects Mother Nature can cause throughout the year. As we look ahead to the severe storm weather season, now is the time to prepare for the threats posed by flood waters, severe thunderstorms and tornadoes.
This Weekly Market Update reviews the top 3 market headlines: GDP growth slows, ECB stimulus and policy uncertainty.
What happens when a CEO fails to live up to the ethical standards that he himself pronounces? In some cases, nothing much.
National Patient Safety Week has come and gone, but it is still an opportune time to fine-tune practices to improve patient safety. One vital physician skill to keep patients from harm is that of effective communication. Clear, accurate and ongoing communication among patients and colleagues can improve quality of care, lower costs and prevent lawsuits.
The Federal Occupational Safety and Health Administration (OSHA) requires employers to report certain serious injuries by telephone within twenty-four (24) hours of the employer becoming aware of the incident.
The Family and Medical Leave Act (FMLA) provides special rights to employees with family members in the military. In particular, if an employee’s family member is called to active military duty or is injured during military duty, federal law allows the employee to take time off from work to handle issues related to the family member’s service. Specifically, employees may take up to 12 workweeks of unpaid, job-protected leave in a twelve-month period to deal with certain issues (called “qualifying exigencies”) relating to the active duty or call to active duty of the employee’s spouse, son, daughter, or parent. To facilitate the process of determining whether an individual has a basis to take FMLA leave pursuant to a qualifying exigency, consider our targeted action items:
Gallagher works with thousands of public entities and nonprofit agencies. All of these organizations need to understand the risk and insurance implications before, during and after a natural disaster, and that requires understanding FEMA and the Stafford Act.