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Administrative Simplification Compliance Act Title II, Subtitle F, of HIPAA which authorizes HHS to: (1) adopt standards for transactions and code sets that are used to exchange health data; (2) adopt standard identifiers for health plans, health care providers, employers, and individuals for use on standard transactions; and (3) adopt standards to protect the security and privacy of personally identifiable health information.
Administrative Simplification Compliance Act igned into law on December 27, 2001 as Public Law 107-105, this Act provides a one-year extension to HIPAA covered entities (except small health plans, which already have until October 16, 2003) to meet HIPAA electronic and code set transaction requirements. Also, allows the Secretary of HHS to exclude providers from Medicare if they are not compliant with the HIPAA electronic and code set transaction requirements and to prohibit Medicare payment of paper claims received after October 16, 2003, except under certain situations.
Administrator The Administrator of the Centers for Medicare and Medicaid Services.
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Law Firm Name:
Ferro Labella & Zucker L.L.C.
Areas of practice:

Employment Law

Business Disputes

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Christopher L. Weiss specializes in commercial and business litigation, chancery court practice, employment law, and estate litigation. Mr. Weiss is a member of the New Jersey and New York Bars, and regularly appears in state and federal courts. Mr. Weiss has served in various court-appointed capacities, including as a court-appointed guardian ad litem and administrator pendente lite. Mr. Weiss received his B.A. from Lafayette College and his J.D. from The University of Pennsylvania School of L
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Partner
Law Firm Name:
Harwood Lloyd, LLC
Areas of practice:

Employment Law

General

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Russell A. Pepe is a partner in Harwood Lloyd's Insurance Litigation Department. For over a decade he has been certified by the New Jersey Supreme Court as a Civil Trial Attorney. Specializing in insurance, personal injury and asbestos litigation, Mr. Pepe has tried in excess of 100 cases in the state and federal courts of New Jersey. Mr. Pepe received his B.S. with honors from Ohio University in 1975. He received his J.D. from St. John's University School of Law in 1978. Mr. Pepe was law clerk
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Position:
Partner
Law Firm Name:
Harwood Lloyd, LLC
Areas of practice:

Employment Law

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Peter E. Mueller is a partner in Harwood Lloyd's General Litigation and Insurance Litigation Departments. He received his B.A. from Rutgers College in 1978 and his J.D. from Villanova University School of Law in 1981 Mr. Mueller was law clerk to Hon. Fred C. Galda, Criminal Assignment Judge, Superior Court of New Jersey, Law Division, Bergen County for the 1981-1982 term. Mr. Mueller was an Assistant Prosecutor in Bergen County from 1982-1987 serving as Grand Jury Section Chief, Arson Squad Chi
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Position:
Associate
Law Firm Name:
Harwood Lloyd, LLC
Areas of practice:

General

Employment Law

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Eileen Kuzma is an associate in Harwood Lloyd's General Litigation and Wills, Trusts and Estates Departments, with a concentration in appellate matters, legal research and brief writing, encompassing a wide array of practice areas. Ms. Kuzma has extensive experience in the defense of claims against public entities, including civil rights claims, police liability and negligence actions against governing bodies and school boards. Ms. Kuzma's practice also involves defense of insurance matters, pr
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Law Firm Name:
Newman & Simpson, LLP
Areas of practice:

Employment Law

Health Care

Wrongful Death

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Religious corporations, associations, educational institutions, or societies are exempt from the federal laws that EEOC enforces when it comes to the employment of individuals based on their particular religion. In other words, an employer whose purpose and character is primarily religious is permitted to lean towards hiring persons of the same religion. This exception relieves religious organizations only from the ban on employment discrimination based on religion. It does not exempt such organizations from employing individuals due to their race, gender, national origin, disability, color, and/or age. Other employers should avoid questions about an applicant's religious affiliation, such as place of worship, days of worship, and religious holidays and should not ask for references from religious leaders, e.g., minister, rabbi, priest, imam, or pastor.
Equal Employment Opportunity Commission
The Immigration Reform and Control Act of 12986 (IRCA) requires employers to verify the identity and employment eligibility of all employees hired after November 6, 1986, by completing the Employment Eligibility Verification (I-9) Form, and reviewing documents showing the employee's identity and employment authorization. The law prohibits employers from rejecting valid documents or insisting on additional documents beyond what is legally required for employment eligibility verification (or the Department of Homeland Security (DHS) Form I-9), based on an employee's citizenship status or national origin.
Equal Employment Opportunity Commission
The Immigration Reform and Control Act of 12986 (IRCA) provides an employer cannot require only individuals the employer perceives as "foreign" to verify their employment eligibility or produce specific documents, such as Permanent Resident ("green") cards or Employment Authorization Documents. It is the employee's choice which of the permitted documents to show for employment eligibility verification. As long as the document appears reasonably genuine on its face, and relates to the employee, it should be accepted.
Equal Employment Opportunity Commission
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