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Q. What funding will be available under this law?
A. United States Small Business Administration will oversee forgivable loans made by SBA-certified lenders to businesses with fewer than 500 employees, and loans must be made before June 30, 2020.

Q. Are these loans available as of today?
A. The PPP loan program is still being rolled out and is not live yet (further details/guidance expected towards the middle of April).

Q. How much funding will these loans provide?
A. Eight weeks of cash-flow assistance through 100 percent federally guaranteed loans to small employers who maintain payroll during this emergency, with a maximum interest rate of 4%. Paycheck Protection Program (“PPP”) loans can be up to 250% of a business’s average monthly payroll costs over the prior 12 months, capped at $10 million.

Q. What information will lenders need from businesses?
A. SBA-certified lenders only need to confirm, via a good faith certification submitted by the business, that a small business was operating as of February 15, 2020, and paid either (a) employee salaries and payroll taxes, or (b) paid independent contractors.

Q. What expenses can loan funds be used towards?
A. Loan funds may be used for the following expenses:
• Payroll-related expenses (e.g., salaries, wages, vacation, parental, family, medical, or sick leave, severance, retirement benefits, and state or local taxes assessed on compensation), except that loans funds can not cover salaries exceeding $100,000.00;
• Expenses related to other forms of compensation (e.g. commissions and tips);
• Health care benefits (i.e., health insurance premiums);
• Other overhead expenses (mortgage interest, rent, utilities, other interest payments), even if incurred prior to receiving the PPP loan.

Q. How do I qualify for loan forgiveness?
A. Principal amounts on PPP loans for the first 8-week period of the loan may be forgiven, if the funds are used to cover the above-referenced expenses. To realize the full benefit of the loan forgiveness, businesses must keep their employees and pay them at least 75% percent of their prior-year compensation. When applying for loan forgiveness, employers must be able to present documentation related to the claimed expenses.pay them at least 75% percent of their prior-year compensation. When applying for loan forgiveness, employers must be able to present documentation related to the claimed expenses.

Q. Is there any reason why loans will not be forgiven?
A. The amount forgiven may be reduced if the business’ full time employees are reduced during the eight-week loan period, as compared against the period of either February 15, 2019, through June 30, 2019, or the period of January 1, 2020, to February 29, 2020.

Q. What if I already laid off employees? Will that disqualify my business from having PPP loans forgiven?
A. As incentive to rehire laid off employees, reductions in salary that occurred between February 15, 2020 and 30 days of PPP enactment will not result in reduced loan forgiveness.

Q. What if my business has access to other (non-SBA) sources of credit? Does it still qualify for a PPP loan?
A. The ordinary SBA requirement that the company not have alternate sources of credit has been suspended under the PPP.

Q. Are there associated fees?
A. All government fees are waived.

Q. Will personal guarantees be required?
A. Personal guarantees will not be required.

Q. Will loans that were forgiven be classified as income?
A. Loan forgiveness will not be construed as taxable income.

Q. What about repayment of portions of loans that are not forgiven?
A. Small businesses may defer payment of remaining (non-forgiven) principal, interest, and fee balances for at minimum six months, and may qualify for a twelve-month deferral.

Q. Does the CARES Act have any grants available for health care providers?
A. The CARES Act provides for $10 Billion in grant money from the Public Health and Social Services Emergency Fund to prevent, prepare for, and respond to coronavirus, domestically or internationally, for necessary expenses to reimburse, through grants or other mechanisms, eligible health care providers for health care related expenses or lost revenues that are attributable to coronavirus. This was not significantly expounded upon in the text of the Act and it is assumed that guidance will provide more details.

Q. How do PPP loans interact/impact other government loans, such as the SBA Economic Injury Disaster Loans (discussed below)?
A. If you already received a COVID-19-related EIDL, you would be able to refinance the EIDL into the PPP for loan forgiveness purposes. However, you may not take out an EIDL and a PPP for the same purposes.

U.S. SMALL BUSINESS ADMINISTRATION (SBA) ECONOMIC INJURY DISASTER LOAN PROGRAM (Low Interest Loans to Small Businesses)

Q. What funding is available under the Economic Injury Disaster Loan Program?
A. Working capital, in the form of low interest loans known as Economic Injury Disaster Loans (“EIDLs”) are made available, by the United States Small Business Administration, to businesses located in New York State and certain New Jersey counties (Bergen, Hudson, Passaic and Sussex) who cannot meet their ordinary and necessary financial obligations as a direct result of COVID-19.

Q. Is the EIDL Program live yet?
A. The EIDL Program predates COVID-19 and is thus already up and running.

Q. How much funding is my business eligible for?
A. Qualifying businesses are eligible for an EIDL of up to $2,000,000.00 from the United States Small Business Administration, with the actual loan amount limited to the economic injury determined by SBA, less business interruption insurance and other recoveries.

Q. Are any immediate funds available under the EIDL program?
A. Emergency grants in the form of advances on loans (up to $10,000) are available, which the SBA must distribute within three days. The money may be used to pay for employee sick leave (COVID-19-related), mortgage or rent, and other overhead expenses. Applicants would not have to repay the $10,000 grant even if they are denied the loan. The applicant has to provide a self-certification form under the penalty of perjury that it is an eligible for such advance.

Q. What terms are attached to EIDL loans?
A. Businesses must be able to demonstrate credit-worthiness and ability to repay the loan.

Q. Is collateral required?
A. Businesses may be required to post collateral (such as real estate) for certain loans, although loans will not be rejected based solely on absence of available collateral.

Q. What is the interest rate and term of these loans?
A. The interest rate is determined by formulas set by law and is fixed for the life of theloan., with a maximum rate of 3.750 percent. The maximum loan term is 30 years,with actual size of installment payments determined based on financial condition ofeach borrower, which in turn will determine the loan term.

Q. What about preexisting SBA loans?
A. SBA will pay the principal, interest, and any associated fees that are owed oncertain existing SBA loans for a 6-month period starting on the next payment due(taking into account any deferment).

US SMALL BUSINESS ADMINISTRATION EXPRESS BRIDGE LOANS

Q. What funding is available under this program?
A. Small businesses who currently have a business relationship with an SBA ExpressLender can access up to $25,000 with less paperwork and fast turnaround.

Q. What are the key point I need to know about these bridge loans?
A. Can be term loan or a bridge loan while waiting for decision and disbursement on Economic Injury Disaster Loan. It will be repaid in full or in part by proceeds from the EIDL loan.

NYC SMALL BUSINESS CONTINUITY LOAN FUND (Zero Interest Loans forBusinesses with Sales Decreases of 25%)

Q. Who is eligible for an NYC Small Business Continuity loan?
A. Businesses located in NYC with 1-99 employees and in business for at least twoyears (unclear if the two-year requirement is absolute or just a factor).

Q. What funding is available?
A. Qualifying businesses will be eligible to apply for zero interest loans of up to$75,000 to help ensure business continuity.

Q. What will business have to demonstrate to qualify for loans?
A. To qualify, businesses must demonstrate:
• At least a 25% decrease in revenue as a result of COVID-19, based ondocumentation such as point-of-sales reports, bank statements, quarterly salestax filings, 2019 tax returns, or CPA-certified profit & loss statements;
• Credit-worthiness (based on apparent factors such as credit rating, 2019 revenue and whether business was cash positive in 2019).

NYC EMPLOYEE RETENTION GRANT PROGRAM (Grants for Business with 25% Revenue Loss)

Q. Who is eligible for grants?
A. Grants are available to businesses located in NYC with one to four employees and in business for at least six months.

Q. What funding is available?
A. Eligible businesses will receive a grant covering up to 40% of their payroll for two months, capped at $27,000.

Q. What will businesses have to demonstrate to qualify for grants?
A. To qualify, businesses must demonstrate at least a 25% decrease in revenue as a result of COVID-19, based on comparison of monthly revenue for two months post-COVID-19 against same two-month period for 2019 and 2019 average monthly revenue.

RENAISSANCE ECONOMIC DEVELOPMENT CORPORATION EMERGENCY SMALL BUSINESS RELIEF FUND

Q. Who is eligible?
A. Low interest, working capital loans are being made available to small businesses (less than 50 employees) demonstrating at least a 25% decrease in sales due to COVID‐19. The business must be located in Flushing, Jackson Heights, Elmhurst, Murray Hill, Woodside, College Point, Bayside, Manhattan Chinatown and Lower East Side, Manhattan East 32nd Korean Town and Brooklyn Sunset Park, Bensonhurst, Bay Ridge, and Sheepshead Bay. Independent professionals (i.e. doctors, dentists, accountants etc.) are not eligible.

Q. What funding is available?
A. Eligible businesses can receive working capital loans in amounts up to $50,000.

Q. What are the interest/repayment terms?
A. Repayment of initial six months of principal and interest is deferred, and total repayment term is 48 months. Interest rate is 3% fixed.

FACEBOOK/OTHER BUSINESSES' SMALL BUSINESS GRANTS PROGRAM

Facebook is offering $100 million in cash grants and advertising credits for up to 30,000 eligible small businesses in over 30 countries. Bank of America has also pledged $100 million for affected communities.  Details are not yet available.

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Q. As a New York State employer, what paid sick leave or family leave laws are currently applicable to my business?
A. New York State employers are currently/will shortly be subject to:
• The Families First Coronavirus Response Act (federal law passed in response to COVID-19 crisis)
• New York State Paid Family Leave law (passed in response to COVID-19 crisis);
• Additionally, if you are a New York City employer, the NYC Earned Sick Time Act remains in effect;
• Other federal/state family leave laws may remain in effect.

Q. When do these laws go into effect?
A. The federal Families First Coronavirus Response Act (“FFCRA”) is effective on April 1, 2020. The NYS Paid Family Leave law is already in effect.

Q. What circumstances do these laws look to address/what leave is covered?
A. The federal FFCRA mandates a broad range of COVID-19-related employee leave, including (a) due to a quarantine (ordered by federal, state or local government or on advice of a health care provider), (b) for the purpose of receiving a medical diagnosis (if exhibiting COVID-19 symptoms), or (c) caring for a quarantined individual, or for a child who is home due to school closure/unavailable child care provider.The New York State Paid Family Leave law applies only to (COVID-19-related) employee leave due to a formal government-ordered quarantine. However, a quarantine ordered by a health care provider while an employee applies and is waiting for a government-ordered quarantine would be covered by NYS paid sick leave, as would precautionary quarantine ordered by the employer.

Q. Which employers do the laws apply to?
A. The federal FFCRA applies to employers with less than 500 employees, although exceptions may be apply for employers with less than 50 employees. The NYS Paid Family Leave law applies to almost all employers, although the extent of the obligations vary based on the employer’s size and/or profitability.

Q. What are the main provisions of each law?
A. The federal FFCRA mandates that covered employers provide employees with:
• Up to 80 hours of paid sick leave at the employee’s regular rate of pay for (a) employees in quarantine as per government order/advice of a health care provider, (b) employees with COVID-19 symptoms who are absent for the purpose of seeking a medical diagnosis; or
• Up to 80 hours of paid sick leave at two-thirds the employee’s regular rate of pay for an employee absent due to caring for (a) a quarantined individual, or (b) a child whose school or child care provider is closed or unavailable for COVID-19-related reasons;
• Up to an additional 10 weeks of employer-paid expanded family and medical leave at two-thirds the employee’s regular rate of pay for employees who are unable to work due to caring for a child whose school or child care provider is closed/unavailable for COVID-19- related reasons.
The NYS Paid Family Leave law mandates that:
• Employers with fewer than 10 employees (as of January 1, 2020) and made less than $1 million in 2019 must provide unpaid sick leave to (formally) quarantined employees;
• Employers with either (a) between 11 and 99 employees, or (b) fewer than 10 employees, but made more than $1 million in 2019, must provide five days of paid sick leave to quarantined employees;
• Employers with 100 or more employees must provide 14 days of paid sick leave to quarantined employees.

Q. What qualifies as “quarantine” or “isolated” for the purpose of being eligible for sick/family leave?
A. Under the FFCRA, any order from a government official or health care provider qualifies the employee for sick leave. Under the NYS Paid Family Leave law, the employee must apply for an order of quarantine from a local health department. However, while the employee waits for such order, he/she can collect paid sick leave if obtaining certification from a physician that quarantine/isolation are necessary. Additionally, under the state law, a precautionary order of quarantine imposed by the employer qualifies employees for paid sick leave.

Q. Are these laws retroactive?
A. No. The laws only cover the period starting from their respective effective dates (see above). However, employees already on leave due to a qualifying condition (i.e. an order of quarantine or caring for a child home for school) when the laws became effective would seemingly be covered, but only going forward, so employers don’t need to pay for the leave that was taken prior the laws’ effective date(s).

Q. What about leave provided to employees for COVID-19 prior to the effective date of the laws? Does it count towards fulfilling the employer’s obligation?
A. No. Leave granted prior to the effective date is not subtracted from the mandated leave (ex: employees provided with paid sick leave prior to April 1st would still be entitled to 80 hours after April 1, under the federal law).

Q. What employees are eligible for this leave?
A. Under both laws, nearly all full or part-time employers are eligible no matter how much time they have spent with their employers. However, the portions of the FFCRA that provide 10 weeks of paid family leave only apply to employees who have been with their employers for at least 30 days.

Q. How is paid sick leave/paid family leave calculated under these laws?
A. Leave is calculated as follows:Under the federal FFRCA:
• employees in quarantine as per government order/advice of a health care provider, or employees seeking a diagnosis are entitled to pay at their regular rate or applicable minimum wage, whichever is higher, up to $511 per day and $5,110 in the aggregate (over a 2-week period);
• employees taking leave to take care of an individual in quarantine are entitled to pay at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $2,000 in the aggregate (over a 2-week period);
• employees taking leave to take care of a child (if their school/care provider is closed/unavailable because of COVID-19-related reasons) are entitled to pay at 2/3 their regular rate or 2/3 the applicable minimum wage, whichever is higher, up to $200 per day and $12,000 in the aggregate (over a 12-week period).Under the NYS Paid Family Leave law, all paid sick leave must be at regular rate of pay.

Q. What about part-time vs. full-time?
A. The general rule is that employees must be paid what they would have otherwise made. Non-fixed salaried employees are entitled to be paid for their projected work schedule. Commissioned salespeople or other non-fixed compensation employees should be paid based on a representative period of time.

Q. Can I force employees to use other paid sick leave before using FFRCA/state law paid sick leave?
A. It appears that under both laws, employers cannot require use of other accrued paid sick leave before using FFRCA/state law paid sick leave.

Q. How do these various laws interact with each other – for example, does paid leave granted under one law offset or cancel paid leave granted under another law?
A. The New York State law provides that to the extent that the federal law is equal or more generous than the state law, the state law does not apply. However, if state law is more generous, the employee may be entitled to such excess sick pay.

Q. How do business closures, terminations, furloughs etc. factor in to paid leave?
A. The general rule is that any interruption to employment (business closure, termination or furlough of employees) freezes the employer’s paid leave obligation at that point. So if the business closes or an employee is fired before the employee qualifies for sick leave, there is no obligation to pay sick leave. If the business closes while the employee is on leave, only leave already taken by the employee must be paid.

Q. Are there any exceptions or exemptions to these laws?
A. Under the federal FFRCA, employees of health care businesses may be exempt. This would include anyone employed at any doctor’s office, hospital, health care center, clinic, post-secondary educational institution offering health care instruction, medical school, local health department or agency, nursing facility, retirement facility, nursing home, home health care provider, any facility that performs laboratory or medical testing, pharmacy, or any similar institution, employer, or entity. This includes any permanent or temporary institution, facility, location, or site where medical services are provided that are similar to such institutions. This also includes any individual employed by an entity that contracts with any of the above institutions, employers, or entities institutions to provide services or to maintain the operation of the facility. This also includes anyone employed by any entity that provides medical services, produces medical products, or is otherwise involved in the making of COVID-19 related medical equipment, tests, drugs, vaccines, diagnostic vehicles, or treatments. However, it is possible that later guidance could limit this to clinical employees. It should also be noted that state law still covers these employees. Additionally, under the FFRCA, small business (under 50 employees) may elect to be exempt from paying leave for an employee caring for a child (i.e. due to school closures) if able to demonstrate that the leave requirements would jeopardize the viability of the business as a going concern.Additionally, under both laws, healthy (or asymptomatic) employees who can work from home (i.e. remotely) do not qualify for paid sick leave or other benefits.

Q. How do I apply for these exemptions?
A. The US Department of Labor, with respect to the small business exception, has instructed employers to simply maintain documentation that “the leave requirements would jeopardize the viability of the business as a going concern” and not to submit any documentation to the DOL yet. More guidance is expected here. At minimum, employers may be required to demonstrate at least one of the following circumstances exist:
• that the paid leave would result in the small business’s expenses and financial obligations exceeding available business revenues and cause it to cease operating at a minimal capacity;
• That the absence of the employee would entail a substantial risk to the financial health or operational capabilities of the small business because of their specialized skills, knowledge of the business, or responsibilities; or
• There are not sufficient workers who are able, willing, and qualified, and available, to perform the labor or services provided by the employee or employees requesting paid sick leave or expanded family and medical leave, and these labor or services are needed for the small business to operate at a minimal capacity. It should be noted that it appears this exception would only apply to employees requesting leave to care for a child due to school closures/unavailability of child care provider.

Q. What other obligations/restrictions do these laws impose on employers?
A. The laws also provide a guarantee of job protection when ready to return to work, prohibitions against retaliation, and require employers to provide notice of rights to employees.

Q. Can I fire employees while they are on leave?
A. Considering that both the federal and state law provider for job protection while on leave, as well as anti-retaliation provisions, an employer could be subject to serious liability if terminating an employee on leave. With that said, under the federal law, an employer can lay off “on-leave employees” for legitimate business reasons, such as business closure. The general rule is that the employer must be able to demonstrate that the employee would have been laid off even if leave had not been taken. Additionally, under the federal law, an employer with less than 25 employees can refuse to return an employee to his/her position following leave taken to care for a child due to school closures/unavailability of child care provider, if all four of the following hardship conditions exist:
• The position no longer exists due to economic or operating conditions that affect employment and due to COVID-19 related reasons during the period of leave;
• The employer made reasonable efforts to restore the employee to the same or equivalent position;
• The employer makes reasonable efforts to contact the employee if an equivalent position becomes available; and
• The employer continues to make reasonable efforts to contact the employee for for one year beginning either on the date the leave related to COVID-19 reasons concludes or the date 12 weeks after the leave began, whichever is earlier. This last exception would also apply to employers with more than 25 employees when dealing with an employee who is a highly compensated “key” employee (as defined under the FMLA), assuming all other conditions are met.

Q. In what critical ways do the laws passed in response to COVID-19 differ from prior paid sick leave/family leave laws?
A. While the laws obviously depart significantly from prior standards in response to the unprecedented crisis, a couple of key points stand out. The federal FFCRA expands the FMLA: previously, family leave was unpaid under the FMLA and now it is paid. The state and federal laws also differ from previous paid sick leave laws (such as New York City’s) in that the paid leave is automatically granted to employees and does not need to be accrued.

Q. Are the laws passed in response to COVID-19 permanent or temporary?
A. The state law does not seem to have an expiration date. The federal law expires on December 31, 2020.

Best Practices for Resuming Outpatient Elective Procedures, Post-PAUSE
New York State-based Ambulatory Surgery Centers, Office-Based Surgery Practices, and Diagnostic & Treatment Centers, following a pause of two months and counting, are eager ...
Pharmacy Alert: Rochester Drug Cooperative, Following Bankruptcy, Ramps up Litigation against Pharmacies
The demise of Rochester Drug Cooperative ("RDC") continues, and this time it is retail pharmacies that must beware of the fallout. In March 2020—following numerous private, stat...
Galderma Laboratories Lawsuits Update
Many pharmacies across the United States have received demand letters from Galderma Laboratories demanding return of funds paid in connection with the CareConnect Program.  Numerous suits ha...
New Guidance Regarding SBA PPP Loans
The US Department of Treasury has released new guidance regarding SBA loans to be made under the Payroll Protection Program. Some critical points clarified by the Treasury guidance include: PPP loan a...
COVID-19 Employment Law Q&As
​Q.   As a New York State employer, what paid sick leave or family leave laws are currently applicable to my business? ​A.  New York State employers are currently/will shortly be su...
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Best Practices for Resuming Outpatient Elective Procedures, Post-PAUSE

New York State-based Ambulatory Surgery Centers, Office-Based Surgery Practices, and Diagnostic & Treatment Centers, following a pause of two months and counting, are eager to resume elective and non-essential procedures. Before . . .

In News and Updates

Pharmacy Alert: Rochester Drug Cooperative, Following Bankruptcy, Ramps up Litigation against Pharmacies

The demise of Rochester Drug Cooperative ("RDC") continues, and this time it is retail pharmacies that must beware of the fallout. In March 2020—following numerous private, state and federal government-led lawsuits accusing RDC of being . . .

In News and Updates

Galderma Laboratories Lawsuits Update

Many pharmacies across the United States have received demand letters from Galderma Laboratories demanding return of funds paid in connection with the CareConnect Program.  Numerous suits have been filed in the Federal District Court for the Northern District of Texas.  Attorneys . . .

In News and Updates

New Guidance Regarding SBA PPP Loans

The US Department of Treasury has released new guidance regarding SBA loans to be made under the Payroll Protection Program. Some critical points clarified by the Treasury guidance include:

PPP loan applications will be submitted directly to SBA-certified lenders, who can begin accepting . . .

In News and Updates

COVID-19 Employment Law Q&As

Q.   As a New York State employer, what paid sick leave or family leave laws are currently applicable to my business?
​A.  New York State employers are currently/will shortly be subject to:

The Families First Coronavirus Response Act (federal . . .

In News and Updates

GOV. CUOMO, DOH COMMISSIONER ORDER FACILITIES TO INCREASE BED AVAILABILITY FOR COVID-19 PATIENTS

Governor Andrew M. Cuomo and NYS Department of Health Commissioner Howard A. Zucker have ordered all medical facilities located in New York State—i.e. hospitals, ambulatory surgery centers, office-based surgery practices, and diagnostic & treatment centers—to take . . .

In News and Updates

CONGRESS AND HHS ANNOUNCE SIGNIFICANT EXPANSIONS TO MEDICARE TELEHEALTH COVERAGE IN RESPONSE TO CORONAVIRUS

Congress recently passed the Coronavirus Preparedness and Response Supplemental Appropriations Act, which the President signed into law. In an effort to encourage social distancing and increase access to care, the law significantly expands Medicare coverage for telehealth services. Specifically, Medicare . . .

In News and Updates

CORONAVIRUS EMERGENCY MEASURES: WAIVER OF STATE LICENSURE REQUIREMENTS, OTHER POLICIES GOING INTO EFFECT

 Federal and state governments are racing to implement emergency measures designed at containing and treating COVID-19. One such measure is the waiver of in-state licensure requirements for providers licensed in another state or jurisdiction. Presently, New York and New Jersey have not implemented . . .

In News and Updates

Telemedicine and COVID-19: Medicare to Reimburse Practitioners Treating Patients at Home

To encourage patients to seek medical attention from their homes rather than visiting a hospital or doctor's office, the Center for Medicaid & Medicare Services (CMS) will start reimbursing physicians and non-physician . . .

In News and Updates

Laboratory Testing and Billing for COVID-19

Labs performing diagnostic tests for the 2019-Novel Coronavirus (COVID-19) have new HCPCS and CPT codes for billing and tracking new cases of the virus.

The Center for Medicaid and Medicare Services (CMS) has updated . . .

In News and Updates

Opioid Litigation Update: Invasive Subpoenas Issued to Pharmacies; Information Regarding RDC Sought

The New York State opioid litigation, led by private plaintiffs and the Office of the Attorney General of the State of New York, has taken another turn.Plaintiffs' counsel has now issued subpoenas to thousands of New York State-based pharmacies who are not parties to the litigation.These subpoenas . . .

In News and Updates

Important Client Alert - OptumRx Provider Manual Update

IMPORTANT CLIENT ALERT

The latest edition of OptumRx (ORX) Provider Manual (2019 4th Edition) contains significant new provisions pertaining to maintenance of records by pharmacies.We expect that, in . . .

In News and Updates

Sauchik & Giyaur, P.C. secures reversal of network termination of five providers

Sauchik & Giyaur, P.C. (the "Firm") recently secured reversal of network terminations for five providers, ensuring that the providers continued as participating providers. The individual providers, who were part of the same practice, had received abrupt network termination notices from a prominent . . .

In News and Updates

PharmacyFirst's Participants Are Hit With GER Clawbacks

Pharmacies are urged to take immediate steps to challenge PharmacyFirst's actions in connection with so-called "GER" adjustments. GER ("Generic Effective Rate") provisions were added in the past year to agreements between Caremark and . . .

In News and Updates

Alec Sauchik selected to join the Health Law Committee of NYCBA

Alec Sauchik, Esq. has been selected to serve on the Health Law Committee of the New York City Bar Association for the 2019-2022 term.  The Health Law Committee is comprised of attorneys of highly varied backgrounds who . . .

In News and Updates

Visit us in Vegas!

Wynn Hotel and Resort

Las Vegas, NV

We will be highlighting our services and expertise at the Asembia Specialty Pharmacy Summit 2019. Please join our attorneys . . .

In News and Updates

Medicaid Providers, Beware: OMIG Places Provider Compliance Programs Under Review

The NYS Office of the Medicaid Inspector General ("OMIG") has dramatically increased enforcement activity in connection with Medicaid provider compliance programs: OMIG is notifying providers that their compliance programs are being placed . . .

In News and Updates

The SUPPORT Act - Providers Need to Take Notice

On October 24, 2018, the President signed a new bill aimed at combating the opioid addiction epidemic that is sweeping the nation - the SUPPORT Act of 2018.  The full Congressional summary of the the . . .

In News and Updates

The Importance of Fresh Perspectives When Challenging PBM Audit Findings and Termination Notices

It is a familiar story - a pharmacy provider receives a PBM termination notice or audit findings, believes that nothing can be done, and gives up the fight.  Providers often fall into the trap of accepting PBM's narratives and not . . .

In News and Updates

A New Jersey Pharmacy Owner Charged With “Cash Skimming” Conspiracy – Is Your Pharmacy at Risk?

A New Jersey owner of several pharmacies was charged by indictment and arraigned today on charges of conspiracy to defraud the IRS by engaging in a "cash skimming" scheme.  The indictment alleges that the pharmacy's owner, . . .

In News and Updates

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