Health care employers face unique employment and employee benefits questions.
Can hospitals provide different employee benefits for call-in nurses? How do you ensure compliance with the Fair Labor Standards Act? Do various agreements and/or grants result in an organization being a "federal contractor" that has to comply with affirmative action obligations? How can a hospital provide for additional deferred compensation for employed physicians and what is "reasonable compensation" for those employees? How do you provide for a "seamless" transition for employees when a hospital purchases a physician practice? How do you distinguish between personnel records, medical records and peer review records related to your employees? These, and many more, questions are unique to health care entities in a time of reorganization of the industry and the pressures of declining reimbursements.
Ice Miller's Labor and Employment and Employee Benefits Groups counsel tax-exempt, for-profit, and governmental health care providers across the nation. We work with health care clients to maintain a positive and productive workforce and to assist them with employee benefits with an emphasis on retirement structures that are unique to tax-exempt and governmental employers such as Section 403(b) retirement plans and Section 457 deferred compensation plans which are often used to provide additional deferred compensation to executives and physicians. We understand that health care providers are under constant economic pressure due to reduced reimbursements and we work to find practical and affordable solutions to employment and employee benefits issues.