The Book of Russo:

What a year. I mean… what a couple of years, huh? As always, I try to be mindful of the present while also looking optimistically toward the future, and I wonder if – twenty years from now – will we look back at this time in our lives and laugh (and/or cry)? Will we tell our grandkids, and will they tell their kids, about “those COVID days” that their ancestors powered through, on a path back to “how things used to be?” Or, will this be the “new normal” … and those same grandkids will listen in disbelief as we tell them about how once upon a time, we could go out in public without masks or proof of vaccines? Or about our fight to avoid getting sick, to avoid getting others sick... How we fought so hard to return to a life we once enjoyed, not recognizing that things would never be the same, and we would need to find a way to go on with this as the new status quo?

None of us know the answer to this and similar questions, but what we do know is that – just as many of us feel that many of the measures we are taking now cannot last forever – so too is the rapid-fire deluge of regulations and court rulings moving fast - too fast - to keep up. This must stop at some point, right? I can’t help but feel overwhelmed. 

 Yet, when I stop to think… I also feel pride. I feel proud that people are at least trying to help one another, even if they disagree on how to do it. I am proud also of our team at The Phia Group, and how we have absorbed this overwhelming tidal wave of change, digested it, and provided guidance to others … allowing us to maintain an industry reputation as one of the trust-worthiest sources of vital information; both when it comes to compliance and successful formation and management of self-funded health plans. We have built a team of amazing experts who analyze and then implement the right services, procedures and plan language to fit every unique employee benefit plan and need. We strive to be the best at what we do because we know that every plan member and employer deserves access to the best health plan they can get; something that can only be achieved through access to timely information and implementation of needed updates. We are here for you during these crazy times and I promise that we understand what is at stake.

– Happy reading!

Enhancement of the Quarter: ICE & PACE Value Reports

As always, we at The Phia Group are constantly looking for ways to enhance our service offerings. This month, we have improved reporting via our ICE Value Report and our PACE Value Report. 

ICE Value Report 

This is designed to provide a wealth of information to users of The Phia Group’s Independent Consultation and Evaluation (ICE) service. As a result of user feedback, this report chronicles data such as the number of inquiries, number of lives, topics of requests, individuals who have submitted requests, quarterly comparisons, and more. This information is intended to help an ICE user to recognize and communicate the value of the service, and having these operational metrics in one simple report can help the user recognize trends or areas of particular concern (including ICE benefits of which the user has not taken advantage!). 

PACE Value Report 

Intended for users of The Phia Group’s Plan Appointed Claim Evaluator (PACE) service, this report goes into detail regarding the number of appeals handled, appeal denial reasons, IRO utilization, a numerical summary of appeal outcomes, and more. This report is designed to demonstrate the value of the PACE service, as well as to give the user an idea of what might be the primary issues with its appeals decisions. For instance, if the report revealed that a large number of first-level appeals were overturned by the PACE service, it could spur important process changes.
 

Service Focus of the Quarter: PACE

The Phia Group’s Plan Appointed Claim Evaluator (PACE) service is a fiduciary transfer service created to help health plans and TPAs manage complex and very personal final-level appeals and ensure that fiduciary duties are satisfied by a neutral third party. Through the PACE service, The Phia Group assumes a fiduciary duty to the plan and analyzes final-level internal appeals to render a directive. If the directive is overturned on external appeal, The Phia Group will cover the resulting expenses on behalf of the PACE client. The Phia Group also obtains clinical reviews and access to URAC-accredited IROs, as necessary. These services, along with any other third-party review costs, are included in the cost of the PACE service and do not cost PACE clients extra fees. 

PACE clients also receive complimentary plan document and stop-loss policy reviews to promote compliance, eliminate coverage gaps, and ensure PACE readiness. Overall, PACE is designed to help the health plan ensure that appeals are handled correctly in accordance with the law, insulating the health plan from liability and allowing the employer to focus on what it does best. 

We also offer PACE Certification, through which your organization can enhance your PACE understanding and utilization, improve your general internal appeals processes, learn how to better ensure regulatory compliance, and improve your business as a whole. 

To learn more, contact attorney Tim Callender at tcallender@phiagroup.com or 208-830-8400.

Success Story of the Quarter: The Delinquent Group

A long-time TPA client of ours reached out to The Phia Group’s Consulting (PGC) department regarding a group that had termed some time ago. Upon termination, the TPA, of course, remitted the value of the group’s assets in its possession back to the group. Due to a simple clerical error, the TPA remitted the same amount to the group a second time, resulting in a duplicate payment. 

The group was unreceptive to any of the TPA’s attempts to recoup the duplicate payment. Since this was not a payment of plan assets or to a provider, it was not a matter that The Phia Group’s robust Overpayments department could assist with, but our consulting team was up to the task! 

Our team got to work brainstorming and ultimately drafted a ghost letter for the TPA to use to communicate with the group. PGC’s ghost letter included arguments based on the Administrative Services Agreement, the law, and general principles of equity and reasonableness. Just a few weeks later, our client happily reported that the refund had been issued, noting that “your letter got us paid!” 

The Phia Group is quite varied in our service offerings, and we find that there is always some way we can help. Even if you are not sure what can be done, we can help flesh it out! Please do not hesitate to contact Garrick Hunt at ghunt@phiagroup.com or 781-535-5644 with any questions or issues that arise in the course of your self-funded business offerings.

Phia Case Study: Leaving Out The Leaves

Drafting and designing an SPD is hard work. Even if a plan or TPA engages some third party to do it, it is still far from rinse-and-repeat since all groups potentially want different benefits! Leaves of absence (LOA) are no small part of that, too. 

Many health plans choose to incorporate their LOA policies only by having the SPD reference something like “…according to the Employer’s internal Leave of Absence policies.” Other plans, however, choose to be more explicit about referencing those policies into the SPD and include language in the SPD to the effect of identifying certain employer-created leave policies and their relevant timeframes. 

This particular case study has to do with stop-loss. We were recently faced with a situation where one of our clients had a large stop-loss claim denied by the carrier. The SPD provided that coverage would be continued during an employer-approved LOA, which of course, incorporated the employer’s LOA by reference rather than explicitly. The employer approved an LOA for the employee, and everyone was happy. 

During that LOA, however, the employee incurred a catastrophic claim. When submitted to the stop-loss carrier, the carrier said, essentially, “whoa, hang on – this person was not “Actively at Work” and should not have been covered!” The employer responded by pointing to the SPD language that incorporates the employer’s LOA policies and decisions. Still, the carrier continued to deny the claim by citing language in the applicable stop-loss policy that specifically said that employer LOA policies and other “internal” employment-type benefits are explicitly not a part of the Plan Document. 

That creates quite a dilemma since the stop-loss policy essentially denies that language in the SPD actually exists! That is a problem for plans, and one course of action is to write specific leave of absence timeframes into the SPD. That can be harder to maintain, since a change to the Handbook or LOA policies may necessitate a change to the SPD, but it can help avoid this type of stop-loss “gap”. 

Proactively identifying gaps is always the best way to become aware of and get ahead of issues like this, and The Phia Group can help! Contact Garrick Hunt at ghunt@phiagroup.com or 781-535-5644 for more information on our Gap-Free Analysis service.

Fiduciary Burden of the Quarter: Compensation Disclosure and Prohibited Transactions

For most folks working in the self-funded industry, the term “prohibited transaction” is a term that might get glossed over. The issue is easy to ignore because of its incredibly complex nature, and irrelevance to most daily activities, along with many company’s reliance on corporate counsel to tell them whether they are doing something they should not be doing. 

Beyond the No Surprises Act, other parts of the Consolidated Appropriations Act (CAA) enacted major changes for the self-funded industry. Mainly, it enhanced the responsibility of brokers, TPAs, and other select service providers to disclose compensation received by a health plan. Disclosing fees is the norm, of course, since no plan can be expected to agree to pay an unknown amount – but the new broker disclosure laws expand that requirement a bit and amend ERISA. Of course, where ERISA is concerned, there are fiduciary implications! 

The new disclosure requirements, at 29 U.S.C. § 1108, create certain exemptions from ERISA’s “prohibited transaction” rules. In general, the law now provides that a service agreement must be “reasonable” or else it is presumed to be a prohibited transaction. The CAA has indicated that a service agreement is only “reasonable” if it meets certain requirements, primarily including a description of the services provided and disclosure of all direct, indirect, or other fees received or expected to be received from the plan. 

Gone are the days when a service agreement could vaguely describe an undefined fee structure with a relatively uninformed plan agreement; Congress has ushered in an era of full disclosure and transparency. For some TPAs and brokers, this may mean revamping contracts and adding unprecedented layers of specificity and disclosure, while others may be able to say, “Well, no problem, since we already do that!” Whichever camp you find yourself in, we recommend checking your contracts to make sure they are up to snuff since many anticipate frenzied enforcement of this new portion of ERISA.

Webinars:

• On December 14, 2021, The Phia Group presented, “The 11th Hour - Last Minute Moves to Make for 2022 as a New Era in Cost Containment Begins,” where we learn, plan, save and protect your plans – now and in the future. 

• On November 16, 2021, The Phia Group presented, “Act Now, Plan Ahead – The 2021 Endgame and 2022 Outlook,” where we discuss what must be done now to finish 2021 strong, as well as forecast what to expect in 2022. 

• On October 19, 2021, The Phia Group presented, “A Spooky Surprise: NSA Regulations on IDR Released,” where we tap supernatural forces to reveal the secrets of this rule, explain the implications for claims and appeals, and help you stay one step ahead of the competition.

Be sure to check out all of our past webinars!

Podcasts:

• On December 22, 2021, The Phia Group presented, “The Night Before an Emergency Room Visit,” where our hosts, Rebekah McGuire-Dye and Lisa Hill, bring you back to the basics of recovering subrogation dollars and identifying subrogation opportunities through an entertaining holiday story. 

• On December 10, 2021, The Phia Group presented, “Healthcare Subrogation and Plan Document Requests,” where our hosts, Chris Aguiar and Cindy Merrell, discuss what a health plan should do in the event of a pesky U.S.C. 1024(b)(4) records request. 

• On November 23, 2021, The Phia Group presented, “Supreme Court Takes Major Dialysis Case,” where our hosts, Brady Bizarro and Andrew Silverio, discuss important developments in dialysis case law. 

• On November 12, 2021, The Phia Group presented, “COVID-19 Vaccine Mandate Update,” where our hosts, Kelly Dempsey and Kevin Brady, discuss the controversial OSHA vaccine mandate rules – where they started, where they stand now, and the many legal challenges that have arisen. 

• On October 29, 2021, The Phia Group presented, “Transplants: The Future is Now!,” where our hosts, Nick Bonds and Jon Jablon, discuss a highly nuanced topic that has been the bane of many health plans: organ transplants. 

• On October 15, 2021, The Phia Group presented, “To Appeal, or not to Appeal,” where our hosts, Ron Peck and Jen McCormick, dissect the No Surprises Act and reveal how and why there will be confusion regarding what constitutes a basis for appeal, and what should be disputed per the NSA.

Be sure to check out all of our latest podcasts!

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Phia Fit to Print:

• BenefitsPro – A Word of Warning for Grandfathered Health Plans – December 9, 2021 

• Self-Insurers Publishing Corp. – Ingredients for a Successful 2022: A Recipe for Self-Funded Plan Sponsors – December 4, 2021 

• Self-Insurers Publishing Corp. – A Rose by Any Other Name ... – November 7, 2021 

• BenefitsPro – Colorado’s updated essential health benefits: What employers need to know – October 25, 2021

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From the Blogoshpere:
 

• A Teaser! A Rose by Any Other Name … Appeals used to be the only way to secure a review of a disputed plan decision. 

• The Needle of Damocles: OSHA’s Anticipated Vaccine Rules. President Biden took a step he’d previously been reluctant to take – imposing new vaccine rules on federal workers and contractors, health care workers, and large employers. 

• The NBA Health Care Scandal. One person submitted paperwork for $48,000 worth of root canals and crowns on eight teeth at a Beverly Hills dental office--while he was living in Taiwan. 

• What Kind of [Month] Has it Been?. Take a moment to pause and reflect on the whirlwind of policies, proposals, and issues swirling in the end-of-2021 zeitgeist as we brace for 2022. 

• Stop-Loss “Gaps”: Level Funding Is Far From Immune. Learn all about level-funding in this great blog post.

To stay up to date on other industry news, please visit our blog.

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The Stacks:

Ingredients for a Successful 2022: A Recipe for Self-Funded Plan Sponsors

By: Jennifer M. McCormick, Esq. – December 2021 – Self-Insurers Publishing Corp. 

With 2022 rapidly approaching, employers and plan sponsors of self-funded plans must act quickly to make important health benefit plan implementation decisions. Specifically, this upcoming plan year will create a puzzle for plans as they navigate compliance with the evolving regulatory landscape, complex COVID regulations, and the corresponding financial implications. 

Not dissimilar to plan years past, employers should have already at least initiated the plan design discussions. These conversations are crucial as annual benefit modifications are needed to address the changing employee and participant population needs. Plan vitality is no less important, so these revisions should be balanced against the potential economic factors. Additionally, prior to instituting these updates the employer must carefully and thoughtfully address the many regulatory requirements to ensure the plan’s foundation is compliant.

Click here to read the rest of this article
 

A Rose by Any Other Name ...

By: Ron E. Peck, Esq. – November 2021 – Self-Insurers Publishing Corp. The year is 2009. You are busy serving as a claims administrator for a self-funded health plan, on a lovely Monday morning in March. On this day, a couple appeals roll into your office. In one instance, a claim was denied due to a lack of medical necessity. Nothing was paid; the claim was denied in full. In the other instance, the appeal relates to an out-of-network provider’s bill. The original claim that was submitted for payment exceeded $30,000. At the time, the applicable benefit plan paid an amount it calculated to be “usual and customary” (or “U&C”); the process it applies when determining a maximum allowable payment when there is no pre-existing contractual rate. 

In the first case, the provider is filing an appeal, arguing that the treatment did meet the plan’s definition of medical necessity. In the second case, the provider is filing an appeal arguing that the plan’s calculation of U&C is flawed.

Click here to read the rest of this article
 

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The Phia Group's 2022 Charity

At The Phia Group, we value our community and everyone in it. As we grow and shape our company, we hope to do the same for the people around us.

The Phia Group's 2022 charity is the Boys & Girls Club of Metro South.

The mission of The Boys & Girls Club is to nurture strong minds, healthy bodies, and community spirit through youth-driven quality programming in a safe and fun environment.

The Boys & Girls Club of Metro South (BGCMS) was founded in 1990 to create a positive place for the youth of Brockton, Massachusetts. It immediately met a need in the community; in the first year alone, 500 youths, ages 8-18, signed up as club members. In the 25 years since, the club has expanded its scope exponentially by offering a mix of Boys & Girls Clubs of America (BGCA) nationally developed programs and activities unique to this club.

Since their founding, more than 20,000 youths have been welcomed through their doors. Currently, they serve more than 1,000 boys and girls ages 5-18 annually through the academic year and summertime programming.

Halloween in the Haunted House

This year, The Phia Group had the opportunity to participate in something extra spooky. A group of Phia employees volunteered to dress up as characters in a haunted house to raise money for the Boys & Girls Club of Metro South. We raised a total of $3,500.00 this year and cannot want to do it again next year!

Thanksgiving Dinner Delivery

The Phia Family was out and about the week of Thanksgiving, delivering dinners to the Boys and Girls Club of Metro South, so the families could pick up their meals when they picked up their children. Additionally, our Phia Family in Idaho and Boise were out and about spreading the same cheer to ten families in their local communities. In total, Phia delivered 25 meals this year! Check out the great picture we could get from that special day! We hope everyone had a wonderful Thanksgiving!

Angel Tree

Each year employees of The Phia Group pick nametags from the Angel Tree that sits in our cafeteria. On those tags are names, ages, and the wish lists of children from The Salvation Army. This year we had over 150 nametags! The Phia family loves to give back to the community; our greatest joy is providing these children with all of their holiday wishes.

Christmas Came Early

The Phia Group had the pleasure of bringing Christmas joy to the Boys & Girls Club of Metro South. Adam Russo and his helpers passed out hundreds of gifts to over 120 children. We hope these children enjoy their new toys as much as they enjoyed spending time with Santa and his helpers! 

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Get to Know Our Employee of the Quarter: Jon Jablon

To be designated as an Employee of the Quarter is an achievement that is reserved for Phia employees who truly go above and beyond their day-to-day responsibilities. This person must not only transcend their established job expectations but also demonstrate with fervency a dedication to The Phia Group and its employees that is so unparalleled that it cannot go without recognition. 

The Phia Explore team has made the unanimous decision, without hesitation, that there is no one more deserving than our very own Jon Jablon, The Phia Group’s 2021 Q4 Employee of the Quarter! 

Here is what one person had to say about Jon: “This quarter - and this year in general - Jon has provided vital contributions to the Provider Relations department, despite having left the department almost two years ago. Just this past week, Jon has taken the lead in answering questions from two different Provider Relations clients regarding general plan language as well as NSA-specific matters. He has also made himself available numerous times to consult on provider appeal responses, ERISA questions, and many other topics. Jon has, for all intents and purposes, become a mentor to the Provider Relations attorneys. In addition, Jon has become a go-to for questions that arise in any department, including in-house legal matters. While it may be expected that PGC employees assist other departments in matters related to the law, plan language, etc., Jon has gone above and beyond what should reasonably be expected of him.”

Congratulations Jon, and thank you for your many current and future contributions.

Get to Know Our Employee of the Year: Jen Costa

To be designated as an Employee of the Year is an achievement that is reserved for Phia employees who truly go above and beyond their day-to-day responsibilities. This person must transcend their established job expectations and demonstrate with fervency a dedication to The Phia Group and its employees that is so unparalleled that it cannot go without recognition.

The Phia Explore team has made the unanimous decision, without hesitation, that there is no one more deserving than our very own Jen Costa, The Phia Group’s 2021 Employee of the Year! 

Here is what a few people had to say about Jen: "The effort it takes to work your way up in a company is often overlooked.  To learn this business from the ground up is challenging.  Dedication, hard work and perseverance are needed to ensure you advance within this company.  Jen is the most knowledgeable person in all areas of recovery from intake thru data.  She has spent the past year implementing HRS program with Phia.  She has worked tirelessly to ensure the best possible transition for our clients as well as HRS clients.  She has worked nights and weekends to make sure her team can handle the new business.  She holds us all accountable for each step in this HRS process and makes sure to think of the company as a whole.  The effort she has put in over the years as well as this last year makes her one of the best employees we have." 

"Jen not only ensures that the support side of the business runs smoothly, but this year in particular she took on the feat of taking the lead of starting a new line of business in Mass Tort.  From reviewing language to creating compliant letters, scheduling letters to be sent out, to ensuring that the HRS team as well as the client was kept informed of the progress, this project would not have been as streamlined if Jen was not at the head of it. Anytime anything related to Mass Tort comes up, the first person that people go to is Jen for a definitive answer (including myself and I'm not even in her dept!).  Meetings to determine next steps, troubleshoot ideas, and compose a process to ensure success have all been driven by her questions, observations, and knowledge that she has “self-taught” herself on.  ------  On top of juggling this, she is meticulous when it comes to details of meetings, overseeing and communicating issues like data that effect all departments, and thinking outside the box when issues arise."

Congratulations Jen, and thank you for your many current and future contributions.

Job Opportunities:

• ETL Specialist
• Legal Assistant
• Case Investigator
• Customer Service Representative
• Claim Analyst
• Claim & Case Support Analyst
• Senior Vice President of Sales

See the latest job opportunities, here: https://www.phiagroup.com/About-Us/Careers

• Alyssa Pisco has been promoted from Senior Claims Recovery Specialist to Claim Recovery Specialist IV

New Hires

• Melinda Bellis was hired as the Associate General Counsel 

• Scott Byerley was hired as a VP, Recovery Services 

• Melanie DeMelin was hired as a Claim & Case Support Analyst 

• Haley McBroom was hired as a Sr. Claims Recovery Specialist 

• Soujana Gouriesetty was hired as an ETL Specialist 

• Jacqueline Davis was hired as a Plan Drafter 

• Brianna Coe was hired as a Customer Service Rep. 

• Jacob Falkof was hired as a Case Analyst 

• Melissa Mattingly was hired as a Sr. Claims Recovery Specialist 

• Sheyla Ortega-Perez was hired as a Customer Service Rep. 

• Scott Bennett was hired as a VP, Provider Relations 

• Connor Gillen was hired as a Subrogation Attorney 

• Elliot Logan was hired as a Subrogation Attorney

Phia News:

The Boston Globe Names The Phia Group as a Top Place to Work for 2021

It is with great honor and humility that The Phia Group announces it has been named by The Boston Globe as one of the Top Places to Work in Massachusetts. In its 14th annual employee-based survey, The Boston Globe – having assessed anonymous employee feedback and details about the company – determined that The Phia Group provides one of the most rewarding, meaningful employment experiences in the Commonwealth of Massachusetts.  

The Phia Group is proud to announce that it has earned a Best Places to Work in Greater Louisville award, issued by Louisville Business First. The Best Places to Work program—administered in partnership with Quantum Workplace—surveys employees about workplace policies, office conditions, management styles, morale, and more. The Phia Group is humbled to be one of only 43 businesses and nonprofits, with at least 10 full-time employees and an office in the Louisville area, that scored high enough to be awarded.

The Phia Group only recently opened its Louisville office, but it already houses some of the company’s most valuable team members. Thanks to the talent and passion found in Louisville, along with this recognition, The Phia Group plans to continue its steady growth in the Louisville area.

COVID - Appeals, Subrogation, and Stop Loss Issues No One Saw Coming - Help is Here

COVID claims are coming - whether you pay or deny claims tied to COVID, you need The Phia Group.

Claims tied to the treatment of COVID-19 are being submitted for payment and are passing through the claims process in record numbers. Many of these claims are substantial, with these considerable costs impacting our industry in both anticipated and unforeseen ways. As with any influx of new claims, we are also seeing growth in the number of denials and appeals arising from these COVID claims, as well as subrogation issues tied to the disease.

COVID claims are routinely denied and/or paid incorrectly, due in large part to the inadequate time provided to consultants, administrators, and payers, to familiarize themselves with the ever changing rules, and thereby standardize appropriate handling of these claims in accordance with law and their plan documents. As a result, we are also seeing an increase in COVID related claim appeals, with heightened fiduciary liability issues also arising from these claim payment decisions.

The Phia Group's PACE Service has existed for years and is the only service on the market where expert plan drafters, attorneys, and seasoned appeals professionals help you navigate these and other difficult appeals, thereby avoiding mistakes and costly liability. PACE ensures claim denials are legitimate, enforceable, and defended.

As with claims processing and appeals, COVID has also created a new world for subrogation. When COVID claims are submitted, complex state law may be triggered regarding if and when COVID is "presumed" to be an occupational expense. The Phia Group was the first subrogation provider to build a custom process backed by its in-house legal team with a focus on identifying COVID related claims, determining whether the applicable geographic location and occupation are addressed by a regulation that presumes a link between the occupation and diagnosis, and quickly asserts a right to reimbursement against responsible parties if possible. The Phia Group has been applying this procedure to its existing process since June of 2020. Without an innovative subrogation solution like ours in place, plans not only lose money, but also fail in their obligation to stop-loss; a failure stop-loss carriers are increasingly unwilling to overlook.

The stop-loss world has been handed a unique and difficult scenario. As it relates to claims arising from or tied to COVID-19, carriers are suspending reimbursement and asking questions such as: what is the Plan Participant's job description; is the Plan Participant a front line worker; what date did they test positive; are they an essential worker; did they file a workers' compensation claim; and so on. The Phia Group has the expertise to assist in these difficult stop-loss collaborations.

Ensuring appeals are handled correctly, aligning plan documents with stop-loss policies, and fully understanding the bigger picture has never been more important. The Phia Group is uniquely positioned to help in this difficult time. With our unrivaled team and technology ready to help, there is no better partner to assist you now and in the days to come.

Contact Garrick Hunt at ghunt@phiagroup.com or info@phiagroup.com to request more information and set a call to learn how The Phia Group can assist you with these COVID claim issues.

The Phia Group Reaffirms Commitment to Diversity & Inclusion

At The Phia Group, our commitment to fostering, cultivating, and preserving a culture of diversity and inclusion has not wavered from the moment we opened our doors 20 years ago. We realized early on that our human capital is our most valuable asset, and fundamental to our success. The collective sum of individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work, represents a significant part of not only our culture, but also our company’s reputation and achievements.

We embrace and encourage our employees’ differences, including but not limited to age, color, ethnicity, family or marital status, gender identity or expression, national origin, physical and mental ability or challenges, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

The Phia Group’s diversity initiatives are applicable to all of our practices and policies, including recruitment and selection, compensation and benefits, professional development and training, promotions, social and recreational programs, and the ongoing development of a work environment built on the premise of diversity equality.

We recognize that the success of our company is a direct reflection of each team member’s drive, creativity, diversity, and willingness to exercise initiative. With this in mind, we always seek to attract and develop candidates who share our passion for the healthcare industry and our commitment to diversity and inclusion.

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