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St. Joseph’s ordered to pay $3.2M fine for using “unqualified” staff for mental-health services
SYRACUSE — Federal and state authorities ordered St. Joseph’s Hospital Health Center to pay $3.2 million after its comprehensive psychiatric emergency program (CPEP) sought Medicaid payments for mental-health services that were “rendered by unqualified staff.” The Syracuse hospital violated the federal and New York False Claims Act in making the false claims for payment to […]
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SYRACUSE — Federal and state authorities ordered St. Joseph’s Hospital Health Center to pay $3.2 million after its comprehensive psychiatric emergency program (CPEP) sought Medicaid payments for mental-health services that were “rendered by unqualified staff.”
The Syracuse hospital violated the federal and New York False Claims Act in making the false claims for payment to New York’s Medicaid program, New York Attorney General Eric Schneiderman said in a news release issued Aug. 1. He made the announcement with U.S. Attorney Richard Hartunian.
Medicaid is a jointly funded federal-state program that provides health care to needy individuals.
The $3.2 million payment settles a whistleblower lawsuit, according to a news release from the Rochester law firm of Thomas & Solomon LLP. Attorneys Nelson Thomas, Michael Lingle, and Jonathan Ferris represented the whistleblower in the case, the firm said.
The release didn’t name the individual described as the “whistleblower.” That person will receive $560,000 of the settlement proceeds after St. Joseph’s makes “full payment,” Schneiderman’s office said.
Thomas & Solomon is “very happy with the settlement,” Thomas said in the firm’s news release.
“Our client saw that St. Joseph’s was exposing an extremely vulnerable patient population to great risk, many of whom were suffering from life threatening mental health conditions. Instead of sitting back and allowing this conduct to continue, our client took the brave step of contacting us and blowing the whistle,” said Thomas.
The lawsuit, which was originally filed under seal in July 2014, led to the investigation by the U.S. Attorney’s Office for the Northern District of New York and the New York State Attorney General’s Office.
“Mental-health staffing requirements are intended to protect the public and avoid the waste of public funds by ensuring that services are delivered by qualified personnel in a meaningful way,” Schneiderman said in his release.
St. Joseph’s is “pleased” to bring the matter to a resolution, Kathryn Ruscitto, president and CEO of St. Joseph’s Health, said in a statement the organization released Aug. 1.
“We fully cooperated with the U.S. Attorney’s Office / Northern New York District and the New York Attorney General’s Office throughout the course of their inquiries. We remain confident that St. Joseph’s personnel, working in our state-certified mobile crisis outreach program, acted appropriately and in the best interests of our patients. We settled this matter to avoid the delay, uncertainty and the high expense of bringing this case to trial as well as the potential disruption to our mission of caring for our patients and communities,” said Ruscitto.
Case background
St. Joseph’s CPEP provides evaluation and treatment for individuals suffering from an acute mental-health crisis.
The CPEP’s mobile crisis-outreach unit provides initial evaluation and assessment and crisis-intervention services to individuals in Onondaga and Madison counties who are unable or unwilling to use hospital-based crisis-intervention services in the emergency room.
The mobile-crisis unit also provides interim crisis services for patients discharged from the emergency room who require follow up care from a mental-health professional.
New York has issued regulations governing the staffing of CPEPs, Schneiderman’s office said.
The regulations say that at least two CPEP staff members shall be present whenever crisis-intervention services are rendered outside of an emergency room.
One of the CPEP staff members “must” be a member of the professional staff, according to Schneiderman’s office.
Professional staff includes credentialed alcohol counselors, physicians, psychiatrists, psychologists, registered professional nurses, rehabilitation counselors, and social workers.
The regulations stipulate compliance with these staffing requirements as a condition for payment of claims for CPEP services, “making clear” that use of qualified staff is a prerequisite for government payment of Medicaid claims for these services.
The settlements resolve allegations that St. Joseph’s knowingly presented false claims for payment to Medicaid for mobile-crisis outreach services rendered from Jan. 1, 2007, through Feb. 29, 2016, by personnel who “failed to satisfy” the basic CPEP staffing requirements.
“By submitting claims for payment to Medicaid without disclosing that its CPEP staff failed to meet the regulatory staffing requirements, and by accepting payment for these claims, the governments allege that St. Joseph’s misrepresented its compliance with mental health staffing requirements that are central to the provision of counseling services and, by doing so, violated the False Claims Act,” Schneiderman’s office said.
As part of the settlements, St. Joseph’s admits that it was “improper” to have conducted mobile crisis-outreach visits without a member of its CPEP professional staff present and then bill Medicaid for such services.
Contact Reinhardt at ereinhardt@cnybj.com
Does a Company’s Reputation Rest on the Shoulders of the CEO?
When you think Facebook, you think Mark Zuckerberg. When you think Amazon, Jeff Bezos comes to mind. These and other examples of celebrity corporate leaders show that a CEO’s personal brand can work in concert with the corporation’s brand, helping elevate both in the public’s eye. Like it or not, today’s CEO has been pre-cast
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When you think Facebook, you think Mark Zuckerberg.
When you think Amazon, Jeff Bezos comes to mind.
These and other examples of celebrity corporate leaders show that a CEO’s personal brand can work in concert with the corporation’s brand, helping elevate both in the public’s eye.
Like it or not, today’s CEO has been pre-cast in the role of their company’s chief brand ambassador.
All CEOs have the daily opportunity and obligation to build their personal brand in service of their own and their corporation’s reputation.
Much of the public makes a direct connection between a corporation and its CEO. A study a few years ago by Weber Shandwick and KRC Research showed that 49 percent of a company’s reputation is attributed to the CEO’s reputation.
That’s why it’s important for CEOs to take an active role in managing their reputations. Ways for them to do that include:
Claim your name. In the digital era, CEOs need to stake a claim to their names in similar fashion to the way miners staked their territory in the gold-rush days. One step in doing this is to register your name for a website, even if you have no immediate plans to create a personal-brand website. That way you are protected from someone else hijacking your name and perhaps using it to damage your reputation.
Stay on top of search engines. It might seem like an act of vanity to type your own name into Google or another search engine, but it can be revealing to see what pops up. CEOs might find unfair comments, negative news articles, or other less-than-flattering online chatter about them. They can’t remove that content, but they can take steps to move those items off the first few pages of the search results. For example, they can write blog posts and articles that use the same keywords as the negative content to drive those items off the first page.
Be a social CEO. A key way CEOs can manage their reputation is to participate in social media. Many CEOs avoid social media, but that’s not wise. Studies show that social-media participation can make a significant difference in promoting a company’s brand. For example, BRANDfog’s 2014 “The Global Social CEO Survey” revealed that 71 percent of U.S. respondents viewed companies as more trustworthy if their top executives communicate about their core mission, brand values, and purpose on social media.
Of course, online isn’t the only place for CEOs to boost their personal brands.
Building your brand also involves old-fashioned, face-to-face networking. Go to a conference, take someone to lunch, and attend a business workshop. This part of personal branding might seem a little more comfortable because it’s the type of branding you’ve probably practiced your entire career.
Karen Tiber Leland is a branding expert and author of “The Brand Mapping Strategy: Design, Build and Accelerate Your Brand” (www.karenleland.com). She is also president of Sterling Marketing Group, where she helps companies, CEOs, executives, and entrepreneurs build stronger personal, team, and business brands.
Employers in New York are familiar with the requirement, imposed by the Wage Theft Prevention Act (WTPA), that every new hire must be provided with notice of his/her rate of pay (including overtime rate of pay if applicable), how the employee will be paid (i.e., by the hour, shift, day, etc.), the regular payday, and
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Employers in New York are familiar with the requirement, imposed by the Wage Theft Prevention Act (WTPA), that every new hire must be provided with notice of his/her rate of pay (including overtime rate of pay if applicable), how the employee will be paid (i.e., by the hour, shift, day, etc.), the regular payday, and information regarding the employer.
Employers are obligated to provide an additional written notice anytime that information changes, unless the employee’s wage rate is increased and the next pay stub reflects the increase. Each time notice is given, the employer is required to obtain a signed acknowledgment from the employee, and must keep that signed acknowledgement on record for six years. Upcoming changes to the white-collar exemptions under the Fair Labor Standards Act may implicate a need to issue new notices if employees are reclassified from exempt to non-exempt
As the law currently stands, employees must earn a minimum salary of $455 per week ($23,660 per year) to qualify for one of the white-collar exemptions (administrative, executive, or professional) under the FLSA. New York currently has a higher salary threshold of $675 per week ($35,100 per year) for an employee to qualify for the administrative or executive exemptions. The current threshold for employees to meet the “highly compensated employee” exemption under the FLSA is $100,000 per year.
Starting on Dec. 1, 2016, however, these thresholds will rise substantially. The increased salary threshold for the administrative, professional, and executive exemptions will be $913 per week ($47,476 per year). The new threshold for the highly compensated employee exception will be $134,004 per year. These thresholds are set to increase every three years after that, with the first increase taking effect on Jan. 1, 2020.
This change will force many employers to reclassify employees who are currently exempt, but do not meet the new salary threshold, as non-exempt. Any such reclassification will affect the rates those employees are paid, how they are paid, and their eligibility for overtime pay. Given this impact, what legal obligation will the reclassification trigger? You guessed it — the WTPA’s notice requirement.
Accordingly, employers should be mindful of this notice requirement when reclassifying employees in order to comply with the updated regulations, or when making any other changes to employee’s rates or method of payment. Although the “pay stub exemption” may apply in some limited instances, the best practice is to provide employees with formal written notice that complies with the WTPA when making any such changes.
Christopher J. Stevens is an associate attorney with Bond, Schoeneck & King PLLC. This Viewpoint article is drawn from the firm’s New York Employment Law Report blog. Contact Stevens at cstevens@bsk.com

USDA expands barley-crop insurance for New York producers
CLAY — The U.S. Department of Agriculture (USDA) is expanding barley-crop insurance availability for New York state producers. The USDA’s Risk Management Agency (RMA) plans to expand conventional barley-crop insurance to 13 new counties this year and an additional 16 counties for crop year 2017, U.S. Senator Kirsten Gillibrand (D–N.Y.) announced last month. Additionally, RMA
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CLAY — The U.S. Department of Agriculture (USDA) is expanding barley-crop insurance availability for New York state producers.
The USDA’s Risk Management Agency (RMA) plans to expand conventional barley-crop insurance to 13 new counties this year and an additional 16 counties for crop year 2017, U.S. Senator Kirsten Gillibrand (D–N.Y.) announced last month.
Additionally, RMA will begin offering coverage for malting barley in four counties beginning in 2017.
Gillibrand, a member of the Senate Agriculture Committee, on July 22 discussed the USDA’s decision during an appearance at Full Boar Craft Brewery at 5365 W. Taft Road in Clay.
Under current federal law, crop insurance for barley isn’t available in more than half of the counties in New York, so farmers who might want to grow more barley for brewers are holding back because “the risk is too high” because they can’t insure their crops, the Senator said in her remarks at the brewery.
“This is great news for our farmers who can finally feel secure if they decide to grow barley … and it’s great news for our brewers because they are going to have access to a much bigger supply,” Gillibrand said about the expanded USDA barley-crop insurance availability.
Every county has to conduct its own analysis for creating a market for the insurance and how much it will cost and how much it will pay out based on local market, she noted.
It’s a process that each individual county goes through to be able to have that kind of crop insurance.
“Crop insurance … is subsidized by the U.S. government … because we value farming and we value producing our own food,” the senator added.
“Finding good quality grain grown in New York is hard to do at this point. It’s either very expensive or poor quality. Giving farmers access to the necessary insurance to protect themselves should lead to more growers, better quality and lower prices for brewers,” Eric Petranchuk, co-owner and brewmaster at Full Boar Craft Brewery, said.
Pursuing expanded coverage
Gillibrand’s office in February announced that the senator had requested the USDA expand the availability of barley-crop insurance beyond the 28 New York counties that could offer the coverage.
In Central New York, they included Onondaga, Madison, Oneida, Cayuga, Jefferson, Cortland, Herkimer, and Tioga counties.
In her letter, Gillibrand explained “many” producers outside these areas would “benefit” from crop insurance for barley.
Since 2011, the number of farm-based breweries, cideries, and distilleries has increased 72 percent in New York, creating “significant demand” for barley and other small grains, according to Gillibrand.
Under the 2012 legislation creating a farm-brewery license, producers must source a certain percentage of their grain from New York farmers.
Lawmakers designed the legislation to increase demand for locally grown products to “further increase” economic impact and create new businesses surrounding the brewing industry.
But the current USDA policies “may discourage” farmers in New York from growing barley, Gillibrand argued in her appeal to the agency.
Under the policy that the RMA will offer in 2017, if a producer holds a contract to sell malting barley and suffers a yield loss, the insurance can pay up to 1.85 times of the RMA established barley-market price for that loss, according to Gillibrand’s release.
“The crop insurance is very important to farmers in New York state because growing barley or other grains that are going to be malted is very risky,” Steve Miller of Cornell Cooperative Extension, said in his remarks at the event in Clay.
“It’s different than growing corn or soybeans or other grains that are going to go directly to feed. These are for human consumption. They have to stay alive, a viable seed,” said Miller.
The risk is higher with growing and storing malting grains than it is with other types of grains, he added.
The insurance-coverage expansion “will help convince” farmers to take some of that risk to where they will get more money for those grains. The potential for the growing industry is about 10,000 to 20,000 acres in New York, just for malting barleys.
“That can have a great impact for farmers as well as brewers to be able to source those grains here. And we’ve got about eight malt houses in the state now that are using locally owned grains for this process,” said Miller.
Contact Reinhardt at ereinhardt@cnybj.com
ANNA BRISTOL has joined CXtec as an asset-recovery specialist. Previously, she worked as a procurement, logistics, and order-resolution intern in the accounting department. Bristol holds a bachelor’s degree in finance from Le Moyne College. BRIAN GRIMSLEY joins CXtec as a business analyst. Prior to joining CXtec, he worked as a software engineer for Carrier Corporation.
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ANNA BRISTOL has joined CXtec as an asset-recovery specialist. Previously, she worked as a procurement, logistics, and order-resolution intern in the accounting department. Bristol holds a bachelor’s degree in finance from Le Moyne College.
BRIAN GRIMSLEY joins CXtec as a business analyst. Prior to joining CXtec, he worked as a software engineer for Carrier Corporation. Grimsley holds a master’s degree in computer engineering from Syracuse University and a bachelor’s degree in computer engineering from the SUNY Institute of Technology.
TRICIA JERMAIN joins CXtec as an accounting specialist. Prior to joining CXtec, she worked as a tax professional for H&R Block. Jermain holds a bachelor’s degree in accounting from SUNY Oswego.
Contact The Business Journal News Network at news@cnybj.com

Cushman Wakefield/Pyramid Brokerage Company has announced that ANTHONY OSBORNE has joined its Syracuse office as a commercial real-estate salesperson. He was previously employed by McLane Northeast. Osborne’s experience with industrial warehousing and product distribution has led him to his focus on commercial real-estate industrial sales and leasing. Contact The Business Journal News Network at news@cnybj.com
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Cushman Wakefield/Pyramid Brokerage Company has announced that ANTHONY OSBORNE has joined its Syracuse office as a commercial real-estate salesperson. He was previously employed by McLane Northeast. Osborne’s experience with industrial warehousing and product distribution has led him to his focus on commercial real-estate industrial sales and leasing.
Contact The Business Journal News Network at news@cnybj.com

JANICE MCKAY has joined Preferred Mutual Insurance Company as a claims specialist. She brings more than 25 years of insurance experience to Preferred, having most recently worked as a customer-service representative at a national insurance carrier. In her new role, McKay will be responsible for processing liability bodily injury claims and litigation. She earned a
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JANICE MCKAY has joined Preferred Mutual Insurance Company as a claims specialist. She brings more than 25 years of insurance experience to Preferred, having most recently worked as a customer-service representative at a national insurance carrier. In her new role, McKay will be responsible for processing liability bodily injury claims and litigation. She earned a bachelor’s degree from SUNY Buffalo.
Contact The Business Journal News Network at news@cnybj.com

JERRY MORAN has been named senior VP of human resources at del Lago Resort & Casino, bringing nearly 30 years’ experience in recruitment, employee relations, learning and development, and benefits/compensation administration. Moran most recently was corporate director of HR for LTD Hospitality in Chesapeake, Virginia, a hotel management company, and prior to that, he was
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JERRY MORAN has been named senior VP of human resources at del Lago Resort & Casino, bringing nearly 30 years’ experience in recruitment, employee relations, learning and development, and benefits/compensation administration. Moran most recently was corporate director of HR for LTD Hospitality in Chesapeake, Virginia, a hotel management company, and prior to that, he was VP of HR at Colwen Management in Portsmouth, New Hampshire. He has also held HR leadership positions at Mohegan Sun Casino and Foxwoods Resort Casino in Connecticut, Waldorf Astoria Hotel in New York, and Caesars World and Sheraton Desert Inn in Las Vegas.
Moran received a master’s degree in organizational psychology from Trinity University in San Antonio, Texas, and a bachelor’s degree in psychology from SUNY Cortland.
Contact The Business Journal News Network at news@cnybj.com

St. Joseph’s Physicians Family Medicine has hired DENISE LOUGEE to its Radisson Health Center in Baldwinsville. She holds a master’s degree in physician-assistant studies from Le Moyne College, and a bachelor’s degree in psychology, with minors in chemistry and health-care missions, from Harding University in Searcy, Arkansas. Lougee has practiced as a physician assistant in
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St. Joseph’s Physicians Family Medicine has hired DENISE LOUGEE to its Radisson Health Center in Baldwinsville. She holds a master’s degree in physician-assistant studies from Le Moyne College, and a bachelor’s degree in psychology, with minors in chemistry and health-care missions, from Harding University in Searcy, Arkansas.
Lougee has practiced as a physician assistant in a family care setting for seven years, most recently at Village Family Care in Baldwinsville. Her experience includes family practice management at Joseph Lorenzetti Family Practice in Seneca Falls, and as an urgent-care provider at Northeast Medical Center Urgent Care in Fayetteville.
Contact The Business Journal News Network at news@cnybj.com
BARRY SPRIGGS has been named provost of Morrisville State College (MSC). He has more than 29 years’ experience in higher education and has worked at five universities. Prior to MSC, Spriggs was dean of academic services at Lehigh Carbon Community College in Schnecksville, Pennsylvania. He also served as adjunct criminal justice and sociology instructor, associate
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BARRY SPRIGGS has been named provost of Morrisville State College (MSC). He has more than 29 years’ experience in higher education and has worked at five universities. Prior to MSC, Spriggs was dean of academic services at Lehigh Carbon Community College in Schnecksville, Pennsylvania. He also served as adjunct criminal justice and sociology instructor, associate professor and chair of criminal justice, dean of students, as well as co-coordinator of institutional research and effectiveness. Spriggs earned his bachelor’s degree in criminal justice and master’s degree in administration of justice — both from Shippensburg University in Shippensburg, Pennsylvania. He received his Ph.D. in sociology from South Dakota State University.
GRAHAM GARNER has been named executive director of communications and marketing at MSC. His career in higher education spans more than 13 years. During that time, he has led communications, development, and alumni relations, and has created effective initiatives in branding, advertising, and messaging. Prior to MSC, Garner served as VP for marketing and communications at Wartburg College in Waverly, Iowa. He has also held positions as VP for university advancement at the South Dakota School of Mines and Technology, and director of university relations at Idaho State University. Garner earned a bachelor’s degree in political science, a master’s degree in public administration, and is completing a doctorate in educational leadership, higher education administration — all from Idaho State University.
ROBERT BLANCHET is MSC’s new dean of admissions. He has been a part of the admissions process in higher education for more than 14 years. Blanchet was previously the director of admissions for SUNY Cobleskill and also worked as a senior admissions advisor at The College at Brockport. He earned a bachelor’s degree in communication applications and a master’s degree in communication, both from The College at Brockport, and is completing his Ed.D. in executive leadership from St. John Fisher College.
Contact The Business Journal News Network at news@cnybj.com
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