HEALTHCARE COMPLIANCE AND ANTI-FRAUD ATTORNEYS: We represent health care professionals and healthcare corporations involving any health care COMPLIANCE AND/OR FRAUD investigation, litigation, or audits involving physicians, pharmacists, health care providers, executives, billers, and consultants including charges involving: over-billing for services (up-coding), retaining overpayments, CIA’S, BAA’S, allegations of billing for medical services that were not provided, or not medically necessary, financial conflicts, fraudulent drug pricing, false claims- costs report fraud.

As Healthcare Compliance/ Anti-fraud attorneys, we provide healthcare providers with the necessary safeguards to prevent litigation as well as investigative expertise in cases involving Stark, HIPAA, HITECH, including Medicare Integrity Program (CIA) issues, Medicare Audits involving Coding (ICD-9-CM, IPPS, MS-DRG’s and MDC), DME and pharmaceutical billing issues involving “exploding charges”, “gang visits”, DME and breaches in assignment agreements, Title XI, Section 28A audits (CMP law) and OIG cases and disciplinary licensing issues.

OSHA COMPLIANCE: We can create compliance programs including Bloodborne Pathogen and Sharp Injury Prevention Training for healthcare providers staff to comply with OSHA’s mandate that any employee who is at risk of exposure to blood or other potentially infectious material, MRSA and dangerous pathogens, OSHA Safety policies, procedures, and forms designed specifically for ambulatory medical facilities. Contact us today: 1 888 888-4560

ADA TITLE I-II-III CASES:

Our CFLCL attorneys represent employers and possess the expertise and experience needed to successfully litigate disability-related actions and issues. CFCLC lawyers have handled several dozen lawsuits (including trials, discovery, motions, and early negotiated settlements or arbitration) arising under the Americans with Disabilities Act (ADA) and state disability laws. CFLCL has represented employers involved with ADA “public accommodations” ranging from nursing homes, restaurants, and bars involving architectural compliance issues. CFCLC formidable ADA experience has made the firm’s lawyers earn a reputation for being tough but fair.

Title I of the Americans with Disabilities Act of 1990 (ADA)

This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business. Employers, are you ADA compliant?

Sections 102 and 103 of the Civil Rights Act of 1991
Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases.

Sections 501 and 505 of the Rehabilitation Act of 1973
This law makes it illegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.

TITLE VII CASES:

EMPLOYMENT LAW: EEOC INVESTIGATIONS, COMPLIANCE ISSUES, DOL INVESTIGATIONS REGARDING WAGE AND HOUR DISPUTES, and WRONGFUL DISCHARGE ISSUES. We also handle FMLA/ADA and FLSA and the USERRA ISSUES ( Uniformed Services Employment and Reemployment Rights Act).

Employers, are you in compliance or at risk for EEOC investigations?

Under Title VII of the Civil Rights Act of 1964, it is illegal for your employer to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.

"Employers are you in compliance with Title VII, The Pregancy Discrimination Act and the Equal Pay Act of 1963? Be proactive and  keep informed!"

ADMINISTRATIVE LAW ATTORNEYS: HEALTHCARE LICENSING CASES: Our CFLCL attorneys provide litigation support services in both federal and state law courts. We also provide healthcare administrative law representation for doctors and nurses. All healthcare professionals should be informed BEFORE any licensing issues arise as to what to do when a patient or patient’s family member files a complaint against you as a nurse or doctor. Revocation or suspension of your medical license or nursing license can have an enormous adverse impact under federal law. Make sure you have excellent legal representation by one of our top notch administrative law attorneys .

Please feel free to call 1 888-888-4560 to set up an appointment to discuss your case.