The Lead September 5, 2024 - LeadingAge Illinois

From the Desk of Angela Schnepf, President and CEO

You can help set the member-driven 2025 LeadingAge Illinois Public Policy Priorities. The legislative session will be held from January to May, and we are proactively planning our member-driven public policy priorities. We will leverage member input on current challenges to develop effective legislative solutions. The past two legislative sessions have been among the most successful in our association’s history. We eagerly anticipate your contributions for the 2025 session. Click below to RSVP for the upcoming forums.

CCRC/LPC

September 6

10-11:30 a.m.

SNF

September 13

10-11:30 a.m.

If you have any questions or would like to submit written ideas and feedback, contact Jason Speaks, director of government relations.

Kindest Regards,

Angela

Member Announcements

New board member spotlight : Andy Kazmierczak – Director At-Large

Andy Kazmierczak a new member of the LeadingAge Illinois Board. Andy brings a wealth of experience in senior living management, currently serving as Regional Vice President of Operations at Lifespace Communities. In this role, he oversees the North region, which includes seven continuing care retirement communities across five states, including 3 communities in Illinois. Lifespace Communities owns and operates 16 communities across 7 states.

Before his current role, Andy served as Executive Director at Oak Trace in Downers Grove, IL, where he successfully managed day-to-day operations and helped kick-off an expansion project adding 140 new independent living apartments and various amenities to campus.

Andy received a bachelor’s degree in economics from the University of Illinois, Urbana-Champaign, and is a Licensed Nursing Home Administrator in Illinois. Andy and his wife reside in Arlington Heights, Illinois with their 3 children. When away from work Andy enjoys spending time with family, reading, and playing golf. His strategic vision and dedication to improving the lives of older adults make him a valuable addition to our board.

Top Stories

HFS Medicaid Provider Revalidation Town Halls

HFS is hosting virtual town halls on their Medicaid provider revalidation requirement.

As we informed you previously, the Centers for Medicare & Medicaid Services (CMS) requires state Medicaid programs to revalidate all actively enrolled Medicaid providers at least every five years. As a result of the COVID-19 Public Health Emergency (PHE), this revalidation process was paused beginning in calendar year 2020.

Starting on September 3, 2024, all providers will be required to revalidate based upon their enrollment date.
Failure to revalidate will result in the provider being removed from Medicaid.
When removed, providers will NOT be able to bill for some of their most vulnerable patients and clients.
Revalidation notices will be sent to providers by the Illinois Department of Healthcare and Family Services (HFS) in rolling stages beginning in September 2024 and continuing throughout calendar year 2025.
Regular five-year revalidation will then be ongoing.
To ensure that providers are fully informed, HFS has gathered instructions and materials on their IMPACT Revalidation page.

HFS will be having several other virtual sessions, as mentioned in a recent provider notice, which you can sign up for below:

September 26, 2024 1:30 pm – 2:30 pm – Register Here
October 24, 2024 3:00 pm – 4:00 pm – Register Here

2024-2025 COVID-19 Vaccines Receive EUA

On August 22, the U.S Food and Drug Administration (FDA) approved and granted emergency use authorization (EUA) for updated mRNA COVID-19 vaccines to include a monovalent component that corresponds with the Omicron KP.2 variant strain of COVID-19. The EUA includes Moderna and Pfizer for individuals 11 years of age and older as well as Comirnaty and Spikevax for individuals 12 years of age and older.

Individuals 12 years of age and older are encouraged to receive a single dose of the updated, approved Comirnaty or Spikevax, if previously vaccinated, at least 2 months since the last dose of any COVID-19 vaccine.

You can view the FDA’s announcement on the EUA here

IDPH Warns of Increasing Cases of Candida auris in Southern Illinois

The Illinois Department of Public Health (IDPH) released a health advisory regarding an increase in cases of Candida auris (C. auris) in Southern Illinois counties, in part associated with an outbreak in the metro St. Louis area. Cases from the St. Louis outbreak were subsequently discharged to the following counties/jurisdictions: Adams, DeWitt, Greene, East Side District, Jackson, Jasper, Madison, Marion, Piatt, pope, Sangamon, St. Clair, and Williamson. C. auris is a multidrug resistant fungus that can cause invasive disease and colonize individuals, especially among patients/residents who require complex medical care and is a public health concern due to the resistance of some C. auris to all three types of antifungal medications, as well as its potential to spread and cause outbreaks in health care settings.

What do providers need to do?

Skilled nursing providers receiving residents with wounds requiring a dressing or indwelling medical devices (including central lines, urinary catheters, feeding tubes, and tracheostomy/ventilators) should place these residents on enhanced barrier precautions (EBP) unless there is an indication for contact precautions which supersedes EBP. The standards for EBP in nursing homes can be found here.

Ensure disinfectants on the Environmental Protection Agency (EPA) List P are available in all health care settings. Disinfect rooms of residents with confirmed or suspected C. auris infection or colonization with a List P agent. Quaternary ammonium (or QUATS) commonly used in health care settings may not be effective against C. auris.

All providers should query or receive automated alerts from the XDRO Registry for all new admissions to identify residents with C. auris and place them on appropriate transmission-based precautions (TBP). Those who do not have access to the registry can register for access and view the available training videos or contact their local health department if they need assistance.

All providers should communicate information about C. auris and transmission-based precautions at transitions of care utilizing the Inter-Facility Infection Prevention Transfer Form or other means of communication. Consider flagging resident records indicating they have C. auris to prompt initiation of TBP during subsequent admissions.

Residents with C. auris in nursing homes, should be managed using contact precautions as described in the CDC and IDPH guidance.

Outpatient settings should inform and educate healthcare personnel (HCP) about the presence of a patient with C. auris and the need for infection control measures outlined below. Use alcohol-based hand rub (ABHR) as the preferred methods for cleaning hands when they are not visibly soiled. If hands are visibly soiled, they must be washed with soap and water. Always perform hand hygiene when entering and leaving patient’s rooms. Use of gown and gloves with proper donning and doffing techniques if extensive patient contact is anticipated or contact with infected area is planned. Thoroughly clean and disinfect the areas in the building the patient came into contact with by using disinfectants from EPA List P. Communicate C. auris infection if the patient needs admitted or referred to another provider.

Home care settings should ensure HCP are utilizing good hand hygiene with the use of ABHR. Gown and gloves with proper donning and doffing techniques must be used when entering the area of the house where the patient will receive care. Properly clean any reusable equipment brought to the home after each use. Communicate the patient’s C. auris status to other healthcare providers.

OSHA Proposes Rule on Heat Injury and Illness Prevention

The Occupational Safety and Health Administration (OSHA) published a Notice of Proposed Rulemaking (NPRM) on August 30, 2024. While this Standard does not appear to be very applicable to health care providers, initial review may include health care settings based on the scope of duties for certain individuals. With these individuals performing duties or in the environment(s) that are included, the organization as a whole will be impacted and expected to comply if they employee 10 or more individuals.

Scope:

This standard applies to all employers except those that are exempt. Exemptions from the standard include:

Work activities for which there is no reasonable expectation of exposure at or above the initial heat trigger.
Short duration employee exposures at or above the initial heat trigger of 15 minutes or less in any 60-minute period.
Organizations whose primary function includes firefighting, emergency response, emergency medical services, technical search and rescue.
Work activities performed in indoor work areas or vehicles where air-conditioning consistently keeps the ambient temperature below 80 degrees Fahrenheit.
Telework
Sedentary work activities at indoor work areas that only involve some combination of the following: sitting, occasional standing and walking for brief periods, occasional lifting of objects weighing less than 10 pounds.

Heat Injury and Illness Prevention Plan:

Employers must develop and implement a work site heat injury and illness prevention plan (HIIPP) with site-specific information which includes:

A comprehensive list of the types of work activities covered in the plan.
Policies and procedures necessary to comply with the requirements of the standard.
An identification of the heat metric (heat index or wet bulb globe temperature) the employer will monitor.

If the employer has employees who wear vapor-impermeable clothing, the employer must evaluate heat stress hazards resulting from these clothing and implement policies and procedures based on reputable sources to protect employees while wearing these clothing. The employer must include these policies and procedures and document the evaluation in the HIIPP.

If the employer has more than 10 employees, the HIIPP must be written.

The employer must designate one or more heat safety coordinators to implement and monitor the HIIPP. This person must have the authority to ensure compliance with all aspects of the HIIPP.

The employer must seek the input and involvement of non-managerial employees and their representatives, as applicable, in the development and implementation of the HIIPP.

Whenever a heat-related illness or injury occurs that results in death, days away from work, medical treatment beyond first aid, or loss of consciousness, the HIIPP must be evaluated for effectiveness. In addition, the HIIPP must be reviewed at least annually with updates as necessary. During any reviews and updates, the employer must seek involvement and input of non-managerial employees and their representatives as applicable.

The HIIPP must be readily available at the work site to all employees performing work at the work site and in a language that each employee, supervisor, and heat safety coordinator understands.

Identifying Heat Hazards:

For outdoor work, the employer must monitor heat conditions by tracking the local heat index forecasts provided by the National Weather Service or other reputable sources or as close as possible to the work area the employer must measure the heat index, or ambient temperature and humidity measured separately to calculate the heat index, or use a wet globe temperature. This must be completed with sufficient frequency to determine with reasonable accuracy, the employees exposure to heat.

For indoor work, the employer must monitor with sufficient frequency and accuracy, the employees’ exposure to heat. This must be completed by using the heat index or ambient temperature and humidity measured separately to calculate the heat index, or ambient temperature and humidity measured separately to calculate heat index, or by using a wet bulb globe temperature.

Whenever there is a change in production, processes, equipment, controls, or a substantial increase in outdoor temperatures which has the potential to increase heat exposure indoors, the employer must evaluate any affected work area(s) to identify where there is reasonable expectation that employees are or may be exposed to heat at or above the initial heat trigger. The employer must update their monitoring plan or develop and implement a monitoring plan to account for any increases to heat exposure.

Heat Metric:

The heat metric the employer chooses to monitor will determine the applicable initial and high heat triggers for purposes of this standard. If the employer does not identify their choice of heat metric in the HIIPP or monitor it as required, the initial and high heat triggers will be the heat index values identified in the definitions of the standard. (Note the heat index references the National Weather Service heat index, which combines ambient temperature and humidity and the high heat trigger is a heat index of 90 degrees Fahrenheit or a wet bulb globe temperature equal to the National Institute for Occupational Safety and Health (NIOSH) Recommended Exposure Limit. The employer can assume that the temperature at a work area is at or above both the initial heat and high heat triggers instead of conducting on-site measurements or tracking local forecasts. In such cases, the employer must provide all control measures outlined in the standard.

Requirements at or Above the Initial Heat Trigger:

The employer must implement the controls when employees are exposed to heat at or above the initial heat trigger. These controls include:

Providing the employee with access to potable water for drinking that is:
- Placed in readily accessible locations.
- Suitably cool.
- In quantities of 1 quart of drinking water per employee per hour.
Rest breaks:
- Provide one or more area(s) for employees to take breaks that can accommodate the number of employees on break that is readily accessible and has at least one of the following:
  - Artificial shade such as a tent or pavilion, natural shade such as trees. Shade from equipment that provides blockage of direct sunlight is not acceptable.
  - Air conditioning if the break area is in a trailer, vehicle, or structure.

If the break area is in an indoor work site, the employer must provide one or more area(s) for employees to take breaks that is air-conditioned or has increased air movement and, if appropriate, de-humidification and can accommodate the number of employees on break and is readily accessible.
The employer must provide employees a minimum of 15-minute paid rest break at least every two hours in the break area identified above. A meal break may count as a rest break, even it is not otherwise required by law to be paid.
Periods during which employees are donning and doffing PPE and walking to/from the break area must not be counted towards the total time provided for the break.
Indoor work area controls include:
- Increased air movement such as fans or comparable natural ventilation and, if appropriate, de-humidification.
- Air-conditioned work area.
- In cases of radiant heat sources, other measures that effectively reduce employee exposure to radiant heat in the work areas such as shielding/barriers, isolating heat sources. Radiant heat includes heat transferred by electromagnetic waves between surfaces which can include the sun, hot objects, hot liquids, hot surfaces, and fire.
At ambient temperatures above 102 degrees Fahrenheit, if the employer is providing fans to comply with the controls, the employer must evaluate the humidity to determine if fan use is harmful. If the employer determines the use is harmful, the fan use must be discontinued.
The employer must allow and encourage employees to take paid rest breaks if needed to prevent overheating.
The employer must maintain a means of effective, two-way communication with employees and regularly communicate with employees.
If the employer provides employees with cooling personal protective equipment (PPE), the employer must ensure the cooling properties of the PPE are maintained at all times during use.

Acclimatization:

Acclimatization refers to the body’s adaption to work in the heat as a person is exposed to heat gradually over time, which reduces the strain caused by heat stress and enables a person to work with less change of heat illness or injury.

Employers must implement protocols for each acclimatization for new employees during their first week on the job including a plan that at a minimum includes:
- Gradual acclimatization to heat in which the employee’s exposure is gradually increased.
- During the first week, no more than 20% duration of a normal work shift should be exposed to high heat, 40% on the second day, 60% on the third day, and 80% on the fourth.
Employees returning to work following an absence of 14 or more days must be gradually acclimated to high heats including restricting exposure to no more than 50% of a normal work shift on the first day, 60% on the second day, and 80% on the third day.
If the employer can demonstrate that the employee consistently worked under the same or similar conditions as the employer’s working conditions within the prior 15-days is exempt from acclimatization.

Observation for Signs and Symptoms:

The employer must implement at least one of the following methods of observing employees for signs and symptoms of heat-related illness:

A mandatory buddy system in which co-workers observe each other.
Observation by a supervisor or heat safety coordinator, with no more than 20 employees observed per supervisor or heat safety coordinator.
Employees who are alone at a work site must maintain means of effective two-way communication and make contact with the employee at least every two hours.

Hazard Alert:

Prior to the work shift or upon determining the high heat trigger is met or exceeded, the employer must notify employees of the following:

The importance of drinking plenty of water.
Employees right to, at their election, take rest breaks if needed and what is provided to them according to the standards.
How to seek help in a heat emergency.
For mobile work sites, the employer must also include the location of the rest break area(s).

Excessively High Heat Areas:

The employer must place warning signs at indoor work areas with ambient temperatures that regularly exceed 120 degrees Fahrenheit. These signs must be legible, visible, and understandable to employees entering the work areas.

Heat Illness and Emergency Response Planning:

As part of the HIIPP, the employer must develop and implement a heat emergency response plan that includes:

A list of emergency phone numbers (such as 911).
A description of how employees can contact a supervisor and emergency medical services.
Individuals designated to ensure that heat emergency procedures are invoked when appropriate.
A description of how to transport employees to a place where they can be reached by an emergency medical provider.
Clear and precise directions to the work site, including the address of the work site, which can be provided to emergency dispatchers.
Procedures for responding to an employee experiencing signs and symptoms of heat-related illness, including heat emergency procedures for responding to an employee with suspected heat stroke.

If an employee is experiencing signs and symptoms of heat-related illness, the employer must:

Relieve them from duty.
Monitor them.
Ensure they are not left alone.
Offer them on-site first aid or medical services before ending monitoring.
Provide them with the means to reduce their body temperature.

If an employee is experiencing signs and symptoms of a heat emergency, the employer must:

Take immediate actions to reduce the employee’s body temperature before emergency medical services arrive.
Contact emergency medical services immediately.
Complete actions included in heat-related illness.

Training:

Prior to any work at or above the initial heat trigger, the employer must ensure that each employee receives training on, and understands the following:

Heat stress hazards.
Heat-related injuries and illnesses.
Risk factors for heat-related injury or illness, including the contributions of physical exertion, clothing, PPE, a lack of acclimatization, and personal risk factors such as age, health, alcohol consumption, and use of certain medications.
Signs and symptoms of heat-related illness and which ones require emergency action.
The importance of removing PPE that may impair cooling during rest breaks.
Importance of taking rest breaks to prevent heat-related illness or injury and that rest breaks are paid.
The importance of drinking water to prevent heat-related illness or injury.
Location of break areas.
Location of employer-provided water.
Importance of employees reporting any signs and symptoms of heat-related illness they may experience, and those they observe in co-workers.
All policies and procedures that are applicable to the employee’s duties, as included in the work site’s HIIPP.
The identity of the safety coordinator(s).
Requirements included in this standard.
How the employee can access the HIIPP.
The employee’s right to the protections required by the standard and employers are prohibited from discharging or in any manner discriminating against an employee for exercising their rights.
If the employer is required to place warning signs for excessively high heat areas, they must train employees in the procedures to follow when working in these areas.

Each supervisor responsible for supervising employees performing any work at or above the initial heat trigger and each heat safety coordinator must receive training and demonstrate understanding on topics outlined above as well as:

Policies and procedures for monitoring heat conditions.
The procedures the supervisor or heat safety coordinator must follow if an employee exhibits signs and symptoms of heat related illness.

The employer must ensure that each employee, supervisor, and heat safety coordinator receives annual training on the information outlined above. For employees who perform work outdoors, the employer must conduct the annual refresher training before or at the start of heat season.

Anytime changes occur to the employee’s exposure to heat at work, the employer changes the policies or procedures, there is an indication that the employee has not retained the information, and/or a heat related injury or illness occurs at the work site that results in death, days away from work, medical treatment beyond first aid, or loss of consciousness, supplemental training must be provided.

Training must be conducted in a language and at a literacy level each employee, supervisor, and heat safety coordinator understands with opportunities for the employees to ask questions about training materials.

Recordkeeping:

If the employer conducts on-site measurements at indoor work areas, they must have written or electronic records of the measurements that are retained for 6 months.

Comments are due on the NPRM by December 30, 2024, and can be submitted electronically at https://www.regulations.gov and reference Docket No. OSHA-2021-0009.

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Upcoming IDPH Training Opportunities

The IDPH Office of Preparedness and Response (OPR) in conjunction with Texas A&M Engineering Extension Service invites participants to register for Medical Preparedness and Response for Bombing Incidents. This interactive program employs case studies, lessons learned, validated medical data, and potential threats to providers. Sessions will address planning considerations, concerns specific to medical responders, law enforcement, and emergency planners. This training is 16 hours in duration, hosted on October 9 & 10, 2024 from 8 a.m. – 5 p.m. located at 1 Natural Resources Way, Springfield Illinois. You can register for this training here.

The IDPH OPR is offering a Mass Fatalities Planning and Response for Rural Communities education event in conjunction with the Rural Domestic Preparedness Consortium. This training will teach participants the basics of mass fatality response while providing opportunities to exchange rural perceptions and brainstorm solutions to simulated emergencies. This 8-hour course is scheduled for October 8, 2024 at 1 Natural Resources Way, Springfield Illinois. You can register for this event here.

Assisted Living

LeadingAge National Assisted Living Member Network

You can join Assisted Living members at the quarterly network meeting on Thursday, September 25 at 1:00pm CT. The meeting will focus on pertinent assisted living topics and time for network engagement. If you have any questions, please reach out to LeadingAge National. The link to register can be found here.

Supportive Living

Public Notice for SLP Waiver Amendment / Cost Reports

The Illinois Department of Healthcare and Family Services (HFS) will be submitting a waiver amendment to federal CMS in order to implement legislation that was passed by the General Assembly and signed by Governor Pritzker. The proposed amendment must be posted for public notice and comment.

Although there was legislation that was signed increasing the personal needs allowance from $90 per month to $120, upon review it was determined this did not have to be included in the amendment since a specific amount is not identified in the approved waiver. The administrative rules for the Program will be amended.

HFS also recently released updated cost reports.

Nursing and Rehabilitation

CMS Staffing Mandate Impact

Our team has completed a review of the CMS Staffing Mandate with results of how members would fare under federal mandates using the current PBJ data January 1 to March 31, 2024. If you are interested in this data, please contact Jason Speaks, director of government relations.

MA Prior Authorization Data Collection Initiative

The deadline to submit August Data for the MA Prior Authorization Data Collection Initiative is September 13. Members are reminded that LeadingAge is asking members to submit data for one month on the prior authorization and re-authorization requests they make on behalf of the individuals they serve. This initiative kicked off for August data, which they ask members to submit no later than September 13.

This data is not currently available through other sources as MA plans are not required to report this information to CMS. Policymakers have asked for data that shows our concerns on prior authorizations and re-authorization requests. This data will help demonstrate the magnitude of the number of requests that our members must respond to monthly and speak to the administrative burden it places on providers.

In addition, prior authorizations and continuation of care and service requests place stress on beneficiaries not knowing if they will get the care they need. For members who did not collect data for August, we will continue to accept/ data for September and future months.

All monthly data submissions can be sent to Nicole Fallon. This data will provide critical evidence to support advocacy efforts including countering claims by the health plan association that the issues with prior authorizations are made up. Data submitted will be aggregated and reported only if we receive sufficient submissions. Details on how to complete the data spreadsheet for this effort are explained in a recorded July 30 session or in one of the provider-specific guides listed below.

Here is the recording and the data collection tools:

Understanding Your LeadingAge 5-Star Quality Metrics Report

Quarterly, LeadingAge Illinois distributes a 5-Star Quality Metrics report that is in partnership with LeadingAge and LeadingAge New York. This report is a great benefit for members as it helps identify your current 5-Star rating as displayed on Care Compare. The report also breaks down your score into the different components that make up your overall 5-Star Rating and can be used as a quality assurance tool to improve quality within your communities. Kellie Van Ree, Director of Clinical Services with LeadingAge Illinois is offering one on one education sessions on how to use this report to achieve the most benefits. If you’re interested in setting up a virtual meeting with Kellie, please email kvanree@leadingageil.org or call (630-325-9186) to set up an appointment.

NSHN Upcoming Webinar on LTCF Respiratory Pathogens Module and Up to Date Definitions for Vaccine Reporting

The Center for Disease Control & Prevention (CDC) National Healthcare Safety Network (NHSN) is hosting a LTCF Respiratory Pathogens Module: Updates to Resident Data Collection Form and Up to Date Definition for Weekly COVID-19 Vaccination Data Reporting of Healthcare Personnel and Residents on September 24 at 12 p.m. CT. Register in advance for this webinar here. After registering, you will receive a confirmation email containing information about joining the webinar.

In addition, there are replays of the September 24 webinar scheduled on October 1, at 12 p.m. CT, October 9 at 12 p.m. CT and October 16 at 12 p.m. CT. Registration is required for replay sessions and can be found by clicking on the link attached to the corresponding day.

What LeadingAge Knows About CMS’ Schizophrenia Audits

LeadingAge has recently heard increased concern from members and states about the Centers for Medicare & Medicaid Services’ (CMS) schizophrenia audits. LeadingAge reached out to both CMS and the Center of Excellence for Behavioral Health in Nursing Facilities to learn more and has compiled information to assist members who may be facing these audits.

Jensen Hughes Prepares an Overview of LSC Healthcare Interpretations Task Force

The Healthcare Interpretations Task Force (HITF) is a unique coalition of healthcare organizations and authorities having jurisdiction and convenes annually to assess and discuss interpretations of specific questions related to NFPA codes and standards. Their goal is to ensure consistency in how these codes and standards are understood and implemented. In June, the group gathered in Orlando during the NFPA’s annual conference and exposition. The discussions and subsequent voting by members led to several interpretations that directly impact healthcare organizations, particularly those required to maintain compliance with the Life Safety Code, including those under the Center for Medicare & Medicaid Services (CMS) oversight. Three interpretations were discussed and presented: alcoves/hazardous areas, delayed locked egress locking systems and alcohol-based hand rub dispensers. LeadingAge’s representation at the meeting, Jensen Hughes has prepared an overview of the Healthcare Interpretations Task Force Address Several Life Safety Issues.

CMS Releases Updated Section GG Resources

The Centers for Medicare & Medicaid Services (CMS) is offering an updated series of web-based training courses that provide an overview of the assessment and guidance to promote accurate coding of the post-acute care (PAC) cross-setting Section GG data elements. Each course contains interactive exercises to test your understanding. These courses can be accessed by clicking on the link below.

CDC Revises Updated Outbreak Response Tools & Respiratory Virus Resources

Earlier in August, the Centers for Disease Control & Prevention (CDC) updated resources for healthcare associated infection (HAI) control and outbreak response. This resource includes links to several tools that can be utilized to mitigate infection transmission in health care settings including training, prevention and response toolkits, pathogen and infection type-specific resources, and environmental-specific resources.

In addition, CDC continues to update resources on respiratory viruses including the Respiratory Illness Data Channel that provides information on current respiratory illness activity, the Nursing Homes COVID Data Dashboard, and the Nursing Homes COVID Vaccination Data Dashboard. CDC is hosting a webinar on September 16 at 12 p.m. CT to provide an overview of the latest respiratory virus vaccination recommendations, testing and treatment guidance, and infection prevention strategies. You can register for that webinar here.

LeadingAge Asks CDC to Reconsider Duration of Isolation

On August 27, LeadingAge sent a letter to the Center for Disease Control & Prevention (CDC) Director, Mandy Cohen, advocating for revised COVID-19 guidance for nursing home providers. LeadingAge Illinois members have questioned if they can advocate as well. During discussions with LeadingAge on this topic, they encouraged members to advocate to the CDC, as the Centers for Medicare & Medicaid Services (CMS) has nursing homes following national standards. In this case, that is the CDC. Members can use the letter as a guide to draft a personal letter from your communities to advocate for change.

NHSN Reminds Providers on Reporting Influenza Vaccines

The National Healthcare Safety Network (NHSN) sent an email blast on August 29 reminding users to prepare for reporting healthcare personnel influenza vaccination data during the 2024/2025 respiratory virus season. Nursing homes, among other CMS-certified providers, are required to submit at least one report annually by May 15 that reports the influenza vaccination status of all healthcare personnel working at least one day during the respiratory virus season (October 1 – March 31 annually). This report is submitted through the Healthcare Personnel Safety (HPS) component of NHSN. The HOPS component must be activated by the NHSN Facility Administrator. Learn how to activate the HPS component here and review these tips from the NHSN team for submitting data.

CMS Issues Notice of Collection of Information in the Federal Register

The Center for Medicare and Medicaid Services (CMS) published a collection of information notice in the Federal Register on August 20, 2024. This notice includes reforming requirements for nursing homes as outlined in the CY 2025 Home Health Prospective Payment System (HH PPS) Rate Update; HH Quality Reporting Program Requirements; HH Value-Based Purchasing Expanded Model Requirements; Home Intravenous Immune Globulin (IVIG) Items and Services Rate Update; and Other Medicare Policies. The proposed rule includes revisions to the LTC requirements for COVID-19 reporting to establish a new requirement for respiratory illness reporting that includes COVID-19, RSV, and Influenza.

According to the publication, CMS is required to publish a 60-day notice in the Federal Register concerning each proposed collection of information, including proposed extensions or reinstatements of an existing collection of information, before submitting the collection to OMB for approval. LeadingAge Illinois previously discussed this rule in depth and submitted comments on the proposed rule, including alternative options for collection of information that reduces the reporting burden to nursing home providers.

If you would like to submit comments on the notice, you can do so by October 21, 2024, either electronically or by mail.

Regular mail should be addressed to CMS, Office of Strategic Operations and Regulatory Affairs, Division of Regulations Development. Attention: Document Identified/OMB Control Number: CMS-10573, Room C4-26-05, 7500 Security Boulevard, Baltimore, Maryland 21244-1850.
Electronically at http://www.regulations.gov. Follow the instructions for “Comment or Submission” or “More Search Options” to find the information collection document(s) that are accepting comments.

Housing

HUD Posts New Contract Forms; HOTMA Forms Forthcoming

HUD’s Office of Multifamily Housing Programs has completed the update of a series forms required for Multifamily Section 8 Programs. The updates include HAP contract forms; however, forms needed to implement the Housing Opportunity Through Modernization Act (HOTMA) are still forthcoming from HUD. HUD’s updated forms can be accessed here.

Federal Government Plans to Distribute Free COVID-19 Tests to Individuals in the Community

The Administration for Strategic Preparedness & Response (ASPR) announced the return of four free COVID-19 tests delivered to U.S. households by ordering on www.COVIDTests.gov at the end of September, 2024. This initiative previously delivered more than 900 million tests to American households during the pandemic. ASPR also outlined several efforts to assist those who are uninsured and underserved populations with access to immediate testing and treatment for COVID-19.