<div dir="ltr"><span id="gmail-docs-internal-guid-4ee1a45e-7fff-1a2b-c809-532750196991"><p style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Dear members, </span></p><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap"><br></span></p><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">On May 11, 2021 DOH released updated wage parity and certification guidance to outline important changes about how FIs and other organizations must comply with wage parity requirements. The new guidelines require annual wage parity certifications be submitted by FIs to DOH electronically, two new forms that must be sent to the Department of Labor (DOL) and increased penalties for compliance failures.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">As a reminder, the wage parity law only impacts FIs that serve cases in New York City, Nassau, Suffolk, and Westchester counties.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">The following is a summary of the DOH guidance that applies strictly to FIs and LHCSAs. If you have a CHHA or LTHHCP, there are additional rules and requirements. </span><a href="https://www.health.ny.gov/health_care/medicaid/redesign/mrt61/2021-05-11_wage_parity.htm" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap">Click here</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap"> to view the guidance in its entirety. The new forms must be submitted on or before </span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">May 31</span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">* this year. Please reach out to us directly if you have any questions about the updated requirements.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">* - The DOH guidance document gives two dates, June 1 and May 31 2021. The requirement is that these forms be submitted on or before May 31. Do NOT wait until June 1 to submit or you may be found to be out of compliance.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Wage Parity Certification </span></p><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">As mentioned above, wage parity is a law that applies only to services provided in New York City and Nassau, Suffolk, and Westchester counties. Last year, CDPAANYS provided a summary of new requirements included in the FY 2020-21 budget. As a brief refresher, the following changes were made:</span></p><ul style="margin-top:0px;margin-bottom:0px"><li dir="ltr" style="list-style-type:disc;font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre"><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">FIs cannot have a benefit plan that returns any unused wage, benefit or other item of value to the FI, or anyone associated with the FI except the worker.</span></p></li><li dir="ltr" style="list-style-type:disc;font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre"><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">FIs must have an independent audit that certifies their wage parity compliance.</span></p></li><li dir="ltr" style="list-style-type:disc;font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre"><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Changes to the labor law that requires FIs to provide notice to PAs about how they meet the benefits portion of the law. A breakdown of hourly costs and benefits must be included on PA paychecks.</span></p></li></ul><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Beginning on May 31st of this year, FIs must </span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">electronically</span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap"> submit a certification of compliance with the updated wage parity requirements to the </span><a href="https://portal.emedny.org/provider/portal/login?execution=e1s1" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap">eMedNY provider portal</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">. The annual certifications require FIs to attest that they are in compliance with the wage parity law and any related regulations, that any unused dollars used to meet the wage and benefit requirements may only be disbursed to PAs. It further requires that FIs retain records verifying their wage parity compliance for ten years. These records must be available for DOH to audit, with possible retroactive cost collection if an FI is found to be out of compliance.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Department of Labor Audit and Certification Requirements</span></p><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">The guidance also laid out new reporting requirements in relation to the Department of Labor. Beginning </span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">May 31, 2022, </span><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">new </span><a href="https://dol.ny.gov/home-health-care-aides-and-wage-parity" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap">DOL wage parity</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap"> documents will be required in order to  account for the year prior. These forms must be submitted annually thereafter. </span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">The new forms include a statement on the certification that your FI has provided each MMCO, MLTC, CHHA, and LTHHCP that you contract with an annual statement of wage parity hours and expenses on</span><a href="https://dol.ny.gov/system/files/documents/2021/03/ls300.pdf" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap"> DOL Form LS-300</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">, as well as an independently audited financial statement verifying wage parity and expenses on </span><a href="https://dol.ny.gov/system/files/documents/2021/03/ls301_wage-parity-audito-statement.pdf" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap">DOL Form LS-301</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-weight:700;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Penalties for Wage Parity Non-Compliance</span></p><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">Penalties have been increased for organizations that are not in compliance with the wage parity law. It is now a misdemeanor for an FI to willingly compensate employees less than the required minimum wage and benefit mix established by the law. Those found guilty of a first offense face a fine of $500, up to thirty days imprisonment, or both. For a second offense, an FI will be fined $1,000 and the contract on which the violation occurred shall be forfeit. An FI convicted of a second violation will lose their right to provide Medicaid services, meaning that any affiliated LHCSA or other entity will also no longer be able to bill Medicaid, even if it was in compliance.</span></p><br><p dir="ltr" style="line-height:1.38;margin-top:0pt;margin-bottom:0pt"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-style:italic;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">For more information on this guidance, please reach out to Julia Battista, CDPAANYS Policy Associate, at </span><a href="mailto:julia@cdpaanys.org" style="text-decoration-line:none"><span style="font-size:11pt;font-family:Arial;background-color:transparent;font-style:italic;font-variant-numeric:normal;font-variant-east-asian:normal;text-decoration-line:underline;vertical-align:baseline;white-space:pre-wrap">julia@cdpaanys.org</span></a><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-style:italic;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">, or at 518-813-9537.</span></p></span><br class="gmail-Apple-interchange-newline"><div><br></div>-- <br><div dir="ltr" class="gmail_signature" data-smartmail="gmail_signature"><div dir="ltr"><div dir="ltr"><div style="font-size:12.8px"><font color="#000000"><b>Julia Battista</b></font></div><div style="font-size:12.8px"><div style="color:rgb(34,34,34);font-size:small"><span style="color:rgb(0,0,0);font-size:12.8px">Policy Associate</span><br></div><div style="color:rgb(34,34,34);font-size:small"><b><font color="#990000">CDPAANYS</font></b></div><div style="color:rgb(34,34,34);font-size:small">Pronouns: she/her</div><div style="color:rgb(34,34,34);font-size:small">518-813-9537</div><div style="color:rgb(34,34,34);font-size:small"><br></div><div style="color:rgb(34,34,34);font-size:small"><b><i>Did you know you can join the movement to support CDPA? Join as an Individual Member for as little as $25/year! For more information, visit <a href="https://cdpaanys.org/join/" style="color:rgb(17,85,204)" target="_blank">https://cdpaanys.org/join/</a>.</i></b></div></div><div style="color:rgb(136,136,136);font-size:12.8px"><span style="color:rgb(17,85,204)"></span></div></div></div></div></div>