Documentation Requirements: The Who, What, When, Where, Why, and How of a Medical Record

This piece is based on our recent webinar presented by Sarah Schmitz, the Owner and President of Comprehensive Billing Consultants. Sarah has over 13 years of experience in medical coding and billing and is an expert in getting you credentialed, contracted, and paid for your services quickly and properly.

You can sign up for the monthly webinar series, Entrepreneurship in ABAmailing list here.

Understanding the many facets of medical documentation can be a challenge to both patients and providers in the health care world. On one hand, medical records are critical to the treatment of patients and on the other, they are essential to the overall organization of medical records divisions within practices across the country.

The divide between what’s expected and what’s delivered can even affect payment procedures. So, realizing that the most valuable documentation to payers are the types that satisfy their requirements is key.

According to Sarah Schmitz, the Owner and President of Comprehensive Billing Consultants, knowing what’s expected and who provides those expectations on daily session notes and medical records should be the goal for every provider. However, in order to master this key concept, you should first understand the basics of daily session notes.

Say goodbye to filing cabinets and take session notes on the go with Rethink.

Why do we have daily session notes?
Daily session notes exist to document any and all services you provide. They give you the opportunity to go back and take a look at what was done and helps plan for with forward-looking care. Consistent documentation also provides evidence regarding the assessment, treatment, and progress of services for a client.

“This is important because you will need to see where a patient started and where they’re ending up,” says Schmitz.

Documentation expands the way that we communicate with other service providers and ensures practitioners and all those who receive documentation are aware of any provider, client or family involvement in the daily session. It can also serve as required evidence for insurance companies to ensure you are properly reimbursed for the services that have been rendered.

Here are a few benefits of daily session notes:

• It’s your legal protection for clients, the practice and practitioners
• It can be used for data and research
• It enables a facility to train and provide quality assessments and review of staff practices
• It helps you produce correct coding procedures
• It allows for optimal care of the client

Overall it is required that session notes be permanent, legible, accurate, timely, clear, concise, complete, encompassing and truthful. Medical records are also legally-binding and often need to be accessed or retrieved both inside and outside of a practice. Medical necessity also almost always refers back to symptoms. Therefore, documenting accurate diagnoses are equally important to billing policies and procedures for your practice.

Who will see these records?
Staff within and professionals outside your practice could potentially see client medical records. This can include administrative support staff, risk management professionals, coders and billers, insurance companies and others.

Family members could require access to session notes in order to facilitate the transfer of treatment documentation from one service provider to the next. While all session notes are not required to be sent to all coordinating providers, documentation of treatment plans must be forwarded to the referring physician at each review.

When do notes need to be completed?
The best practice for daily session notes should be completed no later than seven days from the date of service. Discharge summaries should be completed and forwarded to the referring physician within 30 days of discharge. You should refer to state and federal requirements for any medical record storage and policies associated with your service area.

Where and how do the records need to be stored?
In order for medical records to be HIPAA compliant, a copy of all records must be backed up and stored outside the family’s home. This includes in-home services. Medical records must also be locked away in a safe storage environment, such as a locked closet or room in an office.

If your practice chooses to use digital or electronic records, they must be double password protected and backed up regularly to a server or the cloud.

In the event that corrections need to be made to medical documentation, be aware that you cannot delete or edit items or words. You can however make edits with a single line drawn through notes. Any and all changes must be initialed and dated. Corrections should only be made by the original author, with supervisors serving as an exception to this rule.

Ultimately Schmitz says that the golden rule for medical records is “If it’s not documented, it didn’t happen.” So remember to be smart about meeting requirements and creating documentation that works for your patients, staff, and payers.

Rethink’s practice management makes session documentation compliance a breeze. The customizable templates ensure that each note contains all the required information, and does the dirty work for you by pre-filling information such as the client’s name, staff name, session date/time/duration, and even inserts a summary of the clinical data collected. Our customizable workflows enable you to ensure that the staff member completes the note before the session gets marked as completed and billed. Finally, a PDF copy of every session note is automatically backed up to each client’s record, giving you piece of mind during an insurance audit. Schedule a demo today at your convenience!

This summer, $10 goes a long way at Rethink!Rethink sumemr deal
For just $10 per staff member, you will receive RBT Training, Parent Training, and unlimited access to our Printable Resource Library! You’ll also receive a $1,200 credit to cover the implementation fee if you decide to explore our clinical and/or scheduling tools. Take advantage now!

Hurry, this deal ends August 1st, 2018.

Navigating Insurance: Unlocking the Denials & Appeals Process

This piece is based on our recent webinar, Navigating Insurance: Unlocking the Denials & Appeals Process, presented by Emily Roche, Director of Services at ABA Therapy Billing and Insurance Services. Emily brings a range of experience in working with ABA providers and insurance companies and has navigated contracting, appeals, and negotiations across multiple payers and states.

You can sign up for the monthly webinar series, Entrepreneurship in ABAmailing list here.


For Applied Behavior Analysis (ABA) providers, maintaining a healthy revenue stream is one of the most essential functions. Doing so helps ABA providers keep up with organizational costs, staffing and the resources necessary to run a successful practice.

However, it is not uncommon for some ABA providers to become fraught about the complexities that surround the billing and claims process. For some providers, a fear of denial can lead to avoidance of pushy insurance companies looking to negotiate. For others, fears can simply be rooted in an inability to navigate the appeals process when an insurance company issues a denial.

According to Emily Roche, “accurate billing can result in 90 percent of claims paid.” In order to collect the other 10 percent, ABA providers must learn to not only track issues, but resolve errors and overcome fears of appeals by developing a deeper understanding of how to navigate the claim denials and appeals process.

The first step for ABA providers is to understand two common types of appeals:

Clinical and Medical Necessity:  This type of appeal issue occurs at the time an ABA provider tries to request authorization when insurance companies may try to immediately deny authorization, reduce the number of hours requested or attempt to dictate service locations, goals, parent training or impose other restrictions.

Billing and Claims Processing: This type of denial or appeal issue occurs when a claim is sent in for processing or when an ABA provider reviews payments or Explanations of Benefits statements.

Roche says it is important to understand that insurance plans cannot dictate:

  • Service location
  • Parent training
  • Goals that relate to services
  • Timeline for reducing hours or phasing out services
  • Treatment bases on age threshold or years of ABA treatment

At the billing stage, it is equally important for ABA providers to be able to distinguish between different types of errors. In order to do this, providers should carefully review Explanation of Benefits statements and get to the root cause of anything that has been paid incorrectly or denied.

In order to help with both of these common issues, Emily offers a number of tips for ABA providers when working with insurance:

1. File claims in a timely fashion and pay attention to appeals deadlines. Be sure to also save all documentation if faxing or mailing claims.

2. Understand laws like the Medical Health Parity and Addiction Equity Act, which exists to protect patients, so you know when to file an appeal or push back on insurance companies.

3. Prevent the need for corrected claims or issues that grow into denials or appeals by addressing clinic-side errors.

4. Train others in how to handle peer reviews and calls with insurance companies.

5. Include the recommended number of hours at the start of services. If a request is made to reduce hours due to schedule conflicts, highlight the reason for the reduction and include the length of time hours will be reduced below the recommended number.

6. Prepare to highlight cases with significant need or effects that occurred in cases when an issue was left untreated or undertreated.

7. Avoid sounding “too academic” when explaining the reason why a patient needs a particular service.

8. If an insurance company tries to deny a full authorization or reduce hours at the authorization phase, ask for a peer or secondary review after the initial review or phone call. If you go through a secondary review and receive a denial, be sure that the reviewer issues a denial for the difference in hours.

9. If an insurance company authorizes payment for a percentage of recommended hours, the insurance company should issue an authorization for the designated hours they approve of and a denial for the hours not approved. If the insurance company issues a full denial, be sure a denial letter is issued to the provider and the parent.

10. When preparing to write an appeal, be sure to include demographic information, copies of treatment plans, notes and reports and any supporting documentation. Remember to use clear language and be concise. You should also refer to any sections of your contract that are being violated, if any.

If you encounter issues such as not receiving a denial letter at all or harsh restrictions from an insurance provider, you can file a grievance or complaint if you are a member of a network. Remember that you can also exercise your right to consult a healthcare attorney, who will have a deeper understanding of health care laws, or opt to leave or switch your network if issues continue.

Health insurance is of course very complex, but with the right information and resources ABA providers can ease fears of the billing and claims process.  For more information, you can also check out practice guidelines from the Association of Professional Behavior Analysts (APBA) and autism spectrum-specific guidelines from the Behavior Analyst Certification Board (BACB).

Rethink Behavioral Health provides an intuitive and comprehensive solution to scale your ABA business and ensure client success. Our one-stop-shop platform offers both Clinical and Practice Management tools along with RBT Training, VB-MAPP licenses, and more than 1500 resources/materials as curriculum pieces. Schedule a demo today at your convenience!

ABA The Mobile Workforce: Managing the Risk of Employee Drivers

This article is based upon a recent webinar presented by Daniel Law, of The Liberty Company Insurance Brokers. Over the past 14 years, Dan has focused on the design and implementation of insurance and risk management programs for clients on a global basis.

Applied Behavior Analysis (ABA) providers face very unique challenges with the clients they serve and the practice they run. These issues are often related to operations, clinical data collection and practice management. However, while ABA providers understand a variety of techniques that effect their clients, sometimes the hurdles that come with managing a business and its employees are difficult to navigate and they need to rely on experts.

One of these challenges is risk management. Far too often it is only understood as a reactive measure when ABA providers and their employees face issues that affect a business financially or in practice. However, there are strong benefits to including the right risk management approach in proactive initiatives, like establishing policies for employees who drive.

According to risk expert Daniel Law, of The Liberty Company Insurance Brokers, ABA providers across the country rarely think about the risks associated with employees who drive duringdriving company hours. In many cases, ABA providers have a very young workforce and employees may commute to and from work sites via a car or public transportation. For those who drive and work in a wide variety of environments, there are different levels of exposure. This can include everything from weather to traffic and by helping clients get from one destination to another.

“The general rule,” says Law, “is if you provide a mileage reimbursement, you have an employee driving on company and your business is at risk if the employee is involved in an accident.” But every case is unique. In fact, employees who have a specific location or work site that they travel to and from on a consistent basis may use a car for the commute, which wouldn’t be classified as company time.

In order to understand the risks, experts like Law say ABA providers should critically analyze guidelines for when an employee is considered to be driving on company time.

When are Employees Driving on Company Time?

  • Driving in between sessions or client homes during work hours
  • Going from a school-based session to a client’s home in the evening

These are just two examples of when an employee may be driving on company time and each practice will determine their own policies that correspond with how their business operates. In order to implement the risk management approach for employees who drive, each company should first know the fundamentals of the three-step process.

What is the Risk Management Approach?
The risk management approach is a three-step process that centers on identifying, analyzing and responding to risks. Each environment poses different hazards, so ABA providers must first identify, in their specific operations, where they have risks and analyze how they might impact the business and then formulate a response.

Identifying Areas of Risks
Some risks can be mitigated with appropriate policies, while others cannot. The risk management approach suggests that those areas of risks that can be avoided should be avoided, like when employees allow clients or children to enter their car. Exposure in a situation such as this can be tough to manage. So if ABA providers don’t know the maintenance of a car or are not providing a company car, Daniel recommends businesses prohibit employees to drive clients in their own vehicles.

Analyzing Risks
Like all other business, providers should always analyze risks prior to events. This is a great way to mitigate risk for a business and establish a precedent that is flexible to implement when employees enter or leave the company. For example, ABA providers can look at Human Resource policies to determine if they already have a structure in place to require employees to have higher personal auto insurance limits. If it is a requirement for employees to drive on company time, ABA providers can also require employees to provide regular information on the condition of their vehicles and allow for random or scheduled inspections.

Responding to Risks or Accidents
Some accidents or events are unforeseen and can’t be avoided or overlooked once they occur. So if an employee does drive on company time and is involved in an accident, one of the first things that will be looked at is who is at fault. The term “at fault” is generally used to define a point in time when injury or damage occurs to someone or something else, better known as third-party exposure. It is rarely cut and dry. A simply allegation of fault can force a business to step in and defend the company, even though the allegations may not have a basis in reality.

The key to handling these situations is staying calm and controlling the situation by formulating an appropriate response at the right time. Injury to occupants and employees are often an integral part of the response process. So understanding the limitations of auto insurance policies and following the rules and procedures associated with the Workers’ Compensation process is essential. Obtaining a great business auto insurance plan can be a big help.

Each month, Rethink Behavioral Health hosts a webinar with ABA  specific business experts that offer support and guidance for providers. So be sure to check out the next webinar and arm your practice with the right information to succeed!

Rethink Behavioral Health provides an intuitive and comprehensive solution to scale your ABA business and ensure client success. Our one-stop-shop platform offers both Clinical and Practice Management tools along with RBT Training, VB-MAPP licenses, and more than 1500 resources/materials as curriculum pieces. Schedule a demo today at your convenience!

Translating Medically Necessity Criteria (MNC) for ABA Providers Working with Health Plans

This piece was based upon a recent webinar presented by Tim Crilly, BCBA. Tim spent 3 years as Director of Autism Services for a major national health plan and an additional 10 years for a provider group in California.

Conceived more than 50 years ago out of the idea that positive gains can be made in an individual’s behavior by applying principles of learning and techniques, the scientific practice of Applied Behavior Analysis (ABA) is a relatively new concept in the healthcare industry.

Although the process has many different elements, health insurance managers and teams often receive only a snapshot of the type of care being offered to individuals in need of treatment. Health insurance organizations use this snapshot and medical necessity criteria (MNC) to define the benefits they cover for their members. However, not all snapshots or MNC are created equal.

Medical necessity criteria can vary greatly from organization to organization. The guidelines help to determine levels and types of care that are considered medically necessary for an individual’s behavioral health. Many health insurance companies also opt to create their own MNC or LOC guidelines, although there are commonalities.

How Managed Care Teams Use Medical Necessity Criteria
Below are three common phases of interpretation for MNCs:

  • Initialization of care: Set of criteria that determines if care is needed and at what level treatment should be authorized for.
  • Maintenance of ongoing care: Set of criteria that determines if care should continue at current level.
  • Change or termination of care: Set of criteria that determines if care should change.

While the criteria most organizations use was originally meant to simplify the interpretation process, ABA is still widely misunderstood. The challenge that insurance management teams face when reviewing care is that MNC and LOC guidelines don’t offer interpretations for appropriate levels of care. Additionally, the lack of consistency in care within the ABA community only makes this challenge greater for insurance management teams, as they review a wide range of care requests that carry different recommended programming levels.

Challenges for Applied Behavior Analysis Providers
ABA providers also face challenges in providing care. They include:

  • Struggling to align programming approaches and goals with requirements for MNCs
  • Requesting hours for ongoing services that are not instep with MNC/LOC guidelines
  • Pairing reduction behaviors with replacement behaviors
  • Creating caregiver involvement and goals and following through

To help solve the challenges for both insurance management teams and providers, it is important to start with one common element: The MNC. In order to get through the metaphorical “front door” or past the initiation of care phase, providers should look at medical necessity criteria for every funding source they have to gain a better understanding of what’s expected at the initial intake phase. Proceeding with the right level of care in the beginning of the process can also result in a decrease in denials later down the line.

If the original treatment is determined to be an appropriate type of ongoing care for an individual, it should then be clearly justified. As health care definitions continue to expand, clear and concise justifications for ABA care are more necessary now than ever before. Insurance care teams often look for the most cost-effective solutions for their business and their members. Once ABA services become an ongoing offering, health insurance organizations calculate them as new lines of costs that they will attempt to reduce if possible.

How Care Management Team and Providers Measure Success
To ensure clinically appropriate levels of care, providers must do a better job in gathering information and providing evidence for types and levels of care. Doing so will help redefine the limitations for care and reduce instances when ongoing care is inappropriately changed or terminated at the expense of those who need it most.

Being smart about goal alignment also makes a difference when insurance management teams review reports. Providers should ask themselves if they are sending in goals that are representative of what is outlined in an MNC while considering whether their goals are appropriate for funding through an insurance process.

Any behavior plans should be closely aligned with what is determined in an MNC. Caregiver programming is perhaps one of the areas with the most inconsistency when it comes to who is being placed in an environment and how much caregiver support is being provided. This is a big factor for health plans, as an insurance management team evaluates care and wants to see it in programming. Although goals should align with the MNC as much as possible, providers should also at times focus on additional services that are not outlined in the MNC if doing so will meet the overall needs of their clients.

With the vast majority of providers using digital data systems today, technology should help to make challenges easier to overcome. Every ABA provider should analyze whether their technology platforms work hand in hand with health plans to ensure they are taking clinically, socially significant and ethical actions in programming and care that align with health plan values. The technology platform a provider uses should also offer the right tools and benefits for providers to share with individuals and families as care continues.

Ultimately, the success of health care plans should be measured by titration of care over time; transitions to less intensive care when appropriate; caregiver empowerment and consumer protections for member groups.

However, the measures of provider success are still being defined. Over the next few years, it will be imperative for providers in the healthcare industry to come together in a cohesive manner to avoid regulations imposed by insurance management teams that miss the mark.

Providers should be upfront and coherent in their communication with each other, so everyone can appear on the same page to insurance management teams. Clinically integrated networks, which can negotiate collectively with health insurance organizations, may be an opportunity for providers work together to protect the quality and consistency of care in the future.

Rethink Behavioral Health provides an intuitive and comprehensive solution to scale your ABA business and ensure client success. Our one-stop-shop platform offers both Clinical and Practice Management tools along with RBT Training, VB-MAPP licenses, and more than 1500 resources/materials as curriculum pieces. Schedule a demo today at your convenience!

Thinking “Big Picture”: Promoting Quality in ABA Services

This piece was authored by Kathleen Bailey Stengel, Sr. Vice President ABA at Aveanna Healthcare.Think-Big

The “gold standard” for effective treatment for individuals with autism has always been Applied Behavior Analysis (ABA). However, as ABA services are increasingly sought after and provided to large groups of individuals, new clinicians are being trained and certified at a rapid pace. Because of this, a true “standard” for these ABA programs is difficult to define in the marketplace.

Where the Difficulty Lies
A quick scroll through social media sites can highlight complaints from both consumers and clinicians regarding poor programming, lack of evidence based treatment plans, and ineffective data collection. Part of this difficulty lies in the individualization of programs as ABA programs are typically designed for each individual, which results in certified and credentialed providers not developing standards of care across the board rather than the individual client. While many individual practitioners are experiencing success at their practice, providers and funders often run into issues when scaling practices toward large populations and across many practitioners to obtain (effective) outcomes expected by stakeholders and clinicians. Ongoing supervision and training of staff, standard documentation practices, and consistency of clinical interventions and outcomes are enormous challenges faced by clinical organizations as they grow and move into community-based integrated service models. Though challenging, there are methods to smooth this transition.

Setting up for Success
As a behavioral health provider across many states, we maintain large waiting lists for clients and are constantly hiring new clinicians at a rapid pace in order to keep up. One of the most difficult tasks we’ve experienced is maintaining appropriate clinical and operational checks and balances while providing services to families who are in dire need of them. This need for effective monitoring and supervision of clinical programs is essential in assuring the ABA programs we provide remain the “gold standard”. Therefore, it is a priority to hold all our clinical programs to the high standards that ABA has demonstrated and knows so well.

At Aveanna, creating and maintaining organizational quality indicators has been a priority over the last 3 years. As part of this initiative (and given the larger size of our programs), it has been imperative to have a partner electronic platform that allows us to continue providing excellent ABA case management services, while reducing time costs related to supervision and training, information storage and data collection, and management at the individual and aggregate levels. Rethink Behavioral Health, a division of Rethink First, has been this partner for Aveanna. The Rethink platform has provided us with tools to standardize our clinical documentation and data management, while allowing an efficient way to access and review all of the clients’ records.

With these features in place, we have been able to identify and monitor clinical quality indicators that will give us the opportunity to standardize and shape the clinical skills of our staff to reach the services and outcomes that we expect for all of the individuals we serve. As an example and a baseline point, we identified the following essential quality indicators that will be at the core of each and all programs offered. These quality indicators are the backbone of our standard performance expectations and will continue to pave the road for further development of all our clinical staff and the achievement of consistently valuable treatment outcomes.

Key Quality Indicators:

  1. Individual goals clearly match the assessments
  2. Goals are measurable
  3. Data collection systems selected match the stated goals
  4. Lesson plans for each goal are completed
  5. Positive Behavior Support plan is written and in place
  6. Graphs for each and all goals are up to date and complete
  7. Graphs reflect changes in interventions as needed
  8. Intervention protocols are evidence-based
  9. Follows up with supervision round recommendations

Thanks to Rethink Behavioral Health, we are able to audit the program integrity remotely to assure compliance with basic clinical standards. Our goal with standardizing and reverse engineering clinical outcomes at the clinician level is twofold: to create a basic standard of care while allowing the clinician to individualize treatment as well as to work toward creating a baseline for measuring large population aggregate results in the future.

When we can finalize and control the variables for treatment implementation across our national program, we will then move toward aggregating the data from Rethink on the children’s plans and measure full programmatic integrity. This data will then drive decisions from the child level all the way up through executive decisions. With Rethink as a partner in data collection and treatment integrity, the collected data will allow us in the future to make changes to our clinical and organizational structure that have direct and meaningful impacts on client outcomes across locations.

Rethink Behavioral Health provides an intuitive and comprehensive solution to scale your ABA business and ensure client success. Our one-stop-shop platform offers both Clinical and Practice Management tools along with RBT Training, VB-MAPP licenses, and more than 1500 resources/materials as curriculum pieces. Schedule a demo today at your convenience!

Terminating Employees: Best Practices and Red Flags To Consider

Did you know it’s best practice to prepare for your next termination during the hiring process?

Take a look at our latest installment published on Behavioral Science in the 21st Century discussing best practices & red flags to consider when terminating employees!filice

Terminating an employee is an interesting time for the entire office and can affect productivity and culture. Read the full article to discover how to avoid termination problems at the point of hire and understand stipulations such as “employment at will”!

Rethink Behavioral Health and bSci21 publish a new article every month, stay tuned for the next installment!

[Webinar] Translating Medical Necessity Criteria (MNC) for ABA Providers Working with Health Plans

Rethink Behavioral Health invites you to participate in our upcoming webinar, Translating Medical Necessity Criteria (MNC) for ABA Providers Working with Health Plans!

With a lack of consistency in the industry and guidelines that don’t offer interpretation of what an appropriate level of care is, this is an important topic to understand.

Expect to discuss:

  • MNC/LOC guidelines
  • Socially Significant Programming and MNC
  • Defining success and limitations

This live webinar will be held on Thursday, November 9th at 1pm EDT/10am PDT, register now!

Our guest presenter will be Tim Crilly, BCBA, Senior Director at Rethink Behavioral Health. Before Rethink, Tim spent 3 years at Magellan as the National Director of Clinical Services Autism and also 10 years for a provider group in California.

Rethink Behavioral Health holds a monthly webinar series entitled Entrepreneurship in ABA. This targeted set of presentations will focus on the business aspects of running an ABA provider group. Whether you are just getting started, or in high growth mode, this series will offer insights and best practices for helping your business succeed.

Eligibility and Benefits: Understanding Eligibility For ABA Coverage Through Insurance

Check out our latest installment published on, Eligibility and Benefits: Understanding Eligibility For ABA Coverage Through Insurance!

aba-billingDo you know the difference between self funded and fully funded insurance policies? What about the relationship between these policies and state laws mandating ABA coverage? Find out!

Recently, Rethink Behavioral Health hosted a webinar with guest speaker Emily Roche, Director of Services for ABA Therapy Billing and Insurance Services. Emily provided insight on two critical topics dealing with insurance laws which can help ensure a successful business.

Read the full article!

Rethink Behavioral Health and bSci21 publish a new article every month, stay tuned for the next installment!

[Webinar] Affordable Care Act: How It Affects Your Business

Rethink Behavioral Health invites you to participate in our upcoming webinar, Affordable Care Act: How It Affects Your Business!

Signed in 2010, the Affordable Care Act (ACA) is entering the final stages of implementation. What opportunities or risks does the ACA represent to you? Join us to find out!

Our guest presenter, Liliana Salazar, Compliance Officer/HUB International, Insurance Services, who has over 20 years of experience in the insurance industry and insider information from Washington D.C..

This live webinar will be held on Thursday, October 19th at 1pm EDT/10am PDT. Click here to register.

P.S. Interested in a FREE VBMAPP license? Take advantage of our limited-time promotion for new and existing clients!

Rethink Behavioral Health holds a monthly webinar series entitled Entrepreneurship in ABA. This targeted set of presentations will focus on the business aspects of running an ABA provider group. Whether you are just getting started, or in high growth mode, this series will offer insights and best practices for helping your business succeed.

[Webinar] Terminating Employees: Best Practices and Red Flags to Consider

Rethink Behavioral Health invites you to participate in our upcoming webinar, Terminating Employees: Best Practices and Red Flags to Consider!

It’s always a stressful time for everyone when an employee is leaving the company. Besides worrying about how employees and clients will be affected, you need to ensure this process is compliant and legal. Save your seat now!

Our guest presenter, John Engers, Compliance Counsel/President of Filice Tri-Valley, will be discussing red flags to keep an eye out for when considering terminating an employee!

This live webinar will be held on Thursday, September 21st at 1pm EDT/10am PDT. Click here to register.

Rethink Behavioral Health holds a monthly webinar series entitled Entrepreneurship in ABA. This targeted set of presentations will focus on the business aspects of running an ABA provider group. Whether you are just getting started, or in high growth mode, this series will offer insights and best practices for helping your business succeed.