News

A federal judge has vacated the Department of Labor’s (DOL’s) “joint employer” rule (the “2024 Rule”), which would have revised the employee-independent contractor test analysis used to classify a worker as an employee or an independent contractor that was set to be effective today, Monday, March 11. 

LeadingAge, along with its coalition partners on Medicare Advantage (MA), asked CMS to clarify that MA plans must follow Medicare regulations related to the Jimmo Settlement Agreement (2013) when making coverage determinations.

Argentum, our national partner, will host a complimentary webinar, " Telling The True Story of Assisted Living and Maintaining State Regulation, " on Friday, Feb. 9, from 11 a.m. to noon CT. All LeadingAge Minnesota members are invited to attend.

Our national partner, LeadingAge, worked with Global Refuge to create a members-only resource with recommendations for hiring, training, and building inclusive workplaces for refugees.

Today, the US Senate Special Committee on Aging convened for an informational hearing on understanding assisted living options for Americans.

Centers for Medicare and Medicaid Services (CMS) Administrator Chiquita Brooks-LaSure and her leadership team will highlight CMS’ key 2023 accomplishments and look ahead to how our 2024 priorities will advance the agency’s strategic plan during their first national stakeholder call on Jan. 23.

The US Department of Labor (DOL) issued a final rule on Jan. 9 that revised the federal framework for determining whether a worker is classified as an employee or an independent contractor under the Fair Labor Standards Act (FLSA).

U.S. Representatives Marilyn Strickland (D-WA), Bryan Steil (R-WI), and Ann Kuster (D-NH) introduced H.R. 6835, the Care Across Generations Act.

In a letter sent to members of Congress and an opinion piece published in The Hill (Fix Needed Now: America’s Long-Term Care Financing System is Broken), LeadingAge president and CEO Katie Smith Sloan urges lawmakers to be “courageous” and “offer bold solutions” to address the crisis millions of older adults and families are navigating now as they struggle to access and pay for long-term care.

Argentum, LeadingAge Minnesota's national partner for assisted living providers, has shared that a national publication based in Washington, DC, plans to report on several assisted living topics.

On Oct. 26, the National Labor Relations Board (NLRB) released a final rule that will significantly broaden the standard for determining whether separate entities are “joint employers” of particular employees within the meaning of the National Labor Relations Act.

LeadingAge advocacy helped HUD expand the agency’s connectivity initiative to 50-100 new HUD-assisted properties.

It’s essential that we flood CMS with comments about its proposed staffing rule and its impact on the people you serve. And if you do not know where to start, we’ve got you covered.

HUD’s new Multifamily Disaster Preparedness Plan Template is designed to help HUD-assisted housing providers create property-specific plans to protect resident life and safety during a disaster.

In its proposed rule, the Centers for Medicare and Medicaid Services (CMS) proposes to relocate, modify, and thereby strengthen the facility assessment requirements related to staffing.

The National Health and Safety Network (NHSN) appears to be generating inaccurate quality alerts for the Weekly COVID-19 Vaccination Module for long-term care facility residents.

CMS published the nursing home minimum staffing standards proposed rule in the Federal Register on Sept. 6, 2023, and proposes standards that include minimum staffing for Registered Nurses (RNs) and nurse aides.

In a Sept. 12 letter to leadership at the Department of Housing and Urban Development (HUD), LeadingAge requested “urgent action” on HOTMA implementation.

The US Department of Labor (DOL) Wage and Hour Division provides notice it will issue a notice of proposed rulemaking to restore and extend overtime protections. In its news release, the DOL stated the proposed federal rule would guarantee overtime pay for most salaried workers earning less than $1,059 per week, about $55,000 per year.

In a final direct rule published Aug. 25, the National Labor Relations Board (NLRB) issued a final rule to remove unnecessary barriers to the fair, efficient, and expeditious resolution of representation questions.