CMOM EXAM STUDY SET
Adjusted Charges - ANSWER Total charges minus write-offs & adjustments
Average Billing per patient (month) - ANSWER Total billing / # of pt visits
(month)
Average Cost per patient - ANSWER Total expenses / total # pts
Average net charges per pt - ANSWER Net collections / pt visits
Average collection period ( or ave days in AR) - ANSWER Outstanding AR/
gross charges
Gross collection ratio - ANSWER (Total Collections) / (gross charges)
Charge off - ANSWER an account that is no longer considered collectible
becomes an expense on income statement
Direct expense - ANSWER Directly related to cost center ( without radiology
dept there would be no film or technician expense
Overhead ratio (expense to earnings ratio) - ANSWER Total expenses / total
collections
,Fair Labor Standards Act (FLSA) - ANSWER Wage & Hours, OT, Child labor
Exempt Employee - ANSWER Salaried not less than certain amt a week
Wage records - ANSWER DOB if younger than 19.
Payroll (wages paid, deductions) retain 3yrs.
wage records (hrs, timecards, schedules) 2yrs
Work week - ANSWER 168 consecutive hrs in any 7 day period. May begin
any day of week
Compensation time - ANSWER not allowed. is time taken after a work week
is over
Payroll violations - ANSWER 2 year statute of limitations applies to recovery
of back pay
At Will employment - ANSWER No cause for termination needed
Age Discrimination Act - ANSWER Protects rights for those 40+ yrs
Immigration Reform Act - ANSWER Verifies right of employee to work. I-9
form
Equal Pay Act 1963 - ANSWER Same pay based on sex for same job
, Americans With Disabilities Act (ADA ) - ANSWER Employee must provide
reasonable accommodations to avoid discrimination.
(increase pay is not a reasonable accommodation).
15 or more employees
Examples: blind, HIV, Epilepsy, diabetes
0( pneumonia is not covered under ADA)
Family and Medical Leave Act (FMLA) - ANSWER Federal law requiring
organizations with 50 or more employees to provide up to 12 weeks of unpaid
leave after childbirth or adoption; to care for a seriously ill family member or
for an employee's own serious illness; or to take care of urgent needs that arise
when a spouse, child, or parent in the National Guard or Reserve is called to
active duty. Employers must maintain health insurance
Dual Capacity Doctrine - ANSWER A legal doctrine giving the right to sue
the employer when employer acting in some capacity other than as an employer.
Provider treats his own employee for injury on job
Job Injury - ANSWER Administer 1st aid first
Discrimination Complaint records - ANSWER Keep Until disposition
OSHA Illness & Injury Logs - ANSWER Retain 5 yrs
OSHA Medical Records - ANSWER Retain 30 yrs (Blood Born Pathogens
BBP etc)
Child Minimum Wage Poster 1088 - ANSWER Required
Adjusted Charges - ANSWER Total charges minus write-offs & adjustments
Average Billing per patient (month) - ANSWER Total billing / # of pt visits
(month)
Average Cost per patient - ANSWER Total expenses / total # pts
Average net charges per pt - ANSWER Net collections / pt visits
Average collection period ( or ave days in AR) - ANSWER Outstanding AR/
gross charges
Gross collection ratio - ANSWER (Total Collections) / (gross charges)
Charge off - ANSWER an account that is no longer considered collectible
becomes an expense on income statement
Direct expense - ANSWER Directly related to cost center ( without radiology
dept there would be no film or technician expense
Overhead ratio (expense to earnings ratio) - ANSWER Total expenses / total
collections
,Fair Labor Standards Act (FLSA) - ANSWER Wage & Hours, OT, Child labor
Exempt Employee - ANSWER Salaried not less than certain amt a week
Wage records - ANSWER DOB if younger than 19.
Payroll (wages paid, deductions) retain 3yrs.
wage records (hrs, timecards, schedules) 2yrs
Work week - ANSWER 168 consecutive hrs in any 7 day period. May begin
any day of week
Compensation time - ANSWER not allowed. is time taken after a work week
is over
Payroll violations - ANSWER 2 year statute of limitations applies to recovery
of back pay
At Will employment - ANSWER No cause for termination needed
Age Discrimination Act - ANSWER Protects rights for those 40+ yrs
Immigration Reform Act - ANSWER Verifies right of employee to work. I-9
form
Equal Pay Act 1963 - ANSWER Same pay based on sex for same job
, Americans With Disabilities Act (ADA ) - ANSWER Employee must provide
reasonable accommodations to avoid discrimination.
(increase pay is not a reasonable accommodation).
15 or more employees
Examples: blind, HIV, Epilepsy, diabetes
0( pneumonia is not covered under ADA)
Family and Medical Leave Act (FMLA) - ANSWER Federal law requiring
organizations with 50 or more employees to provide up to 12 weeks of unpaid
leave after childbirth or adoption; to care for a seriously ill family member or
for an employee's own serious illness; or to take care of urgent needs that arise
when a spouse, child, or parent in the National Guard or Reserve is called to
active duty. Employers must maintain health insurance
Dual Capacity Doctrine - ANSWER A legal doctrine giving the right to sue
the employer when employer acting in some capacity other than as an employer.
Provider treats his own employee for injury on job
Job Injury - ANSWER Administer 1st aid first
Discrimination Complaint records - ANSWER Keep Until disposition
OSHA Illness & Injury Logs - ANSWER Retain 5 yrs
OSHA Medical Records - ANSWER Retain 30 yrs (Blood Born Pathogens
BBP etc)
Child Minimum Wage Poster 1088 - ANSWER Required
