Only 5% hospitals are compliant with price transparency rule. Here’s how they did it. – MedCity News

More than six months after the federal hospital price transparency rule went into effect, few facilities are fully compliant. Last week, The Washington Post published a report by advocacy group Patients Rights Advocate that showed only 28 of a random sample of 500 hospitals, or 5.6%, had complied with all of the transparency rule’s requirements.

The overwhelming majority were noncompliant and included some of the most prominent health systems in the country — NewYork Presbyterian, Cedars-Sinai Medical Center, Rush University Medical Center, Geisinger Medical Center and Intermountain Medical Center.

But, the 28 compliant facilities include large, well-resourced organizations, regional health systems and independent hospitals from all over the country. This indicates that size and location have little to do with the likelihood of complying with the rule. For a full list of compliant and non-compliant hospitals, click here.

Interviews with a few of the compliant hospitals revealed some commonalities: they started early, worked closely with technology vendors and persevered through the challenges that arose.

The rule states that hospitals must publically share the prices they negotiate with payers for at least 300 common services and items, such as MRI scans and kidney function panel tests. Hospitals are required to present the prices in two ways: as a machine-readable file with all items and services and a display of shoppable services in a consumer-friendly format. 

For most of the organizations that spoke with MedCity News, finding the right technology partner and starting on efforts early were essential for ensuring compliance.

Cheyenne Regional Medical Center, a 206-bed hospital in Wyoming, started working to comply with the rule in 2019 after the proposed rule was published, said Christy Craig, the hospital’s assistant compliance officer, in an email.

“The most important step for our organization was selecting a software vendor that would meet all compliance requirements for this regulation,” she said.

The hospital worked with Health Catalyst to gather payer contract information, claim submission files and reimbursement files, and then compiled them for publication.

Both Memphis, Tennessee-based Baptist Memorial Health Care, which includes 21 affiliate hospitals, and Mass General Brigham in Boston, which is comprised of 14 hospitals, leaned on their existing Epic systems.

Baptist Memorial Health Care used a capability provided by Epic to pull together data from various sources including the health system’s chargemaster, said Ron Wachsman, vice president of revenue cycle, in a phone interview. The health system gathered a wide range of data, from patient accounting information to payer contract data.

Once the data was collected, the health system worked with Epic to assimilate and audit the data.

“We literally had millions of rows of data,” Wachsman said. “So if you think of all the different prices and our chargemaster, times the number of hospitals, times the number of contracts, it really got to be a huge project.”

Similarly, Mass General Brigham designed a technology solution around its Epic system, said Mary Beth Remorenko, vice president of revenue cycle operations, in an email.

“That work included identification of machine-readable file components, utilization of a consultant to build the big machine-readable file, adding all contracts to [the] Epic contract module to enable output of contracted rates by payer and significantly expanding the templates for our online patient estimates,” she said.

The health system also started working on its price transparency efforts early — before the proposed federal rule was released, in fact.

“When the requirements for the big file were released in 2020, we incorporated it into our plan,” Remorenko said. “While we were aware of the American Hospital Association lawsuit [which ultimately failed], we didn’t pause our implementation and wait for court rulings as some did.”

Despite the early start and technical support from vendors, ensuring compliance with the rule was not an easy task.

For Baptist Memorial Health Care, bringing together the different skill sets necessary within its internal team posed the biggest challenge, Vice President of Revenue Cycle Wachsman said.

Compliance involved working with a vast amount of data and auditing, as well as setting up the mandated machine-readable files and displaying shoppable services in a way that would make sense to consumers.

So, the health system had to draw on the expertise of people working in its IT, managed care, decision support and analytics, business office and registration divisions to achieve compliance, he said.

Mass General Brigham’s Remorenko echoed similar hurdles: the technology required to build and post the big file, which was advanced and beyond the scope of its in-house team, the additional internal and external resources needed and the level of subject matter expertise required to interpret some of the more generic aspects of the rules.

There was also the issue of the timing, she said. Healthcare facilities needed to work on price transparency efforts as the Covid-19 pandemic ravaged their resources.

“I think our internal commitment to this work and ability to partner with Epic and others contributed to our compliance,” Remorenko said.

But this type of commitment to price transparency appears to be rare among U.S. health systems. As a result, the government is taking a harder stance on enforcement. In a new rule announced three days after the Washington Post published the report, the Centers for Medicare & Medicaid Services proposed stringent penalties for non-compliance: fines ranging from $109,500 to $2 million per hospital per year.

Whether this will be enough to drive up compliance remains to be seen.

Photo: adventtr, Getty Images

Vault ‘Quality Of Life’ Rankings: The Best Law Firms To Work For In America (2022)

Last week, Vault released the 2022 edition of its closely watched law firm rankings, proving that money — in the form of Cravath’s perennially competitive pay scale — can buy prestige.

But can that money buy happiness?

In a companion ranking to the Vault 100, associates were asked to rank their own law firms based on categories most relevant to their overall quality of life, including satisfaction; firm culture; hours; compensation; quality of work; business outlook; career outlook; associate/partner relations; transparency; formal and informal training; pro bono; and overall diversity. Fifty firms were ranked for Vault’s 2022 Best Law Firms to Work For survey, which was conducted from March 2021 through May 2021, so we’re getting a bird’s eye view of “post-pandemic” life at these firms. Once again, and this may be surprising for some, but none of the firms that made the Top 10 list for being the most prestigious made the Top 10 list for being the best firms to work for.

There was a huge amount of movement in the Top 10 this year. Which firms made the cut? Without any further ado, here are the Top 10 Best Law Firms to Work For based on Vault’s Annual Associate Survey for 2022:

  1. McDermott Will & Emery
  2. O’Melveny & Myers
  3. Clifford Chance US
  4. Orrick Herrington & Sutcliffe
  5. Morgan, Lewis & Bockius
  6. Ropes & Gray
  7. BakerHostetler
  8. Proskauer Rose
  9. Paul Hastings
  10. Dechert

We’ll say it again: none of the firms that listed here made it into the Top 10 of the Vault prestige ranking. Can you name 10 firms that have been overworking their associates? We can!

This time around, McDermott stole O’Melveny’s chance for a history-making threepeat as the first firm to ever earn the No. 1 spot in the overall ranking for each major category (Overall Best Law Firm to Work For, Overall Diversity, and Overall Best Summer Associate Program) for three years in a row. The firm will just have to settle for a two-year run, because McDermott took each of those titles this year. That said, here are the No. 1 and No. 2 firms in each Quality of Life category (and you’ll soon see why we’re including second-place finishers as well):

  • Associate/Partner Relations: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Business Outlook: 1. McDermott Will & Emery / 2. Latham & Watkins
  • Career Outlook: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Compensation: 1. McDermott Will & Emery / 2. Wachtell Lipton
  • Firm Culture: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Formal Training: 1. McDermott Will & Emery / 2. Ropes & Gray
  • Hours: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Informal Training, Mentoring, & Sponsorship: 1. McDermott Will & Emery / 2. Eversheds Sutherland US
  • Integration of Laterals & Clerks: 1. Robinson & Cole / 2. McDermott Will & Emery
  • Pro Bono: 1. Morgan, Lewis & Bockius / 2. Orrick
  • Quality of Work: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Satisfaction: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Selectivity: 1. Williams & Connolly / 2. Wachtell Lipton
  • Technology & Innovation: 1. McDermott Will & Emery / 2. Robinson & Cole
  • Transparency: 1. McDermott Will & Emery / 2. O’Melveny & Myers
  • Wellness: 1. McDermott Will & Emery / 2. Orrick

This is the first time that McDermott has taken the No. 1 spot. “This past year was a difficult one for everyone in the legal industry, but it appears that McDermott responded in all the right ways,” said Mary Kate Sheridan, Vault’s senior law editor. “Associates rave about the firm’s culture and say the firm continued to foster connections virtually throughout the pandemic. They also feel the firm is supportive of associate wellness, offering—among other perk —25 hours of billable credit for mindfulness, and believe the firm is invested in diversity, equity, and inclusion. Clearly, the firm’s efforts have bolstered associate satisfaction.”

Congratulations to each of the Biglaw firms that made the latest edition of the Vault Best Firms to Work For rankings, and a huge congratulations to McDermott for completely sweeping the rankings. How did your firm do? Email us, text us at (646) 820-8477, or tweet us @atlblog to let us know how you feel.

Best Law Firms to Work For (2022) [Vault]


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Morning Docket: 07.27.21

(Photo by Wolfgang Kaehler/LightRocket via Getty Images)

* A violation in wolf’s clothing: Amicus brief claims USFWS unlawfully removed Grey Wolves from the list of endangered species. [Upper Michigan Source]

* Is the CDC’s nationwide eviction moratorium no more? The 6th Circuit thinks so. [ABA Journal]

* Long COVID symptom havers may qualify for disability. Every bit helps! [Insider]

* Police officer alleged to have kicked handcuffed woman in head. Criminal Procedure wasn’t my strongest grade, but something seems off here. [Insider]

* Reminder to be clear: Federal Transparency law violation could cost this senator. [Business Insider]


Chris Williams became a social media manager and assistant editor for Above the Law in June 2021. Prior to joining the staff, he moonlighted as a minor Memelord™ in the Facebook group Law School Memes for Edgy T14s. Before that, he wrote columns for an online magazine named The Muse Collaborative under the pen name Knehmo. He endured the great state of Missouri long enough to graduate from Washington University in St. Louis School of Law. He is a former boatbuilder who cannot swim, a published author on critical race theory, philosophy, and humor, and has a love for cycling that occasionally annoys his peers. You can reach him by email at cwilliams@abovethelaw.com.

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You Want Someone To Do What Now? — See Also

Did The Pandemic Break The Cravath System?

Well, the pandemic changed a lot in Biglaw. The biggest firms saw increased profitability, but that came at a cost — notably more billable hours for associates. This sparked fierce competition in the lateral associate market. Firms looking to retain their talent pool started throwing money at associates in the form of special bonuses. When that didn’t prove enough incentive, raises ruled the Biglaw market.

But how does this whole background play at Cravath?

Remember, Cravath fancies itself different than the rest. The Cravath system is legendary in these parts and it’s all about home-grown talent. In describing their own hiring process, Cravath’s website boasts explicitly that they do not hire attorneys tainted by other Biglaw firms:

Particularly because we do not hire associates laterally, it is very important to us that we make offers to candidates who have the potential to excel in our challenging environment, and equally important that those who accept our offers do so because they believe Cravath is the right place for them.

And before they eventually matched the Davis Polk scale, we speculated that, in order to keep mid-senior associates at the firm, Cravath might go above market for those über valuable associates — just like they did in 2018. Of course, they didn’t make that play. But it doesn’t mean they’re doing nothing.

An eagle-eyed Above the Law tipster spied a job opening at the firm for Attorney Talent Recruitment Manager. Hmmmm, the role “will be involved in many aspects of recruiting, with a focus on lateral attorney hiring.”

That is definitely a new turn for Cravath. More details on the position’s lateral focus:

Lateral Hiring

  • Managing the recruitment of all lateral attorneys in both our New York and London offices;
  • Collaborating with Firm management to identify lateral attorney needs, drafting job descriptions, and liaising with search firms and candidates to identify candidates who align with the needs of the Firm;
  • Cultivating and maintaining strong relationships with leading search firms and conveying the Firm’s hiring needs;
  • Communicating with stakeholders on status of market pertaining to lateral searches and providing regular updates as it relates to compensation, benefits, Cost of Living Adjustment and market trends;
  • Reviewing applications, coordinating interviews, facilitating reference checks, offering decisions and terms and executing offer letters;
  • Regularly reviewing and updating search firm agreements based on updates to Firm policies or competitive market trends;
  • Verifying placement fees and processing payments;
  • Collaborating with the Legal Personnel team and the Office of the General Counsel on the conflicts checks process, and any other policy questions;
  • Collaborating with the Legal Personnel team to create a program for smooth integration of hires into the Firm; and
  • Conducting lateral attorney orientations.

Cravath has not returned our request for comment, so who knows exactly what a lateral hiring spree would even look like at the firm. So, it’s too early to start bombarding the firm with lateral associate resumes… but maybe start brushing them up, just in case.


Kathryn Rubino is a Senior Editor at Above the Law, host of The Jabot podcast, and co-host of Thinking Like A Lawyer. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

This Week Marks The Final Remote Bar Exam In The U.S.

[W]e anticipate that the July 2021 exam will be the last one with a remote administration option. Of course, we all know how quickly things can change in the era of COVID-19; but regardless of what the future may hold, we remain committed to supporting the jurisdictions and working with them to ensure that their candidates have the opportunity to take a bar exam.

— Beth Hill, Director of Test Development, Operations, and Security for the National Conference of Bar Examiners, commenting on the likelihood of a future remote bar exam. According to Hill, despite the spread of the Delta variant of COVID-19, thus far, no state has contacted NCBE seeking to conduct their February tests remotely because of health concerns. Right now, 29 jurisdictions will administer this week’s exam remotely, while 22 will administer it in person.


Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

Team Kraken Joins Team Insurrection. What Could Possibly Go Wrong?

(Photo by Samuel Corum/Getty Images)

Even bad people are entitled to competent counsel. And the January 6 rioters are really bad people.

Unless you listen to former Trump campaign manager Steve Bannon’s podcast, in which case these are political prisoners being tortured by an overweening FBI which has launched a wave of terror against brave patriots.

“This FBI is unleashing a terror campaign across this country. Every single field office, 56 field offices, are involved in this,” intoned “American Greatness” columnist Julie Kelly last week, shaken to her bones at the injustice of so many white Americans being arrested in their homes and placed in administrative segregation for their own safety pending trial.

“Basically Michael Sherwin said ‘we are going to take misdemeanor cases and we’re going to build them into sedition cases,” said the “self-appointed fact checker of the Left.”

“Now here we are more than six months past that. There aren’t any sedition cases, but it doesn’t matter,” Kelly continued. “Because what they’re doing is, they are taking misdemeanor cases, they’re adding a felony called obstruction of an official proceeding onto about 200 cases. That is the felony that they’re using to force these people into plea arrangements, so these people will be convicted felons.”

Yes, yes, we are all weeping salty tears for people who literally fucked around and tried to obstruct an official proceeding and are now finding out that that DOJ does not play nice. But dry your eyes, kids, because help is on the way!

According to someone named “Cynthia,” a “family advocate” for the families of the detained January 6 insurrectionists.

“These men have very bad attorneys, very biased attorneys,” “Cynthia” told Bannon. “We’re trying to put together a legal defense fund. There was a big meeting yesterday with Defending the Republic and Sidney Powell.”

The Kraken lives!

“A bunch of lawyers are going to get together, there’s going to be a massive filing this week,” Cynthia continued, seemingly oblivious of what happened the last time Team Kraken dropped a massive filing on short notice.

According to Cynthia, Sidney Powell is totally “on board.” And this is, uhhh, great news.

“She is really, really, really going to get behind this. We have a ton of lawyers that are going to step up and do some filings pro bono. And we need more,” she said, directing listeners to send cash to Powell’s non-profit Defending the Republic, which is currently under investigation in Florida for diverting funds for Powell’s personal use.

Nutty conservative site Gateway Pundit describes the caller as “Attorney Cynthia Hughes,” but says that Powell is slightly less “on board” than reported.

Radio host Pete Santilli has been steadfastly working behind the scenes for these unjustly imprisoned patriots. Pete was put in this exact situation years ago with the same corrupt DOJ, FBI, CIA and government officials. Initially, Pete said Sidney declined, as she is so busy with the election/voter fraud cases. Eventually, she acquiesced, and Pete just made the announcement last night on his show.

Powell will be working WITH other yet unnamed high-powered attorneys who have also agreed to step in. She is NOT representing anyone….have to make that clear.

Pete Santilli pled guilty in 2016 to felony conspiracy to injure or impede a federal officer in connection with his role in the takeover of the Malheur National Wildlife Refuge in Oregon.

And with Pete, Cynthia, Steve and Sid in their corner, those insurrectionists should have all the help they need. Good luck, fellas!

War Room: Attorney Announces Sidney Powell Will Join Major Movement to Assist Jan. 6 Political Prisoners and Their Families (Video) [Gateway Pundit]
Bannon War Room: Episode 1,117


Elizabeth Dye lives in Baltimore where she writes about law and politics.

Disbarred Former Biglaw General Counsel Pleads Guilty

The Biglaw firm of LeClairRyan may be gone (the partners voted to dissolve the firm in 2019), but that doesn’t mean there’s nothing noteworthy going on with them. The firm’s former general counsel, Bruce Matson, was disbarred last year after allegations that he misappropriated $2.5 million in funds. And now he’s pleaded guilty to obstructing an investigation.

Matson had previously served as trustee for the bankruptcy of LandAmerica Financial Group (LFG), and when the Chapter 11 closed in 2015, he was selected as the court-appointed trust fiduciary to oversee the wind-down. As part of those responsibilities, he was prohibited from making any distributions to himself until 2021, when the wind-down would be complete. Matson admitted to transferring $1 million to himself, $1.5 million to attorney Robert Smith, and an additional $341,000 to an escrow account in his name — described as “discretionary bonuses.”

Last week, Matson pleaded guilty to obstruction of an official proceeding for lying during the investigation into his misconduct as bankruptcy trustee. Prosecutors also say they uncovered a separate, unrelated instance of embezzlement during their investigation.

“Matson abused his position as an attorney, officer of the court, and bankruptcy trustee to enrich himself at the expense of the people whose very interest the court appointed him to protect,” said Raj Parekh, Acting U.S. Attorney for the Eastern District of Virginia. “As part of our unwavering commitment to pursuing equal justice under the law, we will continue to root out the fraudulent conduct of those who violate the public’s trust and use their positions of power to conceal their crimes.”

It doesn’t look like he’ll get off with a mere slap on the wrist either:

U.S. District Judge John A. Gibney Jr. of the Eastern District of Virginia said during the plea hearing Thursday the misconduct alleged in the statement of facts shows “a long history of malfeasance,” according to the Richmond Times-Dispatch. Gibney warned Matson that “it is very, very likely in this case that you will go to jail for a while.”

Matson faces a maximum of five years in prison and will be sentenced on November 22nd.


Kathryn Rubino is a Senior Editor at Above the Law, host of The Jabot podcast, and co-host of Thinking Like A Lawyer. AtL tipsters are the best, so please connect with her. Feel free to email her with any tips, questions, or comments and follow her on Twitter (@Kathryn1).

Fortune 500 Clients Tell Law Firms To Go Right Ahead And Work From Home

After Morgan Stanley beclowned itself in a memo encouraging its lawyers to shun work from home policies and get back to work, other elite clients are rushing to assure attorneys that they really don’t care where people work from as long as the quality remains top-notch.

Legal chiefs from Dell, Qualcomm, and Adobe told Bloomberg Law that they couldn’t care less about the issue that seems to have Morgan Stanley so hot and bothered.

“I feel no need to dictate to my outside law firms how they should manage through these difficult times,” said longtime Qualcomm general counsel Donald Rosenberg.

It’s a message that places the major companies more in line with the mood of Biglaw, where top lawyers privately expressed shock at Morgan Stanley’s gumption in presuming to lean on its counsel.

“It’s so out of tune with the rest of the market – a complete outlier”, a finance partner at a U.S. firm in London says. “When I saw that, I thought he was tone deaf.”

“If [investment banks] cannot even give us freedom on where to work, they may as well hire robots,” the partner adds.

They also argue that the stance does not match up with the reality of working with the bank. That partner recently advised the bank on a cross-border transaction, with the matter entirely conducted via Zoom and email.

They say that there were no hints of any unhappiness with where they worked on the mandate, and as a result, they doubt “anybody is taking this seriously.”

It brings us back to our original suspicion that the bank might be more concerned about the prospect of permanent work from home models creating problems for the bottom line. Problems that other top-tier clients don’t share.

Indeed, as Bloomberg Law points out, Adobe is already in the process of permanently shifting to a 50-50 office/home work model. The company is hardly going to take its lawyers to task for coming to the same conclusions.

“While we haven’t yet had discussions with our outside counsel about their work arrangements, the quality of their work is more important to us than where they do their work,” [Adobe GC Dana] Rao said. “Our outside law firms are our partners, and we trust them to figure out the model that works best for them and us.”

“The customer is always right” may be a well-worn maxim but it’s got limits. We’ll see how far it can stretch as we get into the autumn and firms begin the put up or shut up phase of reopening.

Tech Legal Leaders Veer From Morgan Stanley Return-to-Work Order [Bloomberg Law]
‘Arrogant’ and ‘Tone Deaf’: Morgan Stanley CLO Stance Draws Ire From UK, European Finance Partners [UK Legal Week]

Earlier: ‘We Need All Lawyers In The Office’ Says Bank Definitely Not Freaking Out About Commercial Real Estate Portfolio


HeadshotJoe Patrice is a senior editor at Above the Law and co-host of Thinking Like A Lawyer. Feel free to email any tips, questions, or comments. Follow him on Twitter if you’re interested in law, politics, and a healthy dose of college sports news. Joe also serves as a Managing Director at RPN Executive Search.