Reason And Entitlement
Nichole Wernett
This variable indicates how the beneficiary currently qualifies for Medicare. The current reason for entitlement can differ from the original reason that a beneficiary qualified for Medicare (reference the ENTLMT_RSN_ORIG variable). CMS obtains this information from the Social Security Administration (SSA) and Railroad Retirement Board (RRB) record systems.
We have SAM Professional plugin enabled in our system and our client has a requirement to create software entitlements via a REST API call to a third-party tool. I am getting the data from the integration in JSON format and want to utilize the OOTB Bulk upload entitlement API to create the entitlements.
I was successful in finding out the OOTB scripted REST API (API ID : samp_upload_excel) and using it via script to transform an xlsx file. For my requirement, I needed to generate an xlsx file from the received JSON in which I was successful.
However, when I am trying to use the OOTB API for the newly generated xlsx file, I always get the error : 'Import template customized resulting in one or many fields being invalid'. I had kept all the headers same as the template provided OOTB but since the scripts for transformation is protected, I could not check anything further.
We found the reason for this issue. Turns out, the reason in the entitlement import error (Import template customized resulting in one or many fields being invalid) was misleading and we were, in fact, missing a combination of values in the excel that we were trying to use.
When i went life with SAMP and enable the plugin, i did the OOTB import via Excel and got a lot of import errors as well. The reason for that was , that the samp_sw_product was not fully populated from the content library. it should list close to 200k records in there. Same issue with the samp_sw_product_definition table where the part numbers are stored. (close to 150k records)
We imported the software products and publisher part numbers prior to the entitlement upload. We still got a few records where the part numbers were not in the system but the reason in the entitlement error was 'Publisher Part Number not found' for them.
As mass shootings events continue to occur with alarming frequency in the United States, scholars search for explanations, turning frequently to a dynamic referred to as aggrieved entitlement to explain why shooters are so often white men. This study attempts to continue work expanding the concept of aggrieved entitlement and its applicability across continuums of violence by proposing a preliminary quantitative measure for the dynamic. Survey data from the 1996 General Social Survey is utilized to create an index of aggrieved entitlement which is then compared with sex, race, region, and religion. It is hypothesized that on an index of aggrieved entitlement individuals who are white will score higher than those who are not white, individuals who are male will score higher than those who are female, and individuals who are both white and male will score higher than those who are only white, only male, or neither. The study yielded no statistically significant correlation between the aggrieved entitlement index and gender or race, offering no concrete support for any hypotheses. This study does, however, indicate that future, more effective quantitative measures of aggrieved entitlement could be both plausible in execution and useful in broadening the application of the concept.
To qualify for resident tuition, students must be a Texas resident. Students who are not residents of Texas when they begin graduate study are subject to nonresident tuition rates, but under certain circumstances, some may qualify for resident tuition. In those cases, although the student remains classified as a nonresident, the difference between the nonresident and the resident tuition rate is waived.
Nonresidents may be eligible for the waiver if they have been awarded competitive academic scholarships of $1,000 or more for the academic year or the summer session of enrollment. They must have competed with other students (including Texas residents) for the academic scholarship, and the scholarship must have been awarded by an officially recognized scholarship committee of The University of Texas at Austin.
Since the number of nonresident tuition exemptions allotted to each college and school was strictly limited by 1989 legislation, an award of a competitive academic scholarship does not automatically include such a waiver.
Only students appointed to positions requiring student status will be eligible to be certified as satisfying the requirements for resident tuition entitlement. Students who work for a publicly supported Texas institution of higher education are eligible for the waiver under certain conditions:
The beginning employment date must be on or before the 12th class day of a long semester or the fourth class day of a summer term. The ending employment date must be no earlier than the last official class day, or through the dissertation date (the date you submit your final graduation materials to the Graduate School).
Students with a spouse or parent who works for a publicly supported Texas institution of higher education in a specified teaching or professorial position are eligible for the waiver under certain conditions:
A graduate student who seeks a resident tuition entitlement by reason of employment in a qualifying job title or by reason of the employment of a spouse or parent who holds a specified teaching or professorial position must submit the request online.
The information provided on the request form will be audited. If the audit reveals that the employment does not qualify a student for the resident tuition entitlement, the additional non-resident tuition must be paid within 10 days of the billing date. Nonpayment will result in cancellation of registration.
Graduate students who accumulate more than 99 doctoral semester credit hours are subject to the 99-Hour Rule and may be charged the nonresident tuition rates irrespective of student residency status or any appointment, fellowship or other circumstance that would normally entitle them to resident tuition rates.
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The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. Employees are also entitled to return to their same or an equivalent job at the end of their FMLA leave.
The FMLA also provides certain military family leave entitlements. Eligible employees may take FMLA leave for specified reasons related to certain military deployments of their family members. Additionally, they may take up to 26 weeks of FMLA leave in a single 12-month period to care for a covered servicemember with a serious injury or illness.
The 1,250 hours include only those hours actually worked for the employer. Paid leave and unpaid leave, including FMLA leave, are not included. ( Special hours of service rules apply to airline flight crew members. )
Mothers and fathers have the same right to take FMLA leave to bond with a newborn child. A mother can also take FMLA leave for prenatal care, incapacity related to pregnancy, and for her own serious health condition following the birth of a child. A father can also use FMLA leave to care for his spouse who is incapacitated due to pregnancy or child birth.
FMLA leave may be available to address certain health-related issues resulting from domestic violence. An eligible employee may take FMLA leave because of his or her own serious health condition or to care for a qualifying family member with a serious health condition that resulted from domestic violence. For example, an eligible employee may be able to take FMLA leave if he or she is hospitalized overnight or is receiving certain treatment for post-traumatic stress disorder that resulted from domestic violence.
Yes, an organ donation can qualify as a serious health condition under the FMLA when it involves either inpatient care or continuing treatment as defined in the regulations. Organ-donation surgery commonly requires overnight hospitalization and that alone suffices for the surgery and the post-surgery recovery to qualify as a serious health condition.
No. An employee is not required to give the employer his or her medical records. The employer, however, does have a statutory right to request that an employee provide medical certification containing sufficient medical facts to establish that a serious health condition exists.
Under the regulations, an employer should request medical certification, in most cases, at the time an employee gives notice of the need for leave or within five business days. If the leave is unforeseen, the employer should request medical certification within five days after the leave begins.
Additionally, employers may request a new medical certification each leave year for medical conditions that last longer than one year. Such new medical certifications are subject to second and third opinions.
Janie takes six weeks of FMLA leave for a cancer operation and treatment and gives her employer a medical certification that states that she will be absent for six weeks. Because her certification covers a six-week absence, her employer cannot ask for a recertification during that time. At the end of the six-week period, Janie asks to take two more weeks of FMLA leave; her employer may properly ask Janie for a recertification for the additional two weeks.
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