PCA Choice provider agencies and FMS providers need to send the required data for workers who provided services to a PCA Choice, Consumer Directed Community Supports (CDCS) or Consumer Support Grant (CSG) participant.
Download and save the PCA Choice-CDCS-CSG-Reporting Spreadsheet (XLS) from the Minnesota Department of Human Services (DHS) Home and community-based services providers web page. You should retain a copy of the spreadsheet that you complete for each pay period.
Send completed spreadsheets to DHS through MN–ITS at the end of the pay period. The agency must submit all spreadsheets for pay periods in a month by the 20th day of the following month.
Send completed spreadsheets to DHS through MN–ITS. Refer to Instructions for submitting a PCA-CDCS-CSG Reporting Spreadsheet through MN–ITS (PDF).
No. You are no longer required to send data to Service Employees International Union (SEIU) Healthcare Minnesota. You must send completed spreadsheets to DHS through MN–ITS. If SEIU contacts you to correct errors on your spreadsheets, submit the corrected spreadsheets to SEIU. You do not need to submit the corrected spreadsheets through MN–ITS.
Yes. If you are a PCA Choice agency that doesn’t currently serve any participants through the PCA Choice model, you are still required to submit the spreadsheet with a statement in the notes field that your agency doesn’t currently have any PCA Choice participants.
The SEIU Contract Compliance online training course is available to help you. The training shows how to complete the spreadsheet properly and other responsibilities of PCA Choice agencies and FMS providers. You can also access this training on the PCA section of the DHS Home and community-based services providers webpage. You may also email questions to email@example.com.
Yes. PCA agencies are not required to be both a traditional agency and a PCA Choice agency. They can be both or just one of the two if they choose.
To change your enrollment status, use the Minnesota Providers Screening and Enrollment (MPSE) portal or fax a request to Minnesota Health Care Programs (MHCP) Provider Eligibility and Compliance at 651-431-7465. Include the following information:
Whether a worker is providing traditional PCA services or PCA Choice services depends on what the participant has chosen for who is responsible for employment-related activities such as finding, hiring and discharging workers. The written agreement between your agency and the participant reflects the participant’s choice between traditional PCA and PCA Choice. In traditional PCA, the PCA provider agency is responsible for employment-related activities, including finding backup staff. In PCA Choice, the participant is responsible for these employment-related activities.
Yes. Your agency needs to have a written agreement with each PCA participant served by your agency. For guidance regarding the required contents of the written agreement, refer to the Minnesota Home Care Bill of Rights, Minnesota Statutes, 144A.44, as well as Minnesota Statutes, 256B.0659, subdivisions 20 and 28.
When the PCA Choice box is checked on a PCA Assessment and Service Plan (DHS-3244) (PDF), the assessor has indicated that the person being assessed might be interested in the PCA Choice model and that model would be an appropriate choice to offer to the participant.
No. All PCA Choice agencies and FMS providers must remain neutral on the question of whether workers should join the union. Direct workers who have questions about union membership to contact SEIU Healthcare Minnesota at 651-294-8100 or SEIUhomecare@seiuhcmn.org.
No. All PCA Choice agencies and FMS providers must refrain from any activities that might encourage or interfere with, or be perceived as encouraging or interfering with, union decertification efforts. If you receive questions about a decertification process, direct them to the Bureau of Mediation Services (BMS) at 651-649-5421.
Yes, if you have an orientation for workers who provide direct support services in PCA Choice, CDCS, or CSG, you must provide those workers with union membership applications and union orientation materials. SEIU Healthcare Minnesota will provide those materials to you.
Call SEIU Healthcare Minnesota at 651-294-8100 or email SEIUhomecare@seiuhcmn.org.
No. Not all members of the bargaining unit are members of the union. Collect dues only from workers who choose to join the union.
SEIU Healthcare Minnesota will inform your organization in writing if a worker joins the union at least 10 days before the beginning of the pay period from which dues deductions should be taken. You do not need a written authorization from the worker to deduct dues. The notice from SEIU Healthcare Minnesota is the only authorization required.
Union members established a 3% dues rate. The maximum amount of dues that can be deducted per pay period is $36.00. Deduct 3% of gross wages for the pay period , but no more than the maximum amount, and remit them to SEIU Healthcare Minnesota. Identify on your remittance to SEIU Healthcare Minnesota which workers the deductions were taken from and for which pay period.
Dues must be remitted to SEIU Healthcare Minnesota within 10 days after you make the deduction from the worker’s paycheck. Include an itemized statement with the remittance.
SEIU Healthcare Minnesota will provide you with 10 days’ notice of any membership cancellations. Continue to take dues deductions from union members until you receive a membership cancellation notice from SEIU Healthcare Minnesota. Direct workers who have questions about union membership to SEIU Healthcare Minnesota at 651-294-8100 or SEIUhomecare@seiuhcmn.org.
Workers accrue one hour of paid time off for every 30 hours they provide direct support in PCA Choice, CDCS or CSG. For each pay period, take the total number of hours worked providing services for a participant in PCA Choice, CDCS or CSG and divide that number by 30 to determine the total amount of PTO earned for that pay period. Round paid time off to the nearest hundredth. The PCA Choice-CDCS-CSG-Reporting Spreadsheet (XLS) has a formula embedded which will automatically calculate the per pay period PTO accrual rate.
Track the number of hours for each worker in PCA Choice, CDCS or CSG. For workers who provide services through more than one PCA Choice agency or FMS provider, SEIU Healthcare Minnesota will track the total number of hours worked and notify the provider agency when the worker has reached 600 hours. To utilize PTO, a worker must have worked 600 hours or six months, whichever comes first, in covered programs. Although they cannot be used until the 600-hour or six-month threshold is reached, PTO hours do accrue during the first 600 hours or six months of service.
It is a one-time requirement for each worker.
In CDCS and CSG, bill PTO against the participant’s budget as it is accrued for hours of service provided to the participant. Similarly, for PCA Choice agencies, set aside a portion of the reimbursement rate for PTO as it is accrued.
Workers may carry over up to 80 hours of unused paid time off from one fiscal year (July 1 – June 30) to the next.
A worker in CDCS or CSG may elect to waive their right to PTO. Workers do not need to meet the threshold of at least 600 hours or six months to waive their right to PTO. If a worker elects to waive their right to PTO, they cannot elect to start accruing it again until the beginning of the next service plan year. Workers must tell the person they serve they waive their right to PTO and then communicate their decision to the FMS provider and follow the FMS’s policies for implementation. Similarly, to reinstate PTO accrual, the worker needs to contact the FMS and follow their policies to make the request. FMS providers must obtain the written authorization of the worker and permission of the participant-employer or managing party to waive the worker’s right to accrue PTO. The request to waive the accrual of PTO cannot be made effective retroactively. After the FMS processes the worker’s request, the participant can plan an alternative use for the funds that were previously planned for PTO.
You must pay the worker the unused PTO the worker has earned, up to 80 hours.
Pay the worker the same wage rate you pay the worker for the hours they work when they are taking paid time off.
A worker must obtain the consent of the participant to use PTO. The worker should obtain consent in writing.
Workers should obtain permission from each participant for whom they were scheduled to work during the period in which they want to take paid time off.
If a worker has accrued paid time off to use and is not working because the participant is in the hospital and cannot receive services, the worker can use the paid time off he or she has accrued.
No. Time taken as PTO does not count against the 40-hour limitation.
Yes. Hours of paid time off are not included in the calculation of PCA hours of service provided in a month.
Record paid time off in columns O, P and Q on the PCA Choice-CDCS-CSG-Reporting Spreadsheet (XLS). Use the notes field to indicate when a worker’s gross pay includes pay for PTO used in that pay period.
A worker can take PTO in increments of 15 minutes.
Yes. All workers in the bargaining unit must receive the benefits guaranteed in the labor agreement. The agency or FMS may offer a worker benefits that are greater than the standards set by the collective bargaining agreement.
All workers in the bargaining unit must be paid at 1.5 times their regular hourly rate for hours they worked on New Year’s Day, Martin Luther King, Jr. Day, Memorial Day, Labor Day and Thanksgiving. This rate cannot be reduced for any reason.
Yes. Some participants may need additional hours of service beyond their usual hours during a holiday. PCA services are allowed to be used flexibly by participants to meet their covered service needs.
Yes, PCA provider agencies may establish a holiday staffing policy that may include a limit on the number of hours of service a participant can expect from the agency on a holiday. An agency’s holiday staffing policy should include an exception process to allow for additional staffing if required by the needs of the participant.
Agencies should notify participants of their holiday staffing policy at the initial service planning visit as with any limitation in services. For an agency who is just now developing its holiday staffing policy, before you implement the new policy: you must notify participants about the new policy and work with them to develop holiday staffing plans.
A floating holiday is a day chosen by the worker when they must be paid at 1.5 times the worker’s regular hourly wage rate for hours worked on that chosen day. This wage rate cannot be reduced for any reason. The floating holidays do not need to be recognized state or federal holidays and are in addition to the five holidays listed in the contract.
Yes. Participants may use additional or fewer hours of service than their usual hours on a worker’s floating holiday. PCA services are allowed to be used flexibly by participants to meet their covered service needs.
Yes, PCA provider agencies may establish a floating holiday staffing policy that may include a limit on the number of hours of service a participant can expect from the agency on a worker’s floating holiday. An agency’s floating holiday staffing policy should include an exception process to allow for additional staffing if required by the needs of the participant. PCA provider agencies should notify participants of their floating holiday staffing policy at the initial service planning visit as with any limitation in services. Before you implement the new policy with participants your agency already serves, you must notify them about the new policy.
Effective Oct. 1, 2021, all workers in the bargaining unit have two floating holidays to use each fiscal year of the agreement. Therefore, the worker has two floating holidays to use between Oct. 1, 2021 to June 30, 2022, and two floating holidays to use between July 1, 2022, and June 30, 2023.
A worker must obtain the consent of the participant to use a floating holiday. Workers should obtain this consent in writing and share it with the PCA provider agency or FMS provider at least two weeks before they intend to use the floating holiday.