Proove Bioscience
- Thread starter Anonymous
- Start date
-
- Tags
- None
Your a fool if you are still sticking around thinking proove will survive
Someone sounds butt-hurt. The definition is right there in black and white. If BM was legit then he wouldn't have to be concerned with a snitch. BM has ruined the lives of many.
When you get health care services, record the dates on a calendar and save the receipts and statements you get from providers to check for mistakes. Compare the dates and services on your calendar with the statements you get from Medicare to make sure you got each service listed and that all the details are correct. These include the "Medicare Summary Notice" (MSN) if you have Original Medicare, or similar statements that list the services you got or prescriptions you filled.
If you find items listed in your claims that you don’t have a record of, it’s possible that you or Medicare may have been billed for services or items you didn’t get. If you think a charge is incorrect and you know the provider, you may want to call their office to ask about it. The person you speak to may help you better understand the services or supplies you got. Or, your provider may realize a billing error was made.
If you've contacted the provider and you suspect that Medicare is being charged for health care you didn't get, or you don't know the provider on the claim, you can:
- Call us at 1-800-MEDICARE (1-800-633-4227).
- Report it online to the Office of the Inspector General.
- Call the Office of the Inspector General at 1‑800‑HHS‑TIPS (1‑800‑447‑8477). TTY: 1‑800‑377‑4950.
- The provider's name and any identifying number you may have
- The service or item you're questioning
- The date the service or item was supposedly given or delivered
- The payment amount approved and paid by Medicare
- The date on your MSN
- Your name and Medicare number
- The reason you think Medicare shouldn't have paid
- Any other information you have showing why Medicare shouldn't have paid for a service or item
You may be eligible for a reward of up to $1,000 if all of these 5 conditions are met:
- You report your suspected Medicare fraud. The allegation must be specific, not general.
- The suspected Medicare fraud you report must be confirmed as potential fraud by the Program Safeguard Contractor, the Zone Program Integrity Contractor, or the Medicare Drug Integrity Contractor (the Medicare contractors responsible for investigating potential fraud and abuse) and formally referred as part of a case by one of the contractors to the Office of Inspector General for further investigation.
- You aren't an "excluded individual."
Example
For example, you didn't participate in the fraud offense being reported. Or, there isn't another reward that you qualify for under another government program.
- The person or organization you're reporting isn't already under investigation by law enforcement.
- Your report leads directly to the recovery of at least $100 of Medicare money.
It's likely that the person or people that reported him will get nothing or very little . I'm sure the government was on to him long before anyone got the guts to turn him in. Anyone that turned him in probably only did it to see justice served.
Robert, all this was a red flag for the everyone in the company. It was clearly visible like a glass of water. It was coming and you decided to stay on that boat and protect his ass. It's your
Fault buddy so stop crying like a little bitc*
Fault buddy so stop crying like a little bitc*
"Intelligence, patriotism, Christianity, and a firm reliance on Him, who has never yet forsaken this favored land, are still competent to adjust, in the best way, all our present difficulty."
- Abraham Lincoln
Volunteer. Public Servant. Entrepreneur. Coach. There are many words used to describe Brian Meshkin. But if you ask Brian, he’s just Brian – a guy who works hard, dreams big, and rolls up his sleeves to help others.
Brian defines his life by his faith in God and belief that every person on earth is a child of God with a divine heritage and potential.
From www.brianmeshkin.com
- Abraham Lincoln
Volunteer. Public Servant. Entrepreneur. Coach. There are many words used to describe Brian Meshkin. But if you ask Brian, he’s just Brian – a guy who works hard, dreams big, and rolls up his sleeves to help others.
Brian defines his life by his faith in God and belief that every person on earth is a child of God with a divine heritage and potential.
From www.brianmeshkin.com
*****************************************
Attention everyone,
please click ok the link below to make the proove Raid video visible again on google
Click on in as many times as you can
https://www.google.com/amp/abc7.com...y-fbi-as-part-of-fraud-investigation/2071108/
Enjoy,
Attention everyone,
please click ok the link below to make the proove Raid video visible again on google
Click on in as many times as you can
https://www.google.com/amp/abc7.com...y-fbi-as-part-of-fraud-investigation/2071108/
Enjoy,
Diana, HR department, you saw Lisa B run like a zebra out of Proove and now look, you don't have a job now. Didn't it cross your mind you would be next? You people need to learn to listen
lol only HR person left is Brian's niece or whatever
How many employee lives did he change forever with his broken promises and lies? I can only hope that at some point, some of us are given the chance to stand up and share the damage Meshkin has done personally to us. If you tried to defend yourself against him and make him make good on promises, he released a rage and venom like no other. So many regrets all stemming from the decision to believe Brian Meshkin.
I wonder if he really believes he is right? How can you break just about every promise you make, destroy lives and justify it as doing the right thing for the greater good? I personally couldn't live with myself.
I wonder if he really believes he is right? How can you break just about every promise you make, destroy lives and justify it as doing the right thing for the greater good? I personally couldn't live with myself.
Oh hey Brian you are starting to post now.
You make me sick. You make all of us sick. Do not bring your bullshit statements of how nice you are here you piece of garbage. Judgement day is coming. Your going to jail for everything that you did.
One last thing Brian, Even if your bullshit mediocre useless tests work, (which they don't) you committed fraud from left to right and stole millions of dollars from insurance companies. It's good to think positive like you always do but the truth is this is going to end bad for you Brian. You're screwed and your reputation is damaged for life. Just close down the company you idiot.
Things just keep getting uglier. They have been informed that withholding earned wages is illegal. Obviously, BM is above the law though. Meanwhile, employees can't pay their bills and are expected to wait.
This same thing happened with the last pay cuts for the managers. He never paid them for the paycut he applied illegally to the time they had already worked. He doesn't care about laws or people.
"We need to swab more patients" I want more money in my pocket.....
California’s wage and hour laws are among the broadest and strictest in the nation. They enumerate the specific rules related to payment of wages, minimum wage, commissions, overtime pay, rest breaks, meal periods, business related expenses, itemized wage statements and numerous other areas of employee compensation. The laws also specify what damages employees could recover if they prove violations.
While damages in the form of unpaid wages can be costly for employers, these days employers must also be concerned about how the 4 Ps - Penalties, Plaintiff’s Attorney’s Fees, Personal Liability and PAGA – significantly increases their liability exposure.
Penalties
In addition to recovering unpaid wages, California law allows employees to recover penalties, specifically waiting time penalties, when the employer willfully fails to pay all wages due at the conclusion of the employment relationship. Labor Code § 203. This means that if an employee prevails in a claim against his/her employer for failure to pay minimum wage, overtime and/or all accrued wages in the final paycheck, then the employer can be liable for waiting time penalties. Waiting time penalties are measured by the employee’s regular daily wage for each day the final payment is late, for up to 30 days.
Here is an example of how it can add up:
An office manager is terminated on January 15, 2016, and successfully proves he was not paid all of his earned wages due until March 1, 2016, 45 days later. He regularly worked 40 hours/week. At the time of his termination, the employee was earning $30.00/hour.
Waiting Time Calculation
40 hours/week ÷ 5 days/week = 8 hours/day
8 hours/day x $30/hour = $240/day (daily wage)
$240/daily wage x 30 days (maximum penalty days) = $7,200 in waiting time penalties
Plaintiff’s Attorneys’ Fees
Employees prevailing in certain wage and hour claims can recover the attorneys’ fees they incurred. Labor Code § 1194 provides a “one-way fee shifting statute” that allows prevailing employees – but not prevailing employers - to collect attorneys’ fees and costs on minimum wage and overtime claims.
For other wage and hour claims, Labor Code § 218.5 applies; this is a “two-way fee shifting statute” which provides for an award of attorneys’ fees and costs to the prevailing party. However, in 2013 the law was amended, and now prevailing employers can only recover attorneys’ fees and costs if they prove the employee filed the action in bad faith.
California’s law on reimbursement of business-related expenses, such as for mileage, cell phones, and other out-of-pocket expenditures, entitles employees to collect attorney’s fees incurred in the enforcement of these rights. Labor Code § 2802. PAGA actions (discussed below) also allow for plaintiff’s to recover attorneys’ fees.
Plaintiffs’ attorneys’ fees can be staggering, and significantly surmount the actual damage award to the plaintiff. In Yoo v. Song, Case No. B256229 (2d Dist., Div. 7 Feb. 17, 2015) (unpublished), the court awarded the plaintiff only $4,000 for her wage and hour claims, but still awarded her $41,500 in attorneys’ fees.
Personal Liability
California law now makes the owners, directors, officers, and managing agents of employers personally liable for willful violations of wage and hour laws. Labor Code § 558.1. The “Fair Day’s Pay Act”, which went into effect on January 1, 2016, expanded the definition of “employer” beyond the corporate entity to include these natural persons and authorized the Labor Commissioner to hold them liable for California’s the following wage and hour violations: unpaid overtime, unpaid minimum wage, denial of meal/rest breaks, untimely termination pay, inadequate wage statements, and failure to reimburse business-related expenses. And as discussed above, the liability exposure for these of type of wage and hour claims can be very steep in light of penalties and plaintiffs’ attorney’s fees.
It should be noted that this new law is currently applicable only to wage and hour claims brought before the Labor Commissioner, and does not allow for private right of actions against natural persons for wage and hour violations.
PAGA
California’s Private Attorneys General Act (“PAGA”) allows an “aggrieved employee” to bring a lawsuit on behalf of him/herself and other current and former employees for Labor Code violations including those related to wage and hour. The Act permits the employee to act as the private attorney general in the place of the Labor and Workforce Development Agency (LWDA) and to initiate a representative action to collect penalties for labor code violations.
If the Labor Code provision underlying the PAGA claim states a penalty, then an employee can seek to collect that specified penalty on behalf of all the aggrieved employees. When the underlying Labor Code does not already provide a penalty, the PAGA penalty is $100 for each employee per pay period for the initial violation and $200 for each employee per pay period for each subsequent violation. The employee who brought the action collects 25% of the total penalties and the remaining 75% are distributed to the LWDA. In addition, employees can recover attorneys’ fees as well as unpaid wages.
Here is an example of how it can add up:
One administrative assistant claims her employer denied her overtime. She brings a PAGA action on behalf of 20 current administrative employees and an additional 15 former administrative employees who worked for the employer in the past year (the statute of limitations is 1 year), alleging they were all denied overtime.
The overtime statute provides a penalty for unpaid overtime for the first violation at $50 per employee per pay period (26 in a year), and $100 for subsequent violations.
PAGA Calculation
$50/penalty for first violation x 35/aggrieved former and current employees x 1/first pay period = $1,750.
$100/ penalty for subsequent violations x 35/aggrieved former and current employees x 25/subsequent pay periods = $87,500.
$1,750 + $87,500 = $89,250 in Total PAGA Penalties
While damages in the form of unpaid wages can be costly for employers, these days employers must also be concerned about how the 4 Ps - Penalties, Plaintiff’s Attorney’s Fees, Personal Liability and PAGA – significantly increases their liability exposure.
Penalties
In addition to recovering unpaid wages, California law allows employees to recover penalties, specifically waiting time penalties, when the employer willfully fails to pay all wages due at the conclusion of the employment relationship. Labor Code § 203. This means that if an employee prevails in a claim against his/her employer for failure to pay minimum wage, overtime and/or all accrued wages in the final paycheck, then the employer can be liable for waiting time penalties. Waiting time penalties are measured by the employee’s regular daily wage for each day the final payment is late, for up to 30 days.
Here is an example of how it can add up:
An office manager is terminated on January 15, 2016, and successfully proves he was not paid all of his earned wages due until March 1, 2016, 45 days later. He regularly worked 40 hours/week. At the time of his termination, the employee was earning $30.00/hour.
Waiting Time Calculation
40 hours/week ÷ 5 days/week = 8 hours/day
8 hours/day x $30/hour = $240/day (daily wage)
$240/daily wage x 30 days (maximum penalty days) = $7,200 in waiting time penalties
Plaintiff’s Attorneys’ Fees
Employees prevailing in certain wage and hour claims can recover the attorneys’ fees they incurred. Labor Code § 1194 provides a “one-way fee shifting statute” that allows prevailing employees – but not prevailing employers - to collect attorneys’ fees and costs on minimum wage and overtime claims.
For other wage and hour claims, Labor Code § 218.5 applies; this is a “two-way fee shifting statute” which provides for an award of attorneys’ fees and costs to the prevailing party. However, in 2013 the law was amended, and now prevailing employers can only recover attorneys’ fees and costs if they prove the employee filed the action in bad faith.
California’s law on reimbursement of business-related expenses, such as for mileage, cell phones, and other out-of-pocket expenditures, entitles employees to collect attorney’s fees incurred in the enforcement of these rights. Labor Code § 2802. PAGA actions (discussed below) also allow for plaintiff’s to recover attorneys’ fees.
Plaintiffs’ attorneys’ fees can be staggering, and significantly surmount the actual damage award to the plaintiff. In Yoo v. Song, Case No. B256229 (2d Dist., Div. 7 Feb. 17, 2015) (unpublished), the court awarded the plaintiff only $4,000 for her wage and hour claims, but still awarded her $41,500 in attorneys’ fees.
Personal Liability
California law now makes the owners, directors, officers, and managing agents of employers personally liable for willful violations of wage and hour laws. Labor Code § 558.1. The “Fair Day’s Pay Act”, which went into effect on January 1, 2016, expanded the definition of “employer” beyond the corporate entity to include these natural persons and authorized the Labor Commissioner to hold them liable for California’s the following wage and hour violations: unpaid overtime, unpaid minimum wage, denial of meal/rest breaks, untimely termination pay, inadequate wage statements, and failure to reimburse business-related expenses. And as discussed above, the liability exposure for these of type of wage and hour claims can be very steep in light of penalties and plaintiffs’ attorney’s fees.
It should be noted that this new law is currently applicable only to wage and hour claims brought before the Labor Commissioner, and does not allow for private right of actions against natural persons for wage and hour violations.
PAGA
California’s Private Attorneys General Act (“PAGA”) allows an “aggrieved employee” to bring a lawsuit on behalf of him/herself and other current and former employees for Labor Code violations including those related to wage and hour. The Act permits the employee to act as the private attorney general in the place of the Labor and Workforce Development Agency (LWDA) and to initiate a representative action to collect penalties for labor code violations.
If the Labor Code provision underlying the PAGA claim states a penalty, then an employee can seek to collect that specified penalty on behalf of all the aggrieved employees. When the underlying Labor Code does not already provide a penalty, the PAGA penalty is $100 for each employee per pay period for the initial violation and $200 for each employee per pay period for each subsequent violation. The employee who brought the action collects 25% of the total penalties and the remaining 75% are distributed to the LWDA. In addition, employees can recover attorneys’ fees as well as unpaid wages.
Here is an example of how it can add up:
One administrative assistant claims her employer denied her overtime. She brings a PAGA action on behalf of 20 current administrative employees and an additional 15 former administrative employees who worked for the employer in the past year (the statute of limitations is 1 year), alleging they were all denied overtime.
The overtime statute provides a penalty for unpaid overtime for the first violation at $50 per employee per pay period (26 in a year), and $100 for subsequent violations.
PAGA Calculation
$50/penalty for first violation x 35/aggrieved former and current employees x 1/first pay period = $1,750.
$100/ penalty for subsequent violations x 35/aggrieved former and current employees x 25/subsequent pay periods = $87,500.
$1,750 + $87,500 = $89,250 in Total PAGA Penalties