Business Tips and Resources

Australian SLP Spark: NDIS Reminder: update your invoice systems before 2 November 2024

29 October 2024 By David Kinnane Leave a Comment

The big picture:

The NDIS CEO expects SLP providers to be up to speed on the new NDIS rules before 2 November 2024 (i.e. by close of business on Friday, 1 November).

Why it matters:

From 3 October 2024, participants can only spend NDIS funding on things that are in the approved list of NDIS supports, and cannot spend NDIS funding on anything in the non-NDIS supports list (other than a replacement support exception).
SLP services and invoices need to reflect the new laws.
As a condition of processing, many plan managers are now requiring confirmation from SLPs that our services are, in fact, NDIS supports.

What to do:

Make sure your services are “NDIS supports” within the meaning of Schedule 1 of the new Rules.
Update your invoices to include a statement about NDIS supports.

Zoom in:

To get paid efficiently, include enough detail in your invoices to allow third parties to substantiate that your services are NDIS supports.
Example invoice wording: “This is an NDIS Support as described in column 2 of [item 17/item 34] in the table in clause 1 of Schedule 1 of the National Disability Insurance Scheme (Getting the NDIS Back on Track No. 1) (NDIS Supports) Transitional Rules 2024.”
The exact statement/item numbers on invoices will depend on your service mix – and how much space is available in your template invoice fields.

Go deeper:

Read:

Schedule 1 of the National Disability Insurance Scheme (Getting the NDIS Back on Track No. 1) (NDIS Supports) Transitional Rules 2024 including the NDIS supports described in items 17 (Early intervention supports for early childhood) and 34 (Therapeutic supports)
the email from the NDIS CEO about the NDIS supports transition period for providers
the press release from the Minister for the NDIS “Support lists boost clarity for NDIS participants and providers“

More from us:

SLP Spark: Each speech pathologist should buy their own professional indemnity insurance

1 October 2024 By David Kinnane Leave a Comment

The big picture

Some Australian speech pathologists think buying their own insurance is a waste of money, and that they can rely on their employer’s insurance if they get sued.

But:

Your employer might:

not buy enough insurance;
forget to pay their premium;
go bust; or
claim (with their insurer) that your alleged actions or failures aren’t covered by their policy.

Zoom in

As health professionals, every Australian SLP is required to maintain appropriate indemnity insurance arrangements, including under the:

statutory Codes of Conduct applicable to SLPs as unregistered health practitioners or professionals; and
NDIS Code of Conduct applicable to registered and unregistered providers.

Bottom line

SLPs can and do get sued for professional negligence. Litigation is expensive. SLPs should seek professional advice as to the type and amount of insurance they need. We think you should have at least $20 million of coverage.

Code of Conduct – Non-registered Health Practitioners: see section 13.

NDIS Code of Conduct for Providers: see paragraph 50.

Disclaimer: we have done our best to ensure that this information is correct as at the date of publication (1 October 2024). The information is intended to be general only and is not legal advice. Formal legal or other advice should be sought for particular circumstances or for matters arising from this information.

How to navigate conflict with other people

27 October 2022 By David Kinnane Leave a Comment

Interpersonal conflicts are common. They can make us worry and react in regrettable ways that make us feel bad about ourselves. Sometimes, we withdraw from relationships, which is also not good for us.

Conflict with people can lead to lots of bad outcomes: reduced focus and creativity, worse decision making, and unhappy relationships.

None of us is perfect when it comes to relationships. When you are in conflict with someone else, there are several strategies you can use to find a healthy way forward:

Remember your perspective is just one amongst many. Sometimes, we forget that we all have different viewpoints and values and think that our view is correct and all other views are uninformed, irrational or biased. Thus is not always true – not everyone sees things that same way and that’s okay.
Be aware everyone is biased (including you!). We sometimes assume that other people’s behaviour is due to their personality, when it might just be due to their situation. Ask someone you trust to help you reflect on the ways you might be seeing the situation unfairly.
Avoid black and white thinking. Sometimes, when we disagree with others, we start to think that the other person is an opponent or even enemy! Rather than thinking it’s ‘you versus them’, focus on the decision or situation instead and try to make progress on it. Think of yourself and the other person as sitting on opposite sides of a seesaw and work together to find a balance.
Know your goals: Avoid drama and stay focused on your goals, e.g. you want a healthy relationship that will last into the future, and you want to feel less angry/frustrated after interactions. Make a list of your goals and circle the most important ones. You don’t need to be best friends with the other person – focus first on having a functional, respectful relationship.
Don’t gossip or look for drama: It’s perfectly fine to seek help with sorting out your feelings and to check in with others. But choose who you speak with carefully and look for people who are constructive and who will challenge your perspective – people who will help you solve the specific problem.
Experiment: There is no one way to solve interpersonal conflicts. Your strategy will depend on the situation and the people involved. Experiment and see what happens: e.g. decide that for two weeks you will listen to the other person, and not interrupt, and focus on what they are saying (rather than how they say it). Try to summarise what the other person is saying, and check you have understood them. Try to interrupt your conflict patterns of the past.
Stay curious: People are complex! Try to learn more about the other person. Do not approach conversations with aggression or defensiveness, but with creativity and with genuine questions about them. Think about a future when you have overcome the conflict.
Don’t give up: With good faith efforts and hard work, you can resolve most interpersonal conflicts.

Key source: Gallo, A. (2022) How to Navigate Conflict with a Coworker, Harvard Business Review, September/October.

For more on supervision, check out our book “How to supervise speech pathologists properly in private practice“.

This infographic also appears in a recent issue of Banter Booster, our weekly round up of the best speech pathology ideas and practice tips for busy speech pathologists, speech pathology students, and other interested readers.

Difficult professional conversations: tips to help control emotions

23 August 2022 By David Kinnane Leave a Comment

Many Speech Language Pathologists in private practice are people pleasers, overworked and under-resourced.

Disagreements about priorities, caseloads, workloads and feedback are inevitable. They can feel threatening and stressful.

When threatened, many of us switch to “fight or flight” mode, making it hard to think rationally and professionally.

We can implement strategies to interrupt this physical response to keep our cool during difficult conversations:

Breathe: Focus on the sensation of air coming in and out of your lungs, or your nostrils. Breath in slowly through your nose for a count of 4 and out for a count of 8 through slightly pursed lips, at least three times.
Anchor: Notice the feeling of your feet on the ground.
Move: If possible, get up and walk around. If this is not possible, do small physical acts like crossing two fingers or slowly touching each finger with your thumb.
Use a mantra: Repeat a phrase to yourself to remind yourself to stay calm, e.g. “Go to neutral”.
Label: Name your emotions and examine them, recognising you are not your thoughts. Put space between your (temporary) emotion and your identity.
Take a break: excuse yourself for a moment to get some water, coffee, or to go to the bathroom. (This can also help give your conversation partner a chance to cool off and reset.)

Source: Gallo, A. (2017). How to Control Your Emotions During a Difficult Conversation. Harvard Business Review, Digital Edition.

For more on supervision of speech pathologists, check out our book “How to supervise speech pathologists properly in private practice“.

This article also appears in a recent issue of Banter Booster, our weekly round up of the best speech pathology ideas and practice tips for busy speech pathologists and speech pathology students.

Change to short notice cancellations under the NDIS Pricing Arrangements and Price Limits 2022-23

7 July 2022 By David Kinnane Leave a Comment

The National Disability Insurance Agency (“NDIA”) has published pricing arrangements for the National Disability Insurance Scheme (“NDIS”) in its NDIS Pricing Arrangements and Price Limits 2022-23 (“Pricing Arrangements”), which took effect on 1 July 2022.

Amongst other things, the NDIA has modified the definition of short notice cancellation in the Pricing Arrangements.

(1) Short Notice Cancellation

A short notice cancellation is defined in the Pricing Arrangements as when a NDIS participant:

doesn’t show up for a scheduled support within a reasonable time (e.g. in the event the NDIS participant should be attending a clinic where the NDIS provider is located); or
is not present at the agreed place within a reasonable time when the NDIS provider is travelling to deliver the support (e.g. in the event the NDIS provider provides the support at the NDIS participant’s home or a third party location),

and

has given less than seven clear days’ notice for a support.

This means an NDIS participant should give an NDIS provider at least seven clear days’ notice of the cancellation of a support.

The definition has been simplified from a two-tier system (two or five clear business days) notice, depending on the duration and cost of the support under the 2021-22 arrangements, to a single definition based on the number of days (rather than business days).

(2) Claiming for a Short Notice Cancellation

In the event of a short notice cancellation, an NDIS provider is able to claim 100% of the agreed fee associated with the support from the NDIS participant’s plan, provided that all of the following conditions are met:

the Pricing Arrangements set out that NDIS providers can claim for short notice cancellations in relation to the relevant support item; and
the proposed charges for the activities comply with the Pricing Arrangements; and
the service agreement between the NDIS provider and NDIS participant specifies that short notice cancellations can be claimed; and
the NDIS provider was not able to find alternative billable work for the relevant worker and was required to pay the worker for the time that would have been spent providing the support.

Takeaways

In order to claim for a short notice cancellation, NDIS providers should:

check that short notice cancellations can be claimed in relation to the relevant support item under the Pricing Arrangements;
ensure that their charges comply with the Pricing Arrangements;
check that the service agreement between them and an NDIS participant specifies that short notice cancellations can be claimed (and, if required, amend the service agreement with a variation signed by the NDIS participant and NDIS provider); and
be able to show that they could not find alternative billable work for the relevant worker and was required to pay the worker for the time that would have been spent providing the support.

The definition of short cancellation notice includes the concept of “within a reasonable time”. NDIS providers should consider what, in the circumstances of the provision of a particular support, is a reasonable time to wait when a NDIS participant does not show up for a support prior to making a claim for a short notice cancellation under the NDIS participant’s NDIS plan.

As good practice, NDIS providers should remind NDIS participants of the need to provide 7 clear days notice of a cancellation of a support (so as to not be impacted by short notice cancellations).

Our NDIS Service Agreement and NDIS Provider and Health Provider Booking and Cancellation Policy templates have been updated to respond to the changes to the Pricing Arrangements with respect to short notice cancellations.

NDIS and Health Provider Booking and Cancellation Policy Template

Disclaimer: we have done our best to ensure that this article is correct as at the date of publication (7 July 2022). It may not reflect any changes to the Pricing Arrangements or other NDIS rules or guidelines after the date of publication. The article is intended to provide general information and is not legal advice. Formal legal and/or accounting advice should be sought for particular circumstances and transactions, or for matters arising from this article.