1. Home
  2. |Insights
  3. |Not Better Late Than Never: Timing Requirement is Material to Payment

Not Better Late Than Never: Timing Requirement is Material to Payment

Client Alert | 1 min read | 06.15.18

On June 11, 2018, in U.S. ex rel Prather v. Brookdale Senior Living Communities Inc., the Sixth Circuit reversed dismissal of a False Claims Act suit against the country’s largest senior living provider because the relator had sufficiently alleged materiality. The qui tam suit was brought by a former nurse who alleged that physician certifications of patient need for home-health care were not signed until months after the care had been provided, in violation of 42 C.F.R. § 424.22 which requires that such certifications be completed at the time a plan of care is established or “as soon thereafter as possible.”

Applying the factors that the Supreme Court identified in its Escobar decision, the Sixth Circuit held in a 2-1 decision that the relator sufficiently pleaded that the timing requirement in § 424.22 was material by alleging that it was an express condition of payment and referring to guidance documents suggesting that compliance with the timing requirement went to the “essence of the bargain” between the defendants and the government. Notably, the lower court had drawn a negative inference on materiality because the complaint contained no allegations about the government’s past practice vis-à-vis claims that did not comply with the timing requirement in § 424.22. The Sixth Circuit found that this was “one step too far” because although past government actions are relevant to the materiality analysis, they are not dispositive.

Insights

Client Alert | 4 min read | 02.27.26

New Jersey Expands FLA Protections Effective July 2026: What Employers Need to Know

The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave. ...