Resources

Client Alerts, News Articles, Blog Posts, & Multimedia

Everything you need to know about BMD and the industry.

CLIENT ALERT: HB 159 - Regulatory Indemnity Provisions in Public Works Design Contracts

Client Alert

Representative Louis W. Blessing III (R-Colerain Township) recently introduced HB 159 to regulate the use of indemnity provisions in professional design contracts related to public improvements.  The purpose of the proposed legislation is to prohibit public agencies from requiring design professionals to indemnify them from claims which are not attributable to negligent or other wrongful conduct on the part of the design professional.

Under certain existing state and local contracts, design professionals may be required to defend public entities against third party claims before there is a determination that the design professional has committed an error.  These “broad-form” indemnification requirements may also include a “duty to defend” where the design professional is similarly required to retain an attorney to defend the public agency against third party claims before any legal liability for the claim has been established.  These types of indemnification requirements impose obligations which are typically not covered by professional liability insurance which only applies to claims caused by the engineer or architect’s negligent conduct.

H.B. 159 attempts to bring indemnity obligations in line with principles of fairness and the availability of insurance coverage.  The bill acknowledges that while design professionals are legally responsible for damages caused by their own professional negligence, they should not be required to indemnify and/or defend a public agency for losses that he or she did not cause and which are uninsurable.

BMD will continue to follow this proposed legislation as it moves through the legislative process.

Additionally, you may reach out to your local representative to share your support for or opposition to this bill.

If you have questions or need more information regarding the potential impact of HB 159, please contact BMD's Construction Law Group, or contact:  Robert A. Hager, Justin M. Alaburda or Martin J. Pangrace.

 


Starting an Advanced Practice Provider Practice

Advanced practice providers (APPs), which includes non-physician providers such as nurse practitioners, physician assistants, and nurse anesthetists, commonly start their own healthcare practices. Practices may provide, for example, service offerings such as primary care, anesthesiology, mental health, and aesthetics (medical spas). However, there are a number of considerations and steps that must be taken for APPs to compliantly function independently.

FTC Increases Targeting of Companies Lacking Cyber Protection

The Federal Trade Commission (FTC) recently released a comprehensive cybersecurity report outlining key findings and recommendations based on emerging threats, trends in data breaches, and strategies for businesses to enhance their cybersecurity posture observed over the last year.

New Federal Medical Conscience Rule and Its Implications

The Department of Health and Human Services Office for Civil Rights issued a Final Rule to clarify protections for healthcare providers who refuse services based on religious or moral beliefs. This includes protection against discrimination for refusing procedures like assisted suicide or abortion. The OCR can receive complaints, conduct investigations, and enforce these protections. Entities are encouraged to update policies accordingly and display a model notice provided by the OCR.

Marijuana Reclassification and APRN/PA Prescribing

Marijuana is expected to be reclassified by the Drug Enforcement Administration (DEA) from a Schedule I controlled substance to a Schedule III controlled substance as a result of efforts by the Biden administration.

Federal Trade Commission Voids Non-Compete Agreements Nationwide

On April 23, 2024, the U.S. Federal Trade Commission (“FTC”) issued its Final Rule containing regulations impacting non-compete agreements across the country for all employees. The Final Rule implements some of the most impactful changes to employment law during this century. The Final Rule will take effect 120 days from its publication in the Federal Register, which we expect to occur within the next few weeks.