How to Open a Med Spa in Nebraska
Who can own a medical spa or IV hydration business in Nebraska?
Anyone can own a medical spa or IV hydration business in Nebraska.
Does Nebraska prohibit the corporate practice of medicine?
No, Nebraska doesn’t prohibit the corporate practice of medicine (CPOM).
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Do nurse practitioners have full practice authority in Nebraska? Can a nurse practitioner be a medical director in Nebraska?
Nurse practitioners who have completed at least 2,000 hours of practice under a collaborative practice agreement with a physician have full practice authority in Nebraska. Once a Nurse Practitioner has completed 30 hours of pharmacology, the Nurse Practitioner may prescribe. A Nurse Practitioner with full practice authority may be a medical director in Nebraska.
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What services are considered medical services in Nebraska?
Neurotoxins, fillers, lasers, and IV hydration are some of the common medical spa services that are considered to be the practice of medicine in Nebraska and must be performed by appropriate medical or nursing professionals.
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Is a salon license needed in Nebraska?
Whether a salon license is needed in Nebraska depends on what procedures a medical spa offers.
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Is malpractice insurance required in Nebraska?
Malpractice insurance is required in Nebraska if physicians want to participate in the state-run program that assists physicians in dealing with professional liability claims. Having malpractice insurance is strongly recommended in Nebraska.
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What compliance documentation is recommended for a medical spa or IV hydration business in Nebraska?
The medical spa or IV hydration business should have documented policies, procedures, and clear protocols for all services provided. Clinical service protocols should be clear, thorough, and sufficiently outline expectations regarding procedures. The medical spa should develop Informed Consent documents for patients to sign before undergoing any procedure. These consents should inform patients of the procedures, any potential side effects and contraindications with medications and pre-existing conditions, and any other pertinent information regarding patient expectations. Human Resources documentation, including Employee Handbooks, corporate policies and procedures, and any Employment or Independent Contractor Agreements, should clearly state all expectations, duties, and responsibilities for all staff members.
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Practice Areas
Business Law
Employment Law
Intellectual Property Law
Medical Spa Law
