HIPPA Compliance
njjel
1,235 Posts
In light of the upcoming date for HIPPA compliance, I would like to confirm that the statement below is correct. Your input please.
"As long as and employer only provides enrollment/termination information to the insurance company, are not self-funded, and sees no more than summary information (nothing identifiable) the employer does not have to comply with HIPAA. Any employee health information you may receive as an employer (short-term disability, FML, workers' comp, etc.) is considered Individually Identifiable Health Information and is not Protected Health Information. PHI is generated by a provider or health plan, not usually an employer with a fully-funded plan.
"As long as and employer only provides enrollment/termination information to the insurance company, are not self-funded, and sees no more than summary information (nothing identifiable) the employer does not have to comply with HIPAA. Any employee health information you may receive as an employer (short-term disability, FML, workers' comp, etc.) is considered Individually Identifiable Health Information and is not Protected Health Information. PHI is generated by a provider or health plan, not usually an employer with a fully-funded plan.
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