mushroomHR
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Whatever information you receive in the course of employment does not fall under HIPAA. If you were receiving this information from the insurance company it would be a different matter. If the employee is voluntarily giving you this information co…
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Once an employee has been certified for intermittent family and medical leave you cannot require a doctor's note for their absence. They can call off and merely state they are absent due to their FML qualifying health condition. That's all they ne…
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Like ray a, the facility that does our testing chooses the names through a computer program at their facility. They notify me the day of the test that they are faxing a list to me. I would advise you to stay away from selecting the names. Even th…
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You might as well not even have a policy if you allow exceptions. Your company will find itself in court so fast it will make their heads spin. Please, take the other posters' advice and make no exceptions to your policy for any illegal substance.…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-04 AT 01:56PM (CST)[/font][br][br]Thanks everyone. These must be the same veterans who are counted on the VETS 100 report we must complete each year.
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The AAP verbage was changed from "Vietnam era veterans" to "other protected veterans" so it must include more than just Vietnam era veterans. I'd like to know who the other protected veterans are.
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I agree with you HR. If you're fully insured and you see no health information from the insurance company HIPAA does not apply. You do have to give enrollees a copy of your SPD but that has nothing to do with HIPAA.
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If all you are doing is enrolling/terminating employees and paying the bill the insurance company is sending you then you don't have to do anything with HIPAA. As long as you aren't getting any information from the insurance company about employeee…
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We are a federal contractor and are required to have an affirmative action plan as well as do applicant tracking. We have been told by the consultant that helps us with our AAP that we must track all resumes that come in in response to an ad that w…
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PHI does not include any employee/employer health information. PHI is information that relates to your health insurance program. Employee/employer health information is individually identifiable health information (IIHI) and is not considered PHI.
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Yes, you are a plan sponsor but as long as you do not get protected health information from the plan you do not have to comply with HIPAA. If an employee asks for help in resolving a claim and you do get information about that employee's health con…
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If you are fully insured through your insurance carrier and you get no protected health information (PHI) from them you should not have to comply with HIPAA. Information you get in the normal course of business for workers' comp., FMLA, ADA, disabi…
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We're off on Good Friday as well but if we were open and employees wanted to attend Mass they could use PTO to do so. We allow that practice for other religious days we are open if someone wants time off to attend services.
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ritaanz: That only works if your telephone number is listed in the phone book. I did mine and got nothing--I have an unlisted phone number.
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Unbelievable! I tell people to look up the address in the phone book and if it isn't in there, they aren't getting it from me. I sure wouldn't want someone giving out my home address which is why I won't give out anyone else's either. People get …
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[font size="1" color="#FF0000"]LAST EDITED ON 03-23-04 AT 01:11PM (CST)[/font][br][br]Yes, asking for a graduation date pre-hire is not allowed. You can ask for it post-hire, but you cannot have it on your employment application. All you can ask o…
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We were considering hair samples for our drug testing but decided it was too invasive. What do you do with someone who is bald? The shaved head is a trend these days and we'd have a lot of people who would have to produce hair from somewhere other…
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We've had this problem in the past too. Our solution was to offer the employee a personal leave of absence for "X" period of time to straighten out their affairs. After the leave was over the employee returned to work and his attendance wasn't any…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-15-04 AT 10:44AM (CST)[/font][br][br]For those of you who allow their employees to only use their sick time for when they are sick--how do you monitor that? If they call in and say they're "sick" the…
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The key word is "responsibility". Employees should be responsible for their own benefits, be it enrollment, problems with claims, etc. I tell my employees to contact the insurance company themselves to solve the problem. If they still can't get i…
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Linda: Perhaps if you would write-up the supervisors they would see that you mean business. If they get written up they would surely enforce the safety rules and regulations with their employees. Just a thought. Venting is good.
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This is definitely ripe for a lawsuit. All sexual harassment that is reported should be investigated and taken care of if the harassment has been proven to be a fact. A company is putting themselves in great jeopardy if they know about the harassm…
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You may want to check the NLRB's website. There was a Supreme Court decision, NLRB vs Weingarten that may help you. Go to [url]www.NLRB.gov[/url] for further information on this topic.
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SPD's are quite complex and there's a lot of legal mumbo jumbo that must be contained in them. I put that burden on our attorney as I don't want to be responsible for something I know nothing about. I would consult with counsel on this.
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I would check with your Bureau of Workers' Compensation or corporate attorney. In the state of Ohio you cannot terminate an employee who is collecting temporary total disability. It is a violation of public policy to do so.
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Our company does not have a "maternity leave policy" per se. We treat maternity leave, if the woman is disabled, just as we would treat any other person who is disabled. We also allow for 12 weeks FML after delivery which must be used concurrently…
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We are a manufacturing company as well and provide uniforms to our employees through a uniform company. When our employees need new shirts due to normal wear and tear the uniform company replaces the worn items. If you are not working with a unifo…
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Wow Don D. Your corporate office is in Cleveland? I didn't think there were any remaining corporate offices in the fair city of Cleveland, Ohio. I'm happy to hear there are.
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Thanks Don. The OSHA website has a nice link to the cross-reference of the SIC/NAICS codes and I am quite familiar with what they are and their purpose. I was only curious as to who assigns these number to a business. No one here at my company se…
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If you have a fully-funded insurance plan and all you do is enroll/terminate employees and get no more than summary information from the health care provider, then you do not have to be HIPAA compliant. HIPAA is relevant to self-funded plans when y…