mushroomHR
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Our company too must complete an AAP. I agree with Jaded's response.
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Information regarding FML, workers' comp., and short/long-term disability reasons is Individually Identifiable Health Information (IIHI) and not Protected Health Information (PHI). Of course you don't want to tell anyone about an employee's reason …
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You are correct. Workers' comp., short-term disability and FML are not covered by HIPAA.
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I have learned a lot of good HR information from both Don D and Hatchetman over the years. Please don't let your personal feelings be seen on the Forum. We really don't care about them and if you must, send messages to each other privately but don…
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Our policy states that multiple deaths does not broaden the number of days allowed. Therefore, our employee under these circumstances would only be allowed the three days of funeral leave if the funerals are on the same day.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-29-03 AT 07:25AM (CST)[/font][br][br]We do the same--must work the day before and the day after unless it is prearranged--unless it is a "special person" who calls off, then they get paid. Some do ge…
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I agree with jrzgrl. We allow three days for mother, father, present spouse, children, brother, sister; one day is given for mother-/father-in law, brother-/sister-in law, grandchild, stepchild or the employee's grandparents. If the employee wishes…
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The minor was working undercover for the agency.
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Judy, Go to [url]www.doleta.gov[/url]. From there you may find what you're looking for.
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We include vacation, personal time, and holidays in our calculation of overtime. We consider the employees as having worked an 8-hour day if they use PTO or holidays. I know we don't have to do this but we do anyway.
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I agree that you should make this drug test pre-employment. We used to do a post-hire test. I would go through the orientation, paperwork, etc. only to have a test come back positive. Not only was it a waste of my time but you may have an employe…
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I agree with both of the prior responses. Drug tests results do not qualify as PHI under HIPAA if they are for an employment situation. As an employer you have a right to know that information.
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Pork: You can still get involved in resolving employee's problems with the carrier. If the employer's access (as plan sponsor) to PHI was limited to what it received from employees who requested help getting various medical bills/claims paid, the …
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If you are an employer with a fully-funded health insurance plan and all you do is enroll/terminate employees from the plan you do not need to be HIPAA compliant. Information you receive from an employee for FML, STD, workers' comp. reasons, etc. i…
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We're a manufacturing company and each year we have a gathering the week before Christmas where ALL employees are invited. We would never think of excluding the production employees from the office employees or vice versa. That just wouldn't be rig…
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I have to do the same thing and I leave my name on the list. I feel that I am an employee just like the rest of the people on the list but if it did come to them over me that would be OK because so many of our employees are underpaid as it is, I wo…
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This sounds like a bunch of high-schoolers bickering amongst themselves and that's where it should be resolved--amongst themselves.
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In the event of an emergency you wouldn't be sending anyone a letter you would be calling so the need for an address in this case is moot. I would be more concerned with a telephone number for an emergency contact. If any of our employees don't gi…
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They could be changed to non-exempt salaried employees. They would receive a salary but still be entitled to overtime. In my opinion they would not qualify as exempt salaried employees. Our bookkeepers/accountants are non-exempt salaried employee…
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We publish a list each month. The employees' names are in alphabetical order and no date is given. If anyone doesn't want to be on the list they tell us and their name is omitted.
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If someone does not pass a pre-employment drug test the hospital contacts us. We contact the individual and tell them they tested negative in their pre-employment test and that we are sorry but we cannot hire them. We have never had anyone ask for…