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skyrocket

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skyrocket
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  • I know I am sounding like a broken record, but HIPAA is a law affecting BENEFIT PLANS only. Employment records are not subject to this law. There may be other privacy laws affecting disclosure of personal information - but these shouldn't be confu…
    in HIPPA AND EMPLOYEE'S DEATH Comment by skyrocket July 2003
  • Here is another good website about HIPAA [url]http://cms.hhs.gov/providers/edi/default.asp[/url]
    in One more HIPPA Question Comment by skyrocket July 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 07-16-03 AT 07:27PM (CST)[/font][p]LFernandez: Please don't let the confusion about HIPAA confuse you further. If you are not administering a health plan or are a health care provider the information y…
    in One more HIPPA Question Comment by skyrocket July 2003
  • Have you got 12 hours Scottor? That is a loaded question indeed. I just put together an "employer's guide" in conjunction with an ERISA benefits attorney. From that information, I will keep this simple... Following are some of the requirement…
    in One more HIPPA Question Comment by skyrocket July 2003
  • HIPAA applies ONLY to Health Plans and entities that work with health plans. Unless you are providing a service to someone's health plan, HIPAA does not apply. You could be providing a service to a health plan if you are conducting a marketing s…
    in One more HIPPA Question Comment by skyrocket July 2003
  • Hi Scottor: Yes, my understanding is the same as yours, I believe. But a written authorization is needed only for disclosures that are not "automatically authorized" - in other words if your Notice of Privacy Practices and Plan Document identifies …
    in Get-well cards and HIPAA Comment by skyrocket July 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 07-10-03 AT 12:44PM (CST)[/font][p]Sorry Scottor - I disagree on one point. HIPAA Privacy law is not an "employer" law. It is a law that affects only benefit plans. That an employer administers the ben…
    in Get-well cards and HIPAA Comment by skyrocket July 2003
  • First of all HIPAA law is not a factor in this situation because HIPAA addresses confidential PHI (personal health information) used in conjunction with the health benefit plan. Other "personal information" (such as absences for medical reasons, FM…
    in Get-well cards and HIPAA Comment by skyrocket July 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 06-24-03 AT 03:41PM (CST)[/font][p]I assume you are a California employer. Some things to remember for an involuntary termination are: 1. You must give a status change notice (something that indicates …
    in Elimination of position Comment by skyrocket June 2003
  • Try this website for Minnesota posters... [url]http://www.doli.state.mn.us/posters.html[/url]
    in Employment Law Posters Comment by skyrocket June 2003
  • I believe that you can rely on a visual assessment from each department manager. In California, we are required to provide an Applicant Identity Form to all job applicants (for voluntary completion ONLY plastered all over the form). This form is …
    in identifying race Comment by skyrocket June 2003
  • As to the "unapproved" overtime, if the employer is in California, even unapproved overtime must be paid. Since it was paid, it cannot be "charged back" to the employee. Job restructuring (changed duties, etc.) could be part of the requirement to …
    in Would this be retaliation? Comment by skyrocket June 2003