Hipaa Employee Acknowledgement: Fill & Download for Free

Um, it depends on how your HIPAA legal counsel and employment law specialists advise you. HIPAA Final Rule does not speak to this.If it ain’t in the employee handbook, if it ain’t in the training and awareness processes presented to each and every employee (full or part time), if it ain’t in your policy and procedure library and if it ain’t acknowledged by every employee that they understand and agree, and, finally, drum roll…If it ain’t a violation after all…in other words, how will you prove or disprove a violation occurred? How will it be documented, how long will it be kept as evidence? How discoverable will it be if legal proceedings develop?Yes, grasshopper - it should be a violation that guarantees dismissal. However, you do not want to open yourself up to wrongful discharge if you are too sketchy on the details of what is/is not a fireable violation.

I am not a doctor. I am a medical Technologist. I run lab tests. I think most of healthcare nowdays is understaffed, overworked, overburdened by laws, stressed by potential lawsuits and woefully underpaid to deal with all of this.I worked for the same clinic for 18.5 years. I helped to open the lab as a tech and later assumed the role of Lab Manager. It was a good clinic and a good and profitable lab. I had a staff of 48 employees in 9 locations-9 draw stations, 4 big labs and 3 office labs.It is alot of work to keep up with lab regulations, billing regulations, HIPAA regulations, OSHA regulations AND managing staff. We started out with about 25 doctors and grew to more than 300 providers over the course of those 18 years.It became more and more difficult to find qualified staff and it seems as we were constantly short handed. I ended up helping with phlebotomy when we were short phlebotomists. Running tests on the bench when we were short techs and still doing all of my own tasks. I had to present at Board meetings, pull financial reports and justify them and deal with 9 state inspections every 2 years.The bulk of my time seemed to be dealing with complaints from patients, doctors, and other staff for perceived lab and/or lab billing errors or shortcomings. Handling complaints well is time-consuming.My job blew up into 16–18 hour days followed by call in the evenings and on weekends. My immediate supervisors (I had 5 different administrators in my 18 years) were unprepared to handle lab issues and were not a resource or support for me. I was constantly pushed to take on more even after explaining that I was maxxed out. I could never find time to be off despite the company being generous with paid time off- 3 weeks a year and 80 hours could be carried over year to year.Enough whining. I got my first 4 days off in over a year to take an annual girls trip with my best friends. On the morning of day 1 off for the first time in over 365 days I got a call on my personal cell phone.It was one of the doctors. He acknowledged that he knew I was on vacation then proceeded to chew me out for 10 minutes because he didn't get his STAT test immediately that morning. Seriously? What did he want me to do? I was riding in a car with limited reception in the middle of King Ranch Texas. He did not call my boss for help. He bothered ME on vacation!!!!The day I got back to work I resigned without having another job. I spent my whole vacation worrying about what I would do without a job and no other income. I lost over 300 hours of vacation time when I quit because I couldn't ever get coverage to I could be off. Then when I finally get a measly 4 days off I have to deal with this? That was the last straw. F- it!

Patient health records are highly sought after by cyber-criminals because they can exploit them in a multitude of ways. On the “dark web,” stolen medical data can sell for 10 to 20 times more than credit card data. The healthcare records of terminally ill, and even deceased, patients are paper gold mines for fraudsters, as these patients are often not in a position to even notice that their identities may have been stolen. Healthcare organizations are under constant threat and the HIPAA (Health Insurance Portability and Accountability Act of 1996) was designed to enforce patient confidentiality and patients’ right to privacy.HIPAA training is mandatory for anyone who comes into contact with protected health information (PHI). This includes doctors, dentists, nurses, psychologists, human resource officers, receptionists, part-time employees/interns, network administrators and security personnel, and researchers. And if your business associates, suppliers, or partners come into contact with PHI, they need to be properly trained too. HIPAA training applies to all staff, including management, volunteers, and trainees, and to any outsourced personnel.In addition:New employees must be trained within a reasonable time period after they join the organization,Employees must be re-trained whenever there is a change to policies or procedures that affect their job, andPeriodic refresher training is also required.All HIPAA training needs to be documented. This can be achieved using:Training program sign-in sheets,Signed confidentiality statements acknowledging receipt of training, andComputer-based training completion or quiz results.