By Frank C. Morris, Jr.
The Ebola virus disease (“Ebola”) has become a worldwide threat, which, among many other effects, has forced employers to think about how to protect their employees. Employers also must consider how Ebola might impact employment policies and procedures, including, but not limited to, those addressing attendance, leaves of absence, discipline, and medical testing.
My colleagues and I have written a detailed Act Now advisory providing legal framework of best practices and legal risks pertaining to Ebola.
Click here to read the advisory in its entirety.… Continue Reading
Several colleagues and I recently wrote Health Reform: Key Compliance Actions for the New HIPAA Privacy Regulations, an alert published by the Implementing Health and Insurance Reform team of Epstein Becker Green.
In it, we summarized areas in which employers should consider taking action prior to September 2013 to facilitate compliance with the new requirements. Here are our top five action items for covered entities and business associates to focus on in their Omnibus Rule compliance efforts:
… Continue Reading
- Review Business Associate Relationships, and Update Business Associate Agreements;
- Evaluate Compliance with Heightened Safeguard Requirements;
- Update Notices of Privacy Practices;
- Update Privacy
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy Rule provides standards for the use and disclosure of “individually identifiable health information,” dubbed protected health information, or PHI. PHI is information, including demographic information, that relates to an individual’s physical or mental health, the provision of health care to the individual, or payment for the provision of health care to the individual. Such information constitutes PHI if it identifies the individual or if there is a reasonable basis to believe it can be used to identify the individual to whom the health information pertains. Thus, PHI includes many … Continue Reading