HIPAA implementation for human resources

It is not commonly known that a Covered Entity or its Business Associate have to comply with HIPAA regulations that relate to their organization’s human resources function. While HIPAA requirements for departments that deal with IT security and risk management are commonly known; HIPAA for the human resources department is also important.

HIPAA lays down a number of requirements that the HR department has to perform. HIPAA has laid down laws and requirements that they must meet. They should be aware of what they can and cannot do with employee health records.

A complete change in implementation

HIPAA now empowers individuals to sue under state laws of negligence for HIPAA violations. With the passage of Omnibus; the HIPAA scenario has changed for good. There has been a sea change into what was once a rarely enforced law. A Covered Entity or its Business Associate needs to be fully aware of the happenings in their human resources department and whether they are enforcing the laws and requirements from HIPAA if they have to protect their practice or business

The cost of laxity in enforcement of laws and requirements pertaining to the organization’s human resources is obvious. Of late, there has been a huge increase in the liability for remedies, resulting in high legal costs.

Learn how HIPAA concerns HR

It is to help Covered Entities and their Business Associates avoid these situations that MentorHealth, a leading provider of professional trainings for the healthcare industry, is organizing a learning session. At this 90-minute session, which has been approved for 1.5 general credit from the Nevada Board of Continuing Legal Education, Brian Tuttle, a senior health IT professional who has 15 years of experience in health IT, will be the speaker.

To gain insights into how HIPAA applies to the human resources function, please register for this webinar

Aimed at helping organizations reduce their liabilities

The aim of this webinar is to help organizations’ HR departments understand the requirements laid down in HIPAA so that they reduce their liabilities associated with wrongful disclosures of PHI. The speaker will show what kind of proactive steps an organization’s HR can take to implement best practices that will help it avoid penalties.

This learning is the fruit of the 17 years that Brian has put into his profession, during which he worked in many roles ranging from external compliance auditor to being expert witness for HIPAA in many cases. The full strength of the over 1000 assessments that he has carried out, during which he has been on both sides, will be on display at this presentation.

List of what to do and what to avoid

He will list out a set of dos and don'ts for human resources managers about their employees’ health records. He will also cover a few frequently asked questions that HR is expected to be confronted with when it comes to HIPAA implementation.

During the course of this presentation, which will be of high value to those dealing with HIPAA, inclusive of HR and other departments, such as HR Professionals, Business Owners, Medical Practices, and Hospitals; Brian will cover the following areas: