tag:blogger.com,1999:blog-57358932274795489962024-03-27T17:53:56.748-06:00Healthcare Compliance Solutions, Inc.Your compliance solution!Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/15749795992742746263noreply@blogger.comBlogger208125tag:blogger.com,1999:blog-5735893227479548996.post-87519376077503525612020-09-03T12:37:00.005-06:002020-09-03T12:52:14.372-06:00HIPAA - Parents and Their Children’s Medical Records<h1 style="text-align: center;"><span style="font-family: georgia; font-size: large;"> <b>Parents and Their Children’s Medical Records</b></span></h1>
<p class="MsoNormal" style="line-height: normal; margin-bottom: 12pt; tab-stops: .25in .5in;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"></i></b></p><div class="separator" style="clear: both; text-align: center;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><a href="www.hcsiinc.com" style="margin-left: 1em; margin-right: 1em;" target="_blank"><img alt="HCSI" border="0" data-original-height="352" data-original-width="303" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSAbL6K4SRNxA4pwL7ZJAVR6hgQ05GD7ocVFqfrhZ8xK4GoqZEZUGeqoBwxz424ZYtqxIHBxR1KULGs9xj3_4cZWz_6Xua4jhLVha24XKycqsxG5fq53Fv0c2r1-Ljnlt6gClDe2iKJzbM/w344-h400/hipaa.jpg" title="HCSI" width="344" /></a></i></b></div><p></p><p class="MsoNormal" style="line-height: normal; margin-bottom: 12pt; tab-stops: .25in .5in;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: georgia;">Situations when parents can and cannot see
their children’s medical records<o:p></o:p></span></i></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">Does
the HIPAA Privacy Rule allow parents the right to see their children’s medical
records?<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;"><span style="mso-spacerun: yes;"> </span>The answer is YES; the Privacy Rule <b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="text-transform: uppercase;">generally</span></i></b>
allows a parent to have access to the medical records about his or her child,
as his or her minor child’s personal representative when such access is not
inconsistent with State or other law.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;"><b style="mso-bidi-font-weight: normal;">Exceptions when the parent would not be the
minor’s personal representative under the Privacy Rule.</b></span></p><br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><span style="font-family: georgia;">1. When the minor is the one who consents to care, and the consent of the parent is not required under State or other applicable law;</span></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><span style="font-family: georgia;"><br /></span><span style="font-family: georgia;">2. When the minor obtains care at the direction of a court or a person appointed by the court and</span></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><span style="font-family: georgia;"><br /></span><span style="font-family: georgia;">3. When and to the extent that, the parent agrees that the minor and the health care provider may have a confidential relationship.</span></blockquote><p class="MsoNormal" style="background: white; margin-bottom: 6pt; text-align: left; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Four exceptions to the exceptions<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">Even
in these exceptional situations, there are additional rules to follow:</span></p><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; vertical-align: baseline;"><span style="font-family: georgia;"><span style="background-color: white;">1. </span>The parent may have access to the medical records of the minor related to this treatment when State or other applicable law requires or permits such parental access. </span></p><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; vertical-align: baseline;"><span style="font-family: georgia;">2. Parental access would be denied when State or other law prohibits such access.</span></p><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; vertical-align: baseline;"><span style="font-family: georgia;">3. If State or other applicable law is silent on a parent’s right of access in these cases, the licensed health care provider may exercise his or her professional judgment to the extent allowed by law to grant or deny parental access to the minor’s medical information.</span></p><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; vertical-align: baseline;"><span style="font-family: georgia;">4. Finally, as is the case with respect to all personal representatives under the Privacy Rule, a provider may choose not to treat a parent as a personal representative when the provider reasonably believes, in his or her professional judgment, that the child has been or may be subjected to domestic violence, abuse, neglect or that treating the parent as the child’s personal representative could endanger the child.</span></p></blockquote><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; mso-list: l2 level1 lfo2; mso-outline-level: 1; tab-stops: .25in .5in; text-align: left; vertical-align: baseline;"><!--[if !supportLists]--></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; text-align: left; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Can a minor child’s doctor talk to the child’s
parent about the patient’s mental health status and needs?<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">Again
the answer is <b style="mso-bidi-font-weight: normal;">generally yes.</b> With
respect to general treatment situations, a parent, guardian, or other person
acting in loco parentis usually is the personal representative of the minor
child and a health care provider is permitted to share patient information with
a patient’s personal representative under the Privacy Rule.<o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Here come the exceptions<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">However,
section <a href="https://www.law.cornell.edu/cfr/text/45/164.502">164.502(g)</a> of the Privacy
Rule contains several important exceptions to this general rule. A parent is
not treated as a minor child’s personal representative when: <o:p></o:p></span></p>
<blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; mso-list: l0 level1 lfo3; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;"><span style="background-color: white;"><span style="mso-list: Ignore;">1.<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span>State or other law does not require the consent of a parent or other person before a minor can obtain a particular health care service, the minor consents to the health care service and the minor child has not requested the parent be treated as a personal representative; </span></p><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; mso-list: l0 level1 lfo3; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">2. Someone other than the parent is authorized by law to consent to the provision of a particular health service to a minor and provides such consent, or</span></p><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; mso-list: l0 level1 lfo3; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">3. A parent agrees to a confidential relationship between the minor and a health care provider with respect to the health care service. For example, if State law provides an adolescent the right to obtain mental health treatment without parental consent, and the adolescent consents to such treatment, the parent would not be the personal representative of the adolescent with respect to that mental health treatment information.</span></p></blockquote><p class="MsoListParagraph" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; margin-bottom: 6pt; mso-list: l0 level1 lfo3; mso-outline-level: 1; tab-stops: .25in .5in; text-align: left; vertical-align: baseline;"><span style="font-family: georgia;"><!--[if !supportLists]--></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; text-align: left; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">HIPAA defers to State Laws<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 12pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">Unlike
some HIPAA Rules, the Privacy Rule concedes to State or other applicable laws
in allowing or not allowing disclosure. Regardless of whether the parent is
otherwise considered a personal representative, the Privacy Rule defers to
State or other applicable laws that expressly address the ability of the parent
to obtain health information about the minor child. In doing so, the Privacy
Rule permits a covered entity to disclose to a parent, or provide the parent
with access to, a minor child’s protected health information when and to the
extent that it is permitted or required by State or other laws (including
relevant case law). Likewise, the Privacy Rule prohibits a covered entity from
disclosing a minor child’s protected health information to a parent when and to
the extent it is prohibited under State or other laws (including relevant case
law). <o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">What if the State Laws are silent?<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 12pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">In
cases in which State or other applicable law is silent concerning disclosing a
minor’s protected health information to a parent, and the parent is not the
personal representative of the minor child based on one of the exceptional
circumstances described above, a covered entity has the discretion to provide
or deny a parent access to the minor’s health information, if doing so is
consistent with State or other applicable law, and the decision is made by a
licensed health care professional in the exercise of professional judgment. <o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Mental Health and Substance Abuse laws may be
stricter<o:p></o:p></span></b></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;">In
situations where a minor patient is being treated for a mental health disorder
and a substance abuse disorder, additional laws may be applicable. The Federal
confidentiality statute and regulations that apply to federally-funded drug and
alcohol abuse treatment programs contain provisions that are more stringent
than HIPAA. In these cases, it is wise to know your State laws and HIPAA rules,
found here: <a href="https://www.hhs.gov/hipaa/for-professionals/special-topics/mental-health/index.html">https://www.hhs.gov/hipaa/for-professionals/special-topics/mental-health/index.html</a> <o:p></o:p></span></p>
<p class="MsoNormal" style="background: white; margin-bottom: 6pt; mso-outline-level: 1; tab-stops: .25in .5in; vertical-align: baseline;"><span style="font-family: georgia;"><b style="mso-bidi-font-weight: normal;">Reminder:</b>
A parent also may not be a personal representative if there are safety
concerns. A provider may decide not to treat the parent as the minor’s personal
representative if the provider believes that the minor has been or may be
subject to violence, abuse, or neglect by the parent or the minor may be
endangered by treating the parent as the personal representative; and the
provider determines, in the exercise of professional judgment, that it is not
in the best interests of the patient to treat the parent as the personal
representative.</span><span style="font-family: Georgia, serif;"><o:p></o:p></span></p>
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<script src="http://platform.linkedin.com/in.js" type="text/javascript"></script><script data-counter="right" data-url="http://hcsiinc.blogspot.com/2020/09/hipaa-parents-and-their-childrens.html" type="in/share"></script>Rise To Lifehttp://www.blogger.com/profile/04941911661841313530noreply@blogger.com17tag:blogger.com,1999:blog-5735893227479548996.post-35436993539739251922020-08-21T14:22:00.009-06:002020-08-21T14:43:04.036-06:00HVAC Systems and COVID-19<h1 style="text-align: center;"><span style="font-family: georgia;"> </span><b style="font-family: georgia;"><span style="font-size: 14pt;">HVAC Systems and COVID-19</span></b></h1>
<h3 style="line-height: normal; margin-bottom: 0.0001pt; text-align: center;"><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-size: 12pt;"><span style="font-family: georgia;">Do we need to protect employees from our building’s air conditioners?</span></span></i></b></h3>
<p class="MsoNormal" style="margin-bottom: 6pt;"><o:p><span style="font-family: georgia;"> </span></o:p><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCnFSDRyUUWjZ9lnZR_LjohTvHlS3anCxMrX_0e9CWIlNz9xd_fC0bP60sBtQj-9ZOmBWfBTyzcTxHsYcSSC92nSOHeyrOPYdwavSyG5TkdR53IKuOj6E04UORafgIiRNXvb0vZGCOU24/s609/hr.png" style="font-family: georgia; margin-left: 1em; margin-right: 1em; text-align: center;"><img border="0" data-original-height="342" data-original-width="609" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCnFSDRyUUWjZ9lnZR_LjohTvHlS3anCxMrX_0e9CWIlNz9xd_fC0bP60sBtQj-9ZOmBWfBTyzcTxHsYcSSC92nSOHeyrOPYdwavSyG5TkdR53IKuOj6E04UORafgIiRNXvb0vZGCOU24/s0/hr.png" /></a></p><p></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Cause
for concern?<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 12pt;"><span style="font-family: georgia;">In one study, available online as a preprint and
has not undergone scientific review, researchers in Oregon collected samples
from various places inside a hospital’s HVAC system and found genetic material
from the virus that causes COVID-19. This demonstrates that it may be possible
for the virus to be transmitted through HVAC systems.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">The
research started late; the final evidence is not in yet<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><span style="font-family: georgia;">However, researchers did not assess if the
genetic material they found was able to cause infection, and they noted there
were no confirmed COVID-19 cases associated with the samples found in the
ventilation systems.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><span style="font-family: georgia;">There is currently no conclusive evidence
documenting the possibility of COVID-19 transmission through an air
conditioning unit.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">The
known risk is non-circulation indoors<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><span style="font-family: georgia;">The known risk is that hot weather outside makes
people seek air-conditioned comfort indoors. And indoors, there is less
ventilation and more opportunity to spread disease. The risk to healthcare
workers is that we are indoors and, on occasion, not socially distancing and
rebreathing the air that people have just exhaled.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><span style="font-family: georgia;">When we shut the doors and windows to keep the
hot air outside, we are essentially eliminating the flow of fresh air, so
everyone in the room is breathing and rebreathing the same air. If someone in
the room is infected with COVID-19, then they are breathing out the virus,
which can linger in airborne droplets and be inhaled by another person,
potentially causing infection.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12pt;"><span style="font-family: georgia;">By comparison, if you were outside and near an
infected person who breathed out some viral particles, there is a much larger
volume of air flowing to disperse and dilute those particles quickly, reducing
the risk of spread to another person nearby. That is why infectious disease
experts consider outdoor gatherings and activities less risky than indoor ones
(though not completely risk-free).<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">Another
suspected risk of air conditioning<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 12pt;"><span style="font-family: georgia;">The other significant risk is that air
conditioning units, fans, or even an open window can create strong enough air
currents to move virus-containing droplets around a room. This happened in
January at a restaurant in Guangzhou, China, where a person with COVID-19
infected five other people sitting at neighboring tables from 3 to 6 feet away,
according to a study by scientists from the Chinese Center for Disease Control
and Prevention. After examining video footage of the diners who were infected
and simulating the transmission of the virus, scientists concluded that the
small outbreak was caused by strong air currents from the air conditioning unit
above the diners, which was blowing virus-containing aerosols from an infected
person to those nearby. The restaurant also had no windows — and thus no
ventilation bringing in fresh air and diluting virus particles in the air.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">A
clue: Flu particles can travel 30 feet in the air<o:p></o:p></span></b></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><span style="font-family: georgia;">The fact that aerosolized viral droplets can move
in air currents in this way means that if you are in a room with an infected
person and fresh air is not circulating, even if you are socially distancing to
keep 6 feet apart at a minimum, you may not be safe.<span style="mso-spacerun: yes;"> </span>Although there are currently no published
studies that have examined precisely how far airborne COVID-19 particles can
travel, previous research on influenza found that viral particles may travel
upward of 30 feet in the air.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12pt;"><span style="font-family: georgia;">To be clear, this is only a concern in shared
public places. At home, the risk of contracting COVID-19 through air currents
or air conditioning units is no more likely than spreading the virus through
close contact or touching contaminated surfaces.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 6pt;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: georgia;">CDC
Engineering recommendations for protecting employees right now:<o:p></o:p></span></b></p>
<p class="MsoListParagraphCxSpFirst" style="margin-bottom: 6pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"></p><ul style="text-align: left;"><li><span style="font-family: georgia;">Modify or adjust seats, furniture, and workstations
to maintain social distancing of 6 feet between employees, where possible.</span></li></ul><!--[if !supportLists]--><p></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Install
transparent shields or other physical barriers where possible to separate
employees and visitors where social distancing is not an option.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Arrange
chairs in reception or other communal seating areas by turning, draping
(covering the chair with tape or fabric so seats cannot be used), spacing, or
removing chairs to maintain social distancing.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"></p><ul style="text-align: left;"><li><span style="font-family: georgia;">Use methods to physically separate employees in
all areas of the building, including work areas and other areas such as meeting
rooms, break rooms, parking lots, entrance and exit areas, and locker rooms.</span></li></ul><!--[if !supportLists]--><p></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Use signs,
tape marks, or other visual cues such as decals or colored tape on the floor,
placed 6 feet apart, to show where to stand when physical barriers are not
possible.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Replace
high-touch communal items, such as coffee pots and bulk snacks, with
alternatives such as pre-packaged, single-serving items. Encourage staff to
bring their own water to minimize the use and touching of water fountains or
consider installing no-touch activation methods for water fountains.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Consider
taking steps to improve ventilation in the building, in consultation with an
HVAC professional, based on local environmental conditions
(temperature/humidity) and ongoing community transmission in the area:<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Increase the
percentage of outdoor air (e.g., using economizer modes of HVAC operations)
potentially as high as 100% (first, verify compatibility with HVAC system
capabilities for both temperature and humidity control as well as compatibility
with outdoor/indoor air quality considerations).<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Increase
total airflow supply to occupied spaces, if possible.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Disable
demand-control ventilation (DCV) controls that reduce air supply based on
temperature or occupancy.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Consider
using natural ventilation (i.e., opening windows if possible and safe to do so)
to increase outdoor air dilution of indoor air when environmental conditions
and building requirements allow.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Improve
central air filtration:<o:p></o:p></span></p>
<p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"></p><ul style="text-align: left;"><ul><ul><li><span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span face="" style="font-family: "times new roman"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><span face="" style="font-family: georgia, serif;">Increase air filtration to as high as possible without
significantly diminishing design airflow.</span></li><li><span style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;"><span face="" style="font-family: "times new roman"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span face="" style="font-family: georgia, serif;">Inspect filter housing and racks to ensure appropriate filter fit
and check for ways to minimize filter bypass.</span></li></ul></ul></ul><!--[if !supportLists]--><o:p></o:p><p></p><p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; text-indent: -0.25in;">
</p><p class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -0.25in;"><o:p></o:p></p><p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1.5in; mso-add-space: auto; mso-list: l0 level3 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Consider
running the HVAC system at maximum outside airflow for 2 hours before and after
occupied times, in accordance with industry standards.<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin: 0in 0in 6pt 1in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: georgia;"><span style="mso-list: Ignore;">o<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><!--[endif]-->Generate
clean-to-less-clean air movements by re-evaluating the positioning of supply
and exhaust air diffusers and/or dampers and adjusting zone supply and exhaust
flow rates to establish measurable pressure differentials. Have staff work in
“clean” ventilation zones that do not include higher-risk areas such as visitor
reception or exercise facilities (if open).<o:p></o:p></span></p>
<p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"></p><ul style="text-align: left;"><li><span style="font-family: georgia;">Consider using portable high-efficiency
particulate air (HEPA) fan/filtration systems to help enhance air cleaning
(especially in higher-risk areas).</span></li><li><span style="font-family: georgia;">Ensure exhaust fans in restroom facilities are
functional and operating at full capacity when the building is occupied.</span></li><li><span style="font-family: georgia;">Consider using ultraviolet germicidal irradiation
(UVGI) as a supplemental technique to inactivate potential airborne virus in
the upper-room air of common occupied spaces, in accordance with industry
guidelines.</span></li></ul><!--[if !supportLists]--><p></p>
<p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--></p>
<p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><!--[if !supportLists]--></p>
<p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto;"><span style="font-family: georgia;">CDC References and links for
these recommendations are found here: <a href="https://www.cdc.gov/coronavirus/2019-ncov/community/office-buildings.html">https://www.cdc.gov/coronavirus/2019-ncov/community/office-buildings.html</a></span></p><p class="MsoListParagraphCxSpMiddle" style="margin-bottom: 6pt; mso-add-space: auto;"><br /></p>
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<script src="http://platform.linkedin.com/in.js" type="text/javascript"></script><script data-counter="right" data-url="http://hcsiinc.blogspot.com/2020/08/hvac-systems-and-covid-19.html" type="in/share"></script>Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com6tag:blogger.com,1999:blog-5735893227479548996.post-31685068346106795212020-08-13T11:18:00.015-06:002020-08-13T11:20:41.251-06:00 Dangerous Hand Sanitizers <p><br /></p><h2 style="text-align: center;">The FDA's list of dangerous hand sanitizers is now at 100+</h2><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOhN9Cx4c-hu8I8l6m2vE9iCH9d2VKrgjXGFbn6eJmhZKDDDTzhzXz_SOkxRSPdMprxI3Ubkkz-0mlEoKBsnyCNe92VW-JsNhxtgANCL7-c-D4kuP9zPpyM_f2mlo4Pte30z-w0QIN1xs/s240/osha.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="183" data-original-width="240" height="358" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOhN9Cx4c-hu8I8l6m2vE9iCH9d2VKrgjXGFbn6eJmhZKDDDTzhzXz_SOkxRSPdMprxI3Ubkkz-0mlEoKBsnyCNe92VW-JsNhxtgANCL7-c-D4kuP9zPpyM_f2mlo4Pte30z-w0QIN1xs/w469-h358/osha.png" width="469" /></a></div><p>On August 7, 2020, the FDA issued updated guidance to provide additional clarification on testing of alcohol used in hand sanitizers manufactured under FDA’s temporary policies to help ensure that harmful levels of methanol are not present in these products. This testing will help ensure widespread access to alcohol-based hand sanitizers that are free of contamination.</p><p>The FDA updated their guidance to provide clarification that companies must test each lot of the active ingredient (ethanol or isopropyl alcohol (IPA)) for methanol if the ethanol or IPA is obtained from another source. The FDA recommended using the test methods described in the USP monograph for alcohol (ethanol) and conducting the testing in a laboratory that has been previously inspected by the FDA and is compliant with current good manufacturing practices (CGMP).</p><p>Additionally, any alcohol (ethanol) or IPA found to contain more than 630 ppm methanol does not fall within the policies described in the temporary guidance and as a result, may be considered evidence of substitution or contamination, or both. Alcohol-based hand sanitizers that are contaminated with methanol are subject to adulteration charges under the FD&C Act. The alcohol (ethanol) or IPA should be destroyed following guidelines for hazardous waste, and the manufacturer or compounder should contact the FDA regarding the test results and the alcohol’s source.</p><p><b>Pharmacy list also updated</b></p><p>The temporary guidance has also been updated to provide adverse event reporting guidelines for state-licensed pharmacies and outsourcing facilities.</p><p>The agency also included an additional denaturant formula in the temporary guidance. Denaturing alcohol in hand sanitizers is critical to deterring children from unintentional ingestion. The FDA has said that consumer and health care professional safety is a top priority for FDA, and an important part of the FDA’s mission is to protect the public from harm, especially as they seek to help increase hand sanitizer supply.</p><p>For questions, email the FDA here: <a href="mailto:COVID-19-Hand-Sanitizers@fda.hhs.gov " target="_blank">COVID-19-Hand-Sanitizers@fda.hhs.gov </a></p><p><b>The list of dangerous hand sanitizers</b></p><p>For the latest list of dangerous hand sanitizers as of August 10, 2020, and a list of products on their dangerous hand sanitizer list, <a href="https://www.fda.gov/drugs/drug-safety-and-availability/fda-updates-hand-sanitizers-consumers-should-not-use#:~:text=The%20dangers%20of%20drinking%20any,drink%20any%20of%20these%20products" target="_blank"><b>go here</b> (scroll down to see the list)</a>.</p>
<div><div class="separator" style="clear: both;"><a href="https://www.hcsiinc.com" style="display: block; padding: 1em 0px; text-align: center;" target="_blank"><img border="0" data-original-height="102" data-original-width="400" height="128" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZv4pW7L5cMXkod8D9FdjGaRZ6gU-Aus5iz6uTb4TlrEAY-k59nTV2ipQ4ELLNeXNtDdE2JGciVKayF5ULwyF7XMjN2ChA6e28hQFoG2yKwsP76aPoMRRygbWvQUcuon4rP94TiBWyWjY/w500-h128/Blog+Header+Logo.jpg" width="500" /></a></div></div><form action="https://feedburner.google.com/fb/a/mailverify" method="post" onsubmit="window.open('https://feedburner.google.com/fb/a/mailverify?uri=HealthcareComplianceSolutionsInc', 'popupwindow', 'scrollbars=yes,width=550,height=520');return true" style="border: 1px solid rgb(204, 204, 204); padding: 3px; text-align: center;" target="popupwindow">To subscribe to this blog, enter your email address:<br />
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<script src="http://platform.linkedin.com/in.js" type="text/javascript"></script><script data-counter="right" data-url="http://hcsiinc.blogspot.com/2020/08/dangerous-hand-sanitizers.html" type="in/share"></script>Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com7tag:blogger.com,1999:blog-5735893227479548996.post-73919402150475632612020-07-30T12:35:00.049-06:002020-08-06T14:48:09.317-06:00Medical Records Retention Time-frames<h1 style="text-align: center;"><span style="font-family: georgia; font-weight: normal;">Medical Records Retention Time-frames</span></h1><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhW9O8dxEFTI2Ajzzi1EFORm4eLEkq6vgik3DXLm_bPSPN75C9wKSAW8Yl0ZkAJDrDwjcrUpEJ8OCwC4MFloQNAjie3VQtx2iADh3ml1punMSmduimrDaDhEgOd_RJQMMSTC4mzlfC1ScA/s1630/medical+records.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="795" data-original-width="1630" height="305" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhW9O8dxEFTI2Ajzzi1EFORm4eLEkq6vgik3DXLm_bPSPN75C9wKSAW8Yl0ZkAJDrDwjcrUpEJ8OCwC4MFloQNAjie3VQtx2iADh3ml1punMSmduimrDaDhEgOd_RJQMMSTC4mzlfC1ScA/w625-h305/medical+records.jpg" width="625" /></a></div><div><br /></div><div><span style="font-family: georgia;">If you Google “Medical Records Retention,” it says to keep records 4, 6, 7, up to 10 years or forever. That is why our call center at HCSI receives many questions about how long medical records need to be retained. Medical Records Retention (MRR) is a challenging issue. There are many variables. This entire newsletter is dedicated to helping explain a few of these variables.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">The idea that records, either in paper or electronic form, should be saved for around ten years to comply with all requirements is an oft-touted rule of thumb. And it is often a good one. But, of course, there are exceptions. It is confusing! Unfortunately, there is no single "exact line" that describes federal, state, and other statutory laws that establish how long medical records must be maintained in every case. But we have assembled Ten MRR Rules to help you understand how long to keep your patient records. This list is not exhaustive, but it covers the majority of situations.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="font-family: georgia;">Why is it so important to properly maintain medical records?</span></b></div><div><b><span style="font-family: georgia;"><br /></span></b></div><div><div><span style="font-family: georgia;">Beyond the laws and regulations, at its core, your medical records retention policy should be based primarily on two principles: </span></div></div><div><span style="font-family: georgia;"><br /></span></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><div><span style="font-family: georgia;"><i>1.<span style="white-space: pre;"> </span>Medical Considerations </i></span></div></div><div><div><span style="font-family: georgia;"><i>2.<span style="white-space: pre;"> </span>Continuity of Care for your practice and with other providers who care for your patients</i></span></div></div></blockquote><div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;"><b>Additional reasons for retaining medical records </b></span></div><div><span style="font-family: georgia;"><i><br /></i></span></div></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><div><span style="font-family: georgia;"><i>1.<span style="white-space: pre;"> </span>Providing Patients with Information should they wish to access their records </i></span></div></div><div><div><span style="font-family: georgia;"><i>2.<span style="white-space: pre;"> </span>Protecting the Provider in case a legal claim is made in the future</i></span></div></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><div style="text-align: left;"><span style="font-family: georgia;">a. Relying on the practitioner’s testimony of general habit and practice to show that the standard of care was met—without supporting documentation to establish the treatment that was rendered—often fails to convince a jury that the treatment the patient received was consistent with community standards.</span></div></div></blockquote></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><div><span style="font-family: georgia;"><i>3.<span style="white-space: pre;"> </span>Complying with Federal and State Laws for such things as billing audits</i></span></div></div><div><div><span style="font-family: georgia;"><i>4.<span style="white-space: pre;"> </span>MRR establishes the quality of care rendered in the event of a medical board or peer review inquiry. </i></span></div></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div><div style="text-align: left;"><span style="font-family: georgia;">a. Patient complaints are often based on an individual’s mistaken recollection of events or on a failure to understand the course of treatment or adverse consequences involved in the dispute. With complete charting, frivolous allegations are readily resolved, frequently well before a formal administrative process is even initiate</span></div></div></blockquote></blockquote><div><span style="font-family: georgia;"><br /></span></div><div><span style="color: #cc0000; font-family: georgia;"><b>MMR Rule #1: Is it practical to keep all your records?</b></span></div><div><span style="color: #990000; font-family: georgia;"><br /></span></div><div><b><span style="font-family: georgia;">Should we begin thinking about keeping all records for 30 years or more?</span></b></div><div><b><span style="font-family: georgia;"><br /></span></b></div><div><span style="font-family: georgia;">With the advent of inexpensive high-speed storage, HCSI would like to suggest the idea that if all your medical records are electronic, they may be kept permanently. This would be helpful should access to patient information becomes necessary, as has been evidenced by litigation cases involving exposure to chemicals, drugs, or substances such as asbestos. </span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">We realize that the storage of hard copy records makes permanent retention impractical; however, </span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">Sound too expensive. It used to be. One estimate states that 2000 patient over 30 years could take up 4000 gigabytes of computer storage, or about 30 Terabytes. At today’s prices, a 30 TB hard drive can be purchased for under $1,000.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="font-family: georgia;">Another side of the coin</span></b></div><div><b><span style="font-family: georgia;"><br /></span></b></div><div><span style="font-family: georgia;">There’s another side of this that is sometimes suggested by law firms. Here’s the argument:</span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">Destroying records, digital or otherwise, once their retention deadlines arrive lessens the volume of Protected Health Information (PHI) theft that is possible. Even if your backroom is locked and your health IT system offers top-notch encryption, security breaches and HIPAA violations can still occur.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">There’s no reason to leave any patient information – especially data that’s unnecessary to retain – vulnerable to being compromised. As long as you keep documented records of all destructions, proper disposal of old data is the best way to ensure patient confidentiality is upheld. If you’ve got plenty of space at your practice for stowing old paper records, you may be tempted to hang on to them forever, if only to avoid the hassle of electronic archiving or digging through them to determine what you can pitch.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">So comb through your old charts, dig through your electronic data and destroy what no longer needs to be retained.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="color: #cc0000; font-family: georgia;"><b>MRR Rule #2: Coordinate State and Federal laws</b></span></div><div><span style="color: #cc0000; font-family: georgia;"><b><br /></b></span></div><div><b><i><span style="font-family: georgia;">Whichever law instructs you to keep medical records the longest prevails</span></i></b></div><div><b><i><span style="font-family: georgia;"><br /></span></i></b></div><div><b><span style="font-family: georgia;">Know your State Laws:</span></b></div><div><ul style="text-align: left;"><li><span style="font-family: georgia;">Providers must comply with individual state regulations on Medical Record Retention (which often differ from the national standards) and their states’ statutes of limitations on malpractice lawsuits.</span></li><li><span style="font-family: georgia;">If Federal laws require individual medical records to be kept 10 years and your state law says 12 years, keep them 12 years – and vice versa. This rule applies to all other retention laws. </span></li><li><span style="font-family: georgia;">You can find the state laws on retention periods for your state and practice type at: (PDF) </span></li></ul></div><div><span style="font-family: georgia;"><br /></span></div><div><b style="color: #cc0000;"><span style="font-family: georgia;">MRR Rule #3: Maintain a policy for retaining your medical records </span></b></div><div><span style="color: #cc0000; font-family: georgia;"><b><br /></b></span></div><div><b><i><span style="font-family: georgia;">Share it with your staff and patients</span></i></b></div><div><b><i><span style="font-family: georgia;"><br /></span></i></b></div><div><b><span style="font-family: georgia;">Share your medical record retention rules with your entire staff and new employees</span></b></div><div><b><span style="font-family: georgia;"><br /></span></b></div><div><span style="font-family: georgia;">Even a simple practice such as holding a meeting (and making a record of it) to go through the rules in this newsletter will help your staff understand the importance of medical records. You can customize your policies based on your specialty and needs.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="font-family: georgia;">Some practices provide a summary MMR policy to new patients as part of their "introduction to the practice" materials.</span></b></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">When new patients are informed in advance about how their medical records will be handled, there is substantially less likelihood of a complaint to the Medical Board if/when a practice is closed. Be sure current and future patients at some point receive assurance about their medical records. This may be as simple as a paragraph at the top or bottom of an intake form that says something like. “At ABC Medical, we carefully maintain and protect your private medical records according to all federal and state laws. Should you at any time desire access to these records, please consult with your physician or our staff.”</span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="font-family: georgia;">Have your MMR policy reviewed</span></b></div><div><b><span style="font-family: georgia;"><br /></span></b></div><div><span style="font-family: georgia;">It is a wise idea to check with your medical liability insurance carrier and legal representative before finalizing your policy. They have experience defending other practice policies. </span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="color: #cc0000; font-family: georgia;"><b>MRR Rule #4: MINORS: Typically 3 Years after they reach majority </b></span></div><div><span style="color: #cc0000; font-family: georgia;"><br /></span></div><div><b><i><span style="font-family: georgia;">Consult State/Federal/Hospital/etc. laws and retaining them for whichever is longest </span></i></b></div><div><b><i><span style="font-family: georgia;"><br /></span></i></b></div><div><span style="font-family: georgia;"><div><ul style="text-align: left;"><li><font face="georgia"><div>Typically Age of Majority is 18-20. </div></font></li><li><font face="georgia"><div>A typical exception for minors is hospitals usually require age of majority plus 6 years.</div></font></li><li><font face="georgia"><div>Once a minor reaches majority, the adult retention recommendation applies, e.g., 10 years from the last medical service for which a medical entry is required.</div></font></li><li><font face="georgia"><div>If a lawsuit is filed, it is essential to note that the statute of limitations may not begin to run until the plaintiff (patient) learns of the causal relationship between an injury and the care received.</div></font></li><li><font face="georgia"><div>The American Academy of Pediatrics recommends that, at a minimum, pediatric records should be retained for 10 years or the age of majority plus the applicable state statute of limitations (time to file a lawsuit), whichever is longer.</div></font></li></ul></div></span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="color: #cc0000; font-family: georgia;">MRR Rule #5: Adults: 7-10 years</span></b></div><div><b><span style="color: #cc0000; font-family: georgia;"><br /></span></b></div><div><i><b><span style="font-family: georgia;">Measured from the date of the last medical service for which a medical entry is required. </span></b></i></div><div><span style="font-family: georgia;"><div><ul style="text-align: left;"><li><font face="georgia"><div>In some instances Federal law mandates that a provider keep and retain each record for a minimum of 7-10 years from the date of last service to the patient, <b>we recommend keeping them for a minimum of 10 years.</b></div></font></li><li><font face="georgia"><div><b>For Medicare Advantage patients</b>, 10 years.</div></font></li><li><font face="georgia"><div><b>Deceased adult patients</b>: 10 years from the time of death. State exceptions may apply.</div></font></li></ul></div></span></div><div><b><span style="color: #cc0000; font-family: georgia;">MRR Rule #6: Legal matters: Keep accruing’ ‘till they’re all done suin’ </span></b></div><div><b><span style="color: #cc0000; font-family: georgia;"><br /></span></b></div><div><i><span style="font-family: georgia;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEip0agmX-WeeoLWHCh95Xc2Zur-yhYYXBHt4YJ5LRde7HaMNdsJkASP9A4WOnMD1Qoaod_hyphenhyphenK4KmdWNH-_EEpS4OMmDwjaid8kUk6-zUsLMI9okibTlllepUO_1-gr3G2CxAzK-Sru_I2k/s604/1.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="604" data-original-width="514" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEip0agmX-WeeoLWHCh95Xc2Zur-yhYYXBHt4YJ5LRde7HaMNdsJkASP9A4WOnMD1Qoaod_hyphenhyphenK4KmdWNH-_EEpS4OMmDwjaid8kUk6-zUsLMI9okibTlllepUO_1-gr3G2CxAzK-Sru_I2k/s320/1.png" /></a></div></span></i></div><div><i><b><span style="font-family: georgia;">In other words, maintain medical records as long as they might be used to defend against a malpractice allegation.</span></b></i></div><div><ul style="text-align: left;"><li><span style="font-family: georgia; text-indent: -9.35pt;">Should you ever
discover or suspect that legal action is pending from a patient, be sure to
save his relevant records, even if you’ve already kept them past their other
retention deadlines.</span></li><li><span style="font-family: georgia; text-indent: -9.35pt;">No destruction is
allowed once you have knowledge of the litigation. </span></li></ul></div><div><span style="font-family: georgia;"><b><font color="#cc0000">MRR Rule #7: OSHA: 30 years</font></b></span></div><div><span style="font-family: georgia;"><br /></span></div><div><span style="font-family: georgia;">For workplace injuries, if OSHA was involved, keep them for 30 years after the last date of service.</span></div><div><span style="font-family: georgia;"><br /></span></div><div><b><span style="color: #cc0000; font-family: georgia;">MRR Rule #8: Veterans: 70 years - Indefinitely</span></b></div><div><ul style="text-align: left;"><li><span style="font-family: georgia; text-indent: -9.35pt;">Be prepared to
store vet charts for a long time – 75 years.</span></li><li><span style="font-family: georgia; text-indent: -9.35pt;">If a patient was
not mentally competent at the time of treatment, retain the records
indefinitely.</span></li></ul></div><div><b><span style="color: #cc0000; font-family: georgia;">MRR Rule #9: HIPAA: 6 Years</span></b></div><div><span style="font-family: georgia;"><br /></span></div><div><b><i><span style="font-family: georgia;">Six years from when the document was created, or – for policies – from when it was last in effect</span></i></b></div><div><ul style="text-align: left;"><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">According to the Department of Health and Human Services, the
HIPAA Privacy Rule has no requirements for medical record retention at a
doctor's office. Only HIPAA Related documents. How long a doctor is required to
keep a chart is based on what each state's legislation decides. So, Tennessee's
medical record retention rules may completely differ from Georgia's and so
forth.</span></span></li><li><span style="font-family: georgia;"><span style="text-indent: -0.25in;">Although there
are no HIPAA retention requirements for medical records, there is a requirement
covering how long HIPAA-related documents should be retained. This is covered
in </span></span></li><li><span style="font-family: georgia;"><a href="https://www.law.cornell.edu/cfr/text/45/164.316" style="text-indent: -0.25in;">CFR
§164.316(b)</a></span></li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">While the HIPAA
Privacy Rule does not determine how long a chart must be kept at a doctor's
office, it does; however, require that any covered entities apply all safety
guidelines necessary to protect the privacy of all patients, </span></span></li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">As with all these
rules, states requiring less than six years, health organizations must still
retain HIPAA information for six years – the longer of the two rules.</span></span></li></ul>The list of documents subject to the HIPAA retention requirements, and depends on the nature of business conducted by the Covered Entity or Business Associate. The following list is an example of the most common types of HIPAA documents beyond patient files.</div><div><ul style="text-align: left;"><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Notices of
Privacy Practices.</span></span></li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Authorizations
for the Disclosure of PHI.</span></span></li><li><span style="font-family: georgia;"><span style="text-indent: -0.25in;">R</span></span><span style="font-family: Georgia, serif; text-indent: -0.25in;">isk Assessments
and Risk Analyses.</span></li><li>Business
Associate Agreements.</li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Employee Sanction
Policies.</span></span></li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Incident and
Breach Notification Documentation.</span></span></li><li><span style="font-family: georgia;"><span style="text-indent: -0.25in;">C</span></span><span style="font-family: Georgia, serif; text-indent: -0.25in;">omplaint and
Resolution Documentation.</span></li><li>IT Security
System Reviews (including new procedures or technologies implemented).</li></ul></div><div><b><span style="color: #cc0000; font-family: georgia;">MRR Rule #10: Rule of Thumb Rule: 10 years and 28 years</span></b></div><div><b><span style="color: #cc0000; font-family: georgia;"><br /></span></b></div><div><b><i><span style="font-family: georgia;">When all else fails</span></i></b></div><div><span style="font-family: georgia;">Where no statutory requirement exists, and no legal threat is imminent, HCSI makes the following </span></div><div><ul style="text-align: left;"><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Adult
patients, 10 years from the date the patient was last seen.</span></span></li><li><span style="text-indent: -0.25in;"><span style="font-family: georgia;">Minor patients,
28 years from the date of birth. </span></span></li></ul></div><div><br /></div><div><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><span style="margin-left: auto; margin-right: auto;"><a href="https://www.hcsiinc.com/"><img alt="Healthcare Compliance Solutions INC." border="0" data-original-height="444" data-original-width="1744" height="126" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEihCQu2FPXx_r7bt9-AqCRdULgyZbArBN6-DXbYuYRoafCPcOiuLk47dmUr6ZcTO7xoHIQLJZniLuPnToByY5Btv_xCGWtQ0zBq59zZZtbsO8df4tuov_kjoR6YLhJP8DdP99PVdj8tKGg/w500-h126/LinkedIn+HCSI-Logo+-+Letter+Head+-+2017.jpg" title="Healthcare Compliance Solutions INC." width="500" /></a></span></td></tr><tr><td class="tr-caption" style="text-align: center;"><a href="http://www.hcsiinc.com">http://www.hcsiinc.com</a></td></tr></tbody></table> </div><div><br /></div>
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<script src="http://platform.linkedin.com/in.js" type="text/javascript"></script><script data-counter="right" data-url="http://hcsiinc.blogspot.com/2020/07/medical-records-retention-time-frames.html" type="in/share"></script>Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com5Salt Lake City, UT 84117, USA40.6618507 -111.838972614.316628889227704 -146.9952226 67.0070725107723 -76.6827226tag:blogger.com,1999:blog-5735893227479548996.post-70234943254631053692019-05-10T12:23:00.003-06:002019-05-10T12:40:22.491-06:00The Stark Law – Be Careful Who You Give To<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Questions about the Stark Law</span></h2>
<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Named after U.S. Rep. Pete Stark,
the Stark law is also known as the physician-referral law, or the kick-back law<o:p></o:p></span></i></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOE66B5C2oUNWSZh1LanD97QKC9Pg3Yxjn4tovnZfhnpYVRYdhbT77mATTiPtltYkQihfp8Ld8LHT7YqJyq2hqm_sC9s4kFdAdphlCQMKWF8oQI6I0Yrt0QtCVkg46XIrINWBMbV9s4hc/s1600/Doctor-13k9gt6.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="background-color: white; color: black;"><img border="0" data-original-height="550" data-original-width="800" height="220" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOE66B5C2oUNWSZh1LanD97QKC9Pg3Yxjn4tovnZfhnpYVRYdhbT77mATTiPtltYkQihfp8Ld8LHT7YqJyq2hqm_sC9s4kFdAdphlCQMKWF8oQI6I0Yrt0QtCVkg46XIrINWBMbV9s4hc/s320/Doctor-13k9gt6.jpg" width="320" /></span></a></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Healthcare Compliance Solutions Inc. (HCSI) recently received this question from a client regarding the Stark
Law (Names and places have been changed in this example):</span></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Hello, <o:p></o:p></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Would any of the following
violate the Stark Law? Our doctors here at Ophthalmology Associates of Kansas City (OAKC) purchase two NFL season football ticket package for our employees.
Sometimes there are tickets left over. <o:p></o:p></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Is it against Stark Laws if: <o:p></o:p></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "times new roman" , "serif";"><span style="mso-list: Ignore;">1.<span style="font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span></i><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="font-family: "times new roman" , "serif";">OAKC doctors give tickets to an
employee working at Topeka Optometry Center (TOC) when one of their employees
has been extra helpful to us? <o:p></o:p></span></i></span></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">2. An OAKC doctor gives
tickets to a TOC employee for a raffle. <o:p></o:p></span></i></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">3. OAKC donates the
tickets anonymously to TOC? <o:p></o:p></span></i></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">(Note: Sometimes TOC refers
patients to us for surgery).<o:p></o:p></span></i></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Thank you for taking the time to
read this email. <o:p></o:p></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<b><i><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Lynn B. Jones<o:p></o:p></span></i></b></div>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Ophthalmology
Associates of Kansas City<o:p></o:p></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">We answered their questions by sharing a quote from the website of one
of the thousands of law firms trolling for clients who might be willing to blow
the whistle on a doctor's best intentions. Both the lawyer and the
whistleblower get money for “turning in” doctors. Here is their pitch:</span><br />
<span style="background-color: white;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "georgia" , "times new roman" , serif;"><br /></span></i>
<i style="mso-bidi-font-style: normal;"><span style="font-family: "georgia" , "times new roman" , serif;">“Learn
your rights as a first-to-report whistleblower. You may be entitled to a
substantial cash reward. Doctors often try to skirt the law by offering
‘bennies’ to entities who have the potential to favor their services. We have
seen many attempts to get around the anti-kickback laws, e.g., Stark Law,
including:</span></i></span><br />
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<span style="background-color: white;"><br /></span>
<ul>
<li><i style="font-family: Georgia, "Times New Roman", serif; text-indent: -13.5pt;"><span style="background-color: white; font-family: "times new roman" , "serif";">Free lunches to office staff;</span></i></li>
<li><i style="font-family: Georgia, "Times New Roman", serif; text-indent: -13.5pt;"><span style="background-color: white; font-family: "times new roman" , "serif";">Golf outings;</span></i></li>
<li><b style="font-family: Georgia, "Times New Roman", serif; text-indent: -13.5pt;"><i style="mso-bidi-font-style: normal;"><u><span style="background-color: white; font-family: "times new roman" , "serif";">Sporting
event tickets and hard to get concert seats;</span></u></i></b></li>
<li><i style="font-family: Georgia, "Times New Roman", serif; text-indent: -13.5pt;"><u><span style="background-color: white; font-family: "times new roman" , "serif";">Etc.</span></u></i></li>
</ul>
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<i style="mso-bidi-font-style: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Call this Law Firm for a free, confidential
analysis (phone #).”<b style="mso-bidi-font-weight: normal;"><u><o:p></o:p></u></b></span></i></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></div>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Overall the original concept of the
Stark Law was to protect Medicare patients from being taken advantage of by
physicians or organizations who might stand to benefit from referrals for
testing, or bribes and kickbacks that might appear to financially benefit a
specific physician or other health-care entity.</span></div>
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<span style="background-color: white;"><br /></span></div>
<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">So what do you do to keep your doctors and clinic safe in your three scenarios: </span><br />
<ul>
<li><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Because your doctors get referrals from TOC, unfortunately, that is a fairly clear indication that it violates the Stark Law to give them tickets.</span></li>
<li><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"> See #1. It may seem casual and no big deal to say “Yea,we’ve got extra tickets to the game, just come pick ‘em up.” But there’s always the danger of a disgruntled whistleblower that “heard Billy got free tickets to the game from Dr. Jones.”</span></li>
<li><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">If there is a way for OAKC to donate the tickets anonymously you are okay. The challenge is that TOC already knows you have given them tickets. Would they know it is you, even if a third party donated them? You would have to work that out carefully.</span></li>
</ul>
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<span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">A safe rule of thumb to help you steer clear of Stark laws<b style="mso-bidi-font-weight: normal;">: <o:p></o:p></b></span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Don’t take or give anything of
value to entities where there is a potential to benefit one or both of you.<o:p></o:p></span></b></div>
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<b style="mso-bidi-font-weight: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;"><br /></span></b></div>
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<b style="mso-bidi-font-weight: normal;"><span style="background-color: white; font-family: "georgia" , "times new roman" , serif;">Additional Stark Law and related information:</span></b></div>
<a href="https://hcsiinc.blogspot.com/2015/05/the-high-cost-of-stark-law-violations.html" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">The High Cost of Stark Law Violations</span></a><br />
<div>
<a href="https://www.aafp.org/practice-management/regulatory/compliance/stark.html" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">Anti-kickback & Stark Compliance Information</span></a><br />
<div>
<a href="http://hcsiinc.blogspot.com/2016/03/dont-write-off-patient-copays.html" target="_blank"><span style="font-family: "georgia" , "times new roman" , serif;">Don't Write Off Patient Copays</span></a></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com6tag:blogger.com,1999:blog-5735893227479548996.post-89012747047316204722019-01-24T15:26:00.002-07:002019-01-24T15:28:49.491-07:00Massachusetts Expands Its Breach Notification Requirements: Are You Ready?<h1 id="articleTitle" style="text-align: center;">
Massachusetts Expands Its Breach Notification Requirements: Are You Ready?</h1>
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<div class="gated-content">
<div class="article-body clippable-element text-clippable image-clippable" data-content-slug="232c9431-b14a-45e4-98e2-a85de45db1bb" data-content-type="Article" data-firm-ref="23976" data-friendly-name="Massachusetts Expands Its Breach Notification Requirements: Are You Ready?" data-integrity-check="72C834D37EBABECEF2189E15126AB7FE" id="lex-article-body">
As of April 11, 2019, Massachusetts data breach victims will be entitled to enhanced rights and protections under <strong><a class="logclick ct_cont" href="https://malegislature.gov/Laws/SessionLaws/Acts/2018/Chapter444" target="_blank">An Act Relative To Consumer Protection From Security Breaches</a></strong>.<br />
Any company that deals with the personal information of Massachusetts
residents should be mindful of these regulatory changes and update its
data security policies and practices—importantly, including its required
<strong><a class="logclick ct_cont" href="https://www.mass.gov/files/documents/2016/07/qr/sec-plan-smallbiz-guide.pdf" target="_blank">Written Information Security Program</a></strong>—to reflect these changes in advance of the April 11, 2019 effective date.<br />
Highlights of the regulatory change include:<br />
<table> <tbody>
<tr> <td><strong><u>Effective April 11, 2019</u></strong></td> </tr>
<tr> <td><strong>Data Breach Regulations</strong></td> </tr>
<tr> <td><strong>Consumer Notification Requirement</strong></td> <td>Notice
must include: (i) resident’s right to a police report; (ii) how
resident may request a security freeze; (iii) that there shall be no
charge for a security freeze; and (iv) mitigation services to be
provided. A sample copy of the notice sent to consumer must be sent
to the attorney general and the office of consumer affairs and business
regulation.<br />
<em>Mass. Gen. L. c.</em> <em>93H </em><em>§ 3(b)</em></td> </tr>
<tr> <td><strong>Consumer Credit Monitoring Services</strong></td> <td>Breached
party is required to provide at least 18 months free-of-charge to
Massachusetts residents if breach includes a social security number.
Requirement is increased to 42 months if the breached party is a credit
monitoring services. Breached party may not require a resident to
waive the resident’s right to a private right of action as a condition
of the offer of credit monitoring services<br />
<em>Mass. Gen. L. c.</em> <em>93H § 3A</em></td> </tr>
<tr> <td><strong>State Regulators Notification Requirement</strong> (attorney general and said director, and consumer reporting agencies or state agencies)</td> <td>Notice
must include (i) nature of breach; (ii) number of Massachusetts
residents affected by breach; (iii) name and address of breached party;
(iv) name and title of party reporting the breach and their relationship
to the breached party; (v) type of person or agency reporting the
breach; (vi) the person responsible for the breach of security, if
known; (vii) type of personal information compromised; (viii) whether
the breached party maintains a written information security program; and
(ix) any steps the breached party has taken or plans to take relating
to the incident; and (x) a report with the attorney general and the
director of consumer affairs and business regulation certifying that the
breached party’s credit monitoring services comply with Massachusetts
regulations. <em>Mass. Gen. L. c.</em> <em>93H § 3(b)</em></td> </tr>
<tr> <td><strong>Consumer Report Regulations</strong></td> </tr>
<tr> <td><strong>Consent from Consumers Before Obtaining their Reports</strong></td> <td>Nonwaivable
requirement that third parties obtain the prior consent of a consumer
AND disclose the reason for obtaining the consumer report to the
consumer prior to obtaining consent, before obtaining a consumer report.
<em>*note: there are limited exceptions to these requirements for existing accounts.</em><br />
<em>Mass. Gen. L. c.</em> <em>93 § 51B</em></td> </tr>
<tr> <td><strong>Consumers’ Right to Information from Consumer Reporting Agency</strong></td> <td>Upon
request and identification of the consumer, consumer reporting agencies
must inform consumers of certain information in their consumer reports
such as: · The nature, contents and substance of all non-medical
information in its file on the consumer at the time of the request and
the source of such information;<br />
· The sources of all credit
information obtained through routine credit reporting or through any
other credit reporting techniques in the file at the time of the
request;<br />
· The recipients of any consumer report on the consumer
which it has furnished for employment purposes within the 2-year period
preceding the request, and for any other purpose within the 6-month
period preceding the request.<br />
<em>Mass. Gen. L. c. 93 § 56a</em></td> </tr>
<tr> <td><strong>Consumer Reporting Agency’s Obligation to Advise Consumers of Rights</strong></td> <td>Advise
the consumer of the consumer’s rights with each written disclosure, or
in response to a request by the consumer to be advised as to the
consumer’s rights. See section for prescribed language. <em>Mass. Gen. L. c.</em> <em>93, § 56b</em></td> </tr>
<tr> <td><strong>Requirements When Providing Paid Security Freeze Products</strong></td> <td>A
consumer reporting agency shall not knowingly offer a paid product to
prevent unauthorized access or restrict access to a consumer’s credit
unless at the time of transaction, it notifies the consumer of the
availability of obtaining a security freeze without charge AND provides
information to the consumer on how to obtain a security freeze. <em>Mass. Gen. L. c.</em> <em>93, § 62B</em></td> </tr>
</tbody> </table>
As your organization prepares to incorporate these changes into your
incident response plans, members of any breach response teams should
receive updated training to ensure that the regulatory required
information is shared with the appropriate parties. In addition, if your
company handles SSNs of Massachusetts residents, you should identify a
consumer credit monitoring service to engage in the event of a breach.<br />
These changes are a continuation of Massachusetts’ history of being
at the forefront of data protection law development in the U.S.
Accordingly, it would not be surprising if other states followed suit in
amending their respective data protection laws to enhance consumer
rights and breached party reporting requirements.<br />
<br />
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Article courtesy of : <a class="firmName" href="https://www.lexology.com/contributors/burns-and-levinson-llp">Burns & Levinson LLP</a> -
<a class="logclick ct_auth2" href="https://www.lexology.com/23976/author/Brooke_A_Penrose/">Brooke A. Penrose</a></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com6tag:blogger.com,1999:blog-5735893227479548996.post-81100649899787945642018-11-21T10:32:00.000-07:002018-11-21T11:31:06.497-07:00State Minimum Wage Increases for 2019 (Map) from BLR.com<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
Minimum wage increases will affect numerous states across the country in January 2019.<span id="more-56133" style="box-sizing: border-box;"></span></div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
Under the Fair Labor Standards Act (FLSA), the current federal minimum wage is $7.25 per hour, but the FLSA does not supersede any state or local laws that are more favorable to employees. Therefore, if a state or municipality has a minimum wage that is higher than the federal minimum, employers subject to the state or local minimum wage law are obligated to pay the higher rate to employees working there. The minimum wage for federal contractors in 2019 is $10.60 per hour.</div>
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The map below shows the states that are increasing their minimum wages, including the new rates and amounts of the increases as of the date of publication of this article. We also provide a listing of the states increasing their minimum wages and the effective dates of the changes below the map.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<iframe frameborder="0" height="713" scrolling="no" src="https://create.piktochart.com/embed/34200450-2019-state-minimum-wage" style="box-sizing: border-box; margin-bottom: 1.5em; max-width: 100%; overflow-y: hidden;" width="600"></iframe></div>
<h2 style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 17px; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
State Minimum Wage Changes Effective December 31, 2018</h2>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">New York:</strong> New York City (NYC) large employers (11 or more) $15.00. NYC small employers (10 or fewer) $13.50; increasing to $15 12/31/19.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
Long Island and Westchester $12.00; increasing to $13.00 12/31/19; $14.00 12/31/20; $15.00 12/31/21.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
Remainder of New York state $11.10; increasing to $11.80 12/31/19; $12.50 12/31/20. Annual increases for the remainder of New York state will continue until the rate reaches $15 per hour, then the rate will increase on an annual basis.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
Fast food employees in NYC $15.00. Fast food employees outside NYC $12.75; increasing to: $13.75 12/31/19; $14.50 12/31/20; $15.00 7/1/21.</div>
<h2 style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 17px; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<strong style="box-sizing: border-box;">State Minimum Wage Changes Effective January 1, 2019</strong></h2>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Alaska: </strong>$9.89 per hour.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Arizona: </strong>$11.00 per hour. Increasing to: $12.00 1/1/20. Local laws may require different minimum wage rates.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Arkansas:</strong> $9.25 per hour. Increasing to: $10.00 1/1/20; $11.00 1/1/21.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">California:</strong> $12.00 per hour with 26 employees or more; $11.00 per hour with fewer than 26 employees. There are scheduled future increases. For 26 employees or more the minimum wage rate is increasing to: $13.00 1/1/20; $14.00 1/1/21; $15.00 1/1/22. For 25 employees or less the minimum wage rate is increasing to: $12.00 1/1/20; $13.00 1/1/21; $14.00 1/1/22; $15.00 1/1/23. Local laws may require different minimum wage rates.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Colorado:</strong> $11.10 per hour. Increasing to: $12.00 1/1/20.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Florida:</strong> $8.46 per hour.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Maine:</strong> $11.00 per hour. Increasing to: $12.00 1/1/20. Local laws may require different minimum wage rates.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Massachusetts:</strong> $12.00 per hour. Increasing to: $12.75 1/1/20; $13.50 1/1/21; $14.25 1/1/22; $15.00 1/1/25.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Minnesota:</strong> $9.86 per hour for large employers (annual gross revenue of $500,000 or more); $8.04 per hour for small employers (annual gross revenue of less than $500,000). Local laws may require different minimum wage rates.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Missouri:</strong> $8.60 per hour. Increasing to: $9.45 1/1/20; $10.30 1/1/21; $11.15 1/1/22; $12.00 1/1/23.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Montana:</strong> $8.50 per hour.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">New Jersey: </strong>$8.85 per hour.</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Ohio:</strong> $8.55 per hour (gross receipts of $314,000 or more); $7.25 per hour (gross receipts less than $314,000).</div>
<div style="background-color: white; box-sizing: border-box; color: #555555; font-family: "Open Sans", Arial, sans-serif; font-size: 14px; margin-bottom: 20px;">
<strong style="box-sizing: border-box;">Rhode Island:</strong> $10.50 per hour.</div>
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<strong style="box-sizing: border-box;">South Dakota:</strong> $9.10 per hour.</div>
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<strong style="box-sizing: border-box;">Vermont:</strong> $10.78 per hour.</div>
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<strong style="box-sizing: border-box;">Washington:</strong> $12.00 per hour. Increasing to: $13.50 1/1/20. Local laws may require different minimum wage rates.</div>
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<strong style="box-sizing: border-box;">State Minimum Wage Changes Effective July 1, 2019</strong></h2>
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<strong style="box-sizing: border-box;">D.C.: </strong>$14.00 per hour on 7/1/19. Increasing to: $15.00 7/1/20.</div>
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<strong style="box-sizing: border-box;">Oregon:</strong> $12.50 Portland metro area; $11.25 urban counties; $11.00 rural counties on 7/1/19. The Portland metro area will increase to $13.25 7/1/20; $14.00 7/1/21; $14.75 7/1/22. The urban counties will increase to $12.00 7/1/20; $12.75 7/1/21; $13.50 7/1/22. The rural counties will increase to $11.50 7/1/20; $12.00 7/1/21; $12.50 7/1/22.</div>
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<strong style="box-sizing: border-box;">State Minimum Wage Changes Effective October 1, 2019</strong></h2>
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<strong style="box-sizing: border-box;">Delaware:</strong> $9.25 per hour on 10/1/19. Increasing to: $9.75 10/1/20, $10.25 10/1/21.</div>
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Minimum Wage Basics</h2>
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The federal FLSA requires that a minimum wage be paid for all hours an employee is “suffered or permitted” to work for the employer (29 U.S.C. §203(g)) and that an overtime wage be paid for all hours “worked” over 40 in a week. The FLSA does not specifically define “hours worked” or place a limit on the number of hours an employee may work; it requires only that overtime be paid for any hours worked over 40.</div>
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Determining exactly what constitutes hours worked is essential in determining an employee’s compensation and compliance with both minimum wage and overtime requirements of the act.</div>
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Hours worked includes time during which an employee is “necessarily required to be on the employer’s premises, on duty or at a prescribed work place” (29 C.F.R. §785.7). This broad definition of hours worked may require that an employee be compensated for time the employer does not otherwise consider working time, such as travel time, waiting time and certain meal, rest and sleep periods, and time the employee is required to spend in training, at seminars, or in meetings.</div>
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The courts and the U.S. Department of Labor, however, have developed a <em style="box-sizing: border-box;">de minimis</em> rule, whereby employers may disregard insubstantial or insignificant periods of time beyond the scheduled working hours, if, as a practical administrative matter, such time cannot be precisely recorded.</div>
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If employees are checking e-mails for 2 or 3 minutes, employers will likely not have to pay for this time. But if employees are spending 10 to 15 minutes after work hours, employers will have to pay employees for this work time. Also, the FLSA explicitly permits the rounding of an employee’s start and stop times.</div>
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Hours worked for purposes of the FLSA does not include time spent on call, time spent waiting to work, or time when an employee is required to carry a pager or cell phone, provided the employee is otherwise free to effectively use the time for his or her own personal purposes. The FLSA does not obligate employers to pay employees for holidays, vacation, or sick days.</div>
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The rules are strict, but the penalties are stricter. Paying employees properly now will help you to avoid expensive fines, claims, and lawsuits down the line.</div>
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Article courtesy of www.blm.com</div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-65920378102121873972018-10-25T14:00:00.001-06:002018-10-25T14:51:10.464-06:00Preparing Your Practice For Emergencies and Disasters: The Risk Assesment<div style="background-color: white; box-sizing: border-box; line-height: 27.2px; margin-bottom: 22px; text-align: center;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">A crucial step in preparedness for your practice in the even of a emergency or disaster is a Risk Assessment.</span><span style="font-size: 17px;"> </span></span><br />
<a href="http://www.hcsiinc.com/" style="background-color: transparent;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"></span></a></div>
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<a href="https://www.ready.gov/sites/default/files/Natural%20Disasters%20Section%20Content%20Hurricanes%201.1.0.0_0.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="166" src="https://www.ready.gov/sites/default/files/Natural%20Disasters%20Section%20Content%20Hurricanes%201.1.0.0_0.jpg" width="400" /></a></div>
<span style="background-color: white; font-family: "verdana" , sans-serif; line-height: 27.2px; text-align: justify;">A risk assessment is a process to identify potential hazards and analyze what could happen if a hazard occurs. A </span><a href="https://www.ready.gov/business-impact-analysis" style="box-sizing: border-box; color: #005ebd; font-family: verdana, sans-serif; line-height: 27.2px; text-align: justify;">business impact analysis</a><span style="background-color: white; font-family: "verdana" , sans-serif; line-height: 27.2px; text-align: justify;"> (BIA) is the process for determining the potential impacts resulting from the interruption of time sensitive or critical business processes.</span><br />
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<span style="font-family: "verdana" , sans-serif;">As an employer, make sure your workplace has a building evacuation plan that is regularly practiced. The preparedness program is built on a foundation of management leadership, commitment and financial support. Without management commitment and financial support, it will be difficult to build the program, maintain resources and keep the program up-to-date.</span></div>
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<span style="font-family: "verdana" , sans-serif; line-height: 1.1; text-indent: -1.25em;"><b>Implementation</b></span></div>
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<span style="font-family: "verdana" , sans-serif; line-height: 1.1; text-indent: -1.25em;">Write a preparedness plan addressing:</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFHb6i26ERCpDzmdJZBDz4VR7yJq-j9b4CvOWpGwNYYOCA8uylwECIxCqOuKQ9cioBeMIOf90gUrmtdoLulYx284noaYACgDn4kAY0e6bO_X_5b4sATm7mBHEBBezrN6bWYl0aNiZMNDk/s1600/environmental_risk.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="192" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFHb6i26ERCpDzmdJZBDz4VR7yJq-j9b4CvOWpGwNYYOCA8uylwECIxCqOuKQ9cioBeMIOf90gUrmtdoLulYx284noaYACgDn4kAY0e6bO_X_5b4sATm7mBHEBBezrN6bWYl0aNiZMNDk/s320/environmental_risk.jpg" width="320" /></a>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Resource management</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Emergency response</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Crisis communications</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Business continuity</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Information technology</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Records Managment</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Employee assistance</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Incident management</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Training</span></li>
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<span style="font-family: "verdana" , sans-serif;">Find more information on Implementation <a href="https://www.ready.gov/business/implementation" style="background: transparent; box-sizing: border-box; color: #005ebd;">here</a>.</span></div>
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<span style="font-family: "verdana" , sans-serif; line-height: 1.1; text-indent: -1.25em;"><b>Testing And Exercises</b></span></div>
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<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Test and evaluate your plan</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Define different types of exercises</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Learn how to conduct exercises</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Use exercise results to evaluate the effectiveness of the plan</span></li>
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<span style="font-family: "verdana" , sans-serif;">Find more information on Testing and Exercises <a href="https://www.ready.gov/business/testing" style="background: transparent; box-sizing: border-box; color: #005ebd;">here</a>.</span></div>
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<span style="font-family: "verdana" , sans-serif; line-height: 1.1; text-indent: -1.25em;"><b>Program Improvement</b></span></div>
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<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Identify when the preparedness program needs to be reviewed</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Discover methods to evaluate the preparedness program</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px;"><span style="font-family: "verdana" , sans-serif;">Utilize the review to make necessary changes and plan improvements</span></li>
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<span style="font-family: "verdana" , sans-serif;">Find more information on Program Improvement <a href="https://www.ready.gov/business/program" style="background: transparent; box-sizing: border-box; color: #005ebd;">here</a>.</span></div>
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<span style="font-family: "verdana" , sans-serif;"><span style="background-color: white;">Visit the </span><a href="https://www.ready.gov/business"><span style="background-color: white; color: #0b5394;"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: border-box;">D</span>eparment of Homeland Securities Business</span></a><span style="background-color: white;"> site for more information.</span></span></div>
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<li style="box-sizing: border-box; margin-bottom: 10px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Take a critical look at your <span style="box-sizing: border-box; font-weight: 600;">heating, ventilation and air conditioning system</span> to determine if it is secure or if it could feasibly be upgraded to better filter potential contaminants, and be sure you know how to turn it off if you need to.</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Think about what to do if your employees <span style="box-sizing: border-box; font-weight: 600;">can't go home</span>.</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Make sure you have appropriate <span style="box-sizing: border-box; font-weight: 600;">supplies</span> on hand.</span></li>
<li style="box-sizing: border-box; margin-bottom: 10px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Read more at <a href="https://www.ready.gov/build-a-kit" style="background: transparent; box-sizing: border-box; color: #005ebd;">Build a Kit</a> and <a href="https://www.ready.gov/shelter" style="background: transparent; box-sizing: border-box; color: #005ebd;">Staying Put</a>.</span></li>
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<span style="font-family: "verdana" , sans-serif;">There are numerous hazards to consider. For each hazard there are many possible scenarios that could unfold depending on timing, magnitude and location of the hazard. Consider hurricanes for an example. </span><span style="background-color: transparent; font-family: "verdana" , sans-serif; text-align: justify;">A Hurricane forecast to make landfall near your business could change direction and go out to sea. The storm could intensify into a major hurricane and make landfall.</span><br />
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<span style="background-color: transparent; font-family: "verdana" , sans-serif; text-align: justify;">There are many “assets” at risk from hazards. First and foremost, injuries to people should be the first consideration of the risk assessment.</span><span style="background-color: transparent; text-align: justify;"> </span><span style="font-family: "verdana" , sans-serif; line-height: 27.2px; text-align: justify;">Hazard scenarios that could cause significant injuries should be highlighted to ensure that appropriate </span><a href="https://www.ready.gov/business/implementation/emergency" style="background-color: transparent; box-sizing: border-box; color: #005ebd; font-family: verdana, sans-serif; line-height: 27.2px; text-align: justify;">emergency plans</a><span style="font-family: "verdana" , sans-serif; line-height: 27.2px; text-align: justify;"> are in place. Many other physical assets may be at risk. These include buildings, information technology, utility systems, machinery, raw materials and patient records. The potential for environmental impact should also be considered. Consider the impact an incident could have on your relationships with customers, the surrounding community and other stakeholders. Consider situations that would cause patients to lose confidence in your organization and its services or protection of vital records.</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi-_ydISJpHcYkO0V-FRYO5lRpssEYZljQIT9ullWSQUcYkP2VCuamxSdPpTgnrRC-Jf3QDp0FPuJIzKBa7E1y2CPz_fznUk0FoJu9L9oQM3bKFSGYU5ugzINm3tLnrGP6yDI3vSD7VzRE/s1600/Tornado-font-Hurricane.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="225" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi-_ydISJpHcYkO0V-FRYO5lRpssEYZljQIT9ullWSQUcYkP2VCuamxSdPpTgnrRC-Jf3QDp0FPuJIzKBa7E1y2CPz_fznUk0FoJu9L9oQM3bKFSGYU5ugzINm3tLnrGP6yDI3vSD7VzRE/s400/Tornado-font-Hurricane.jpg" width="400" /></a></div>
<span style="font-family: "verdana" , sans-serif;">As you conduct the risk assessment, look for vulnerabilities—weaknesses—that would make an asset more susceptible to damage from a hazard. Vulnerabilities include deficiencies in building construction, process systems, security, protection systems and loss prevention programs. They contribute to the severity of damage when an incident occurs. For example, a building without a fire sprinkler system could burn to the ground while a building with a properly designed, installed and maintained fire sprinkler system would suffer limited fire damage.</span></div>
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<span style="font-family: "verdana" , sans-serif;">The impacts from hazards can be reduced by investing in <a href="https://www.ready.gov/risk-mitigation" style="background-color: transparent; box-sizing: border-box; color: #005ebd;">mitigation</a>. If there is a potential for significant impacts, then creating a mitigation strategy should be a high priority.</span></div>
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<span style="font-family: "verdana" , sans-serif;"><img alt="Risk Assesment process diagram" longdesc="https://www.ready.gov/Hazard%20Identification:%20Hazards%20-%20Fire,%20Explosion,%20Natural%20Hazards,%20Hazardous%20Materials%20spill%20or%20release,%20Terrorism,%20Workplace%20violence,%20Pandemic%20disease,%20Utility%20outage,%20Mechanical%20breakdown,%20Supplier%20failure,%20Cyber%20attack%20-%20Probability%20&%20Magnitude%20Flows%20into:%20Vulnerability%20Assessment:%20Assets%20at%20Risk%20-%20People,%20Property%20including%20buildings,%20critical%20infrastructure,%20Supply%20chain,%20Systems/equipment,%20Information%20Technology,%20Business%20operations,%20Reputation%20of%20or%20confidence%20in%20entity,%20Regulatory%20and%20contractual%20obligations,%20Environment%20-%20Vulnerability%20Flows%20Into:%20Impact%20Analysis:%20Impacts%20-%20Casualties,%20Property%20damage,%20Business%20interruption,%20Loss%20of%20customers,%20Financial%20loss,%20Environmental%20contamination,%20Loss%20of%20confidence%20in%20the%20organization,%20Fines%20and%20penalties,%20lawsuits." src="https://www.ready.gov/sites/default/files/5.2.1.0%20Risk%20Assessment%20Process.png" style="border: 0px; box-sizing: border-box; height: 382px; max-width: 100%; vertical-align: middle; width: 700px;" /></span></div>
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<span style="font-family: "verdana" , sans-serif;"><span style="line-height: 27.2px;">Use the FEMA</span><span style="line-height: 27.2px;"> </span><a href="http://www.fema.gov/media-library/assets/documents/89542" style="background-attachment: initial; background-clip: initial; background-color: transparent; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: border-box; color: #005ebd; line-height: 27.2px;" title="Risk Assessment Tool - Adobe Acrobat PDF">Risk Assessment Tool</a><span style="line-height: 27.2px;"> to </span><span style="line-height: 27.2px;">complete your risk assessment. Instructions are provided on the form.</span></span><br />
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<span style="font-family: "verdana" , sans-serif;"><span style="line-height: 27.2px;">Please also request the supplementary and supportive <u><a href="mailto:support@hcsiinc.com">HCSI HIPPA Security Risk Analysis</a></u> health checkup checklist to coincide with your office risk assessment or by clicking here <a href="http://www.hcsiinc.com/medical/documents/hcsi%20hipaa%20security%20risk%20analysis.pdf">HCSI Support - Risk Anlysis</a> or entering your email address in the top right side of the blog.</span></span><br />
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com2tag:blogger.com,1999:blog-5735893227479548996.post-33528877306309901462018-10-25T14:00:00.000-06:002018-10-25T14:21:50.378-06:00The Importance in Healthcare of a Disaster Recovery Plan (DRP) and how to Organize your Risk Analysis into an actionable DRP.<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif; font-size: large;"><b>Creating Your Healthcare Disaster Recovery Plan and Best Practices</b></span></div>
<div align="center" style="margin-bottom: .0001pt; margin: 0in; text-align: center;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAMxsWUGCaJVsmowtXzajagFW40QJdnYSwsPh1mrwcEs4Hx5n-hSH5quBoxoTcG4l8aOE_ri6UtIXuYohohGhkCGwiSp4ACTBz2lv_nNR2StiI9r-rQSi2UzXWrE6eOAaBkEP1FrgIQS8/s1600/Are-you-ready.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAMxsWUGCaJVsmowtXzajagFW40QJdnYSwsPh1mrwcEs4Hx5n-hSH5quBoxoTcG4l8aOE_ri6UtIXuYohohGhkCGwiSp4ACTBz2lv_nNR2StiI9r-rQSi2UzXWrE6eOAaBkEP1FrgIQS8/s320/Are-you-ready.png" width="320" /></a></div>
<br /></div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: arial, sans-serif; font-size: 13.5pt;">When a
covered entity performs a Security Risk Analysis, this is not the end but a
begging to your HIPAA Security procedures and business continuity plan.</span></div>
<span style="font-size: 13.5pt;">
</span></div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"><br /></span></div>
</div>
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<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">Information gained from the risk analysis then needs to further be organized into
a tangible, well documented and actionable Disaster Recovery Plan (DRP). <o:p></o:p></span></div>
<br />
<div style="text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 13.5pt;">All health care organizations (particularly
hospitals and emergency care centers), must maintain a high degree of system and network availability.
Patient's lives may depend on systems being up and running, and a patient's health could be jeopardized or negatively impacted by lack of access to health
care data in the event of system downtime. </span></div>
<div style="text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 13.5pt;"><br /></span></div>
</div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQyYYf7aVQHSmuL5xBuan6jDQoH1n-IkSKWA6KjPF0FGyYBjvH8-38yawjPfC9RXIlfOy-vaBkI1roJifbDmQw95KhywlFM8unKRx1R8YVO-A0FbzgY1B5tIhZokEAy9MksSBHLjPPnX4/s1600/wannacrypt-ramsome.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em; text-align: center;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQyYYf7aVQHSmuL5xBuan6jDQoH1n-IkSKWA6KjPF0FGyYBjvH8-38yawjPfC9RXIlfOy-vaBkI1roJifbDmQw95KhywlFM8unKRx1R8YVO-A0FbzgY1B5tIhZokEAy9MksSBHLjPPnX4/s320/wannacrypt-ramsome.jpg" width="320" /></a></div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">The
disaster recovery plan is a required implementation, defined within the HIPAA
Contingency Plan standard in the Administrative Safeguards section of the HIPAA
Security Rule. The Rule calls for HIPAA-compliant organizations to anticipate
how natural or other disasters could damage systems that contain electronic
health information and to develop policies and procedures for responding to
such situations.<o:p></o:p></span></div>
</div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: center;">
<br /></div>
</div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">A HIPAA-compliant disaster recovery plan must
state how operations will be conducted in an emergency situation and which
workforce members are responsible for carrying out those operations. The plan
must also explain how data will be safeguarded or moved without violating HIPAA
standards for Privacy and Security. It must also explain how confidential
data and safeguards for that data will be restored. Although HIPAA
doesn't specify exactly how to do this, it does note that failure to adequately
recover from a disaster could lead to noncompliance. Failure to comply exposes
officers of the organization to repercussions, such as fines or possible jail time.<o:p></o:p></span></div>
</div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: center;">
<br /></div>
</div>
<div style="margin: 0in 0in 0.0001pt; text-align: justify;">
<span style="font-family: "arial" , sans-serif; font-size: 13.5pt;">Unfortunately, when establishing IT budgets,
many health care practices and organizations overlook the importance of
developing a meaningful, functional and standardized</span><span class="apple-converted-space" style="font-family: "arial" , sans-serif; font-size: 13.5pt;"> </span><span style="font-family: "arial" , sans-serif; font-size: 13.5pt;">disaster recovery plan. It's important
for health care practice Administrators, Compliance Officers and CIOs
to make the necessary business case model and receive a useful budget
for disaster recovery planning. Making use of the, pay $10 now or $10,000 later, theorem comes
to mind.</span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"></span><br />
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
<div style="background: white; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgzz0E5QtlykXSLhFSzMgrHGybWLjKDw0N2Zy8TJDOm8HyJAfr_rCiJH3vY4YaoOENhUVcBtLUU-8OHukPUIKcgW8wrRG6jMmLGcQnTQ5Ttl7f-D1ze5dgCXwr_fwHlm17cfOggyPZAxbg/s1600/1disasters.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: center;"><img border="0" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgzz0E5QtlykXSLhFSzMgrHGybWLjKDw0N2Zy8TJDOm8HyJAfr_rCiJH3vY4YaoOENhUVcBtLUU-8OHukPUIKcgW8wrRG6jMmLGcQnTQ5Ttl7f-D1ze5dgCXwr_fwHlm17cfOggyPZAxbg/s320/1disasters.jpg" width="320" /></a><span style="font-family: "arial" , sans-serif; font-size: 13.5pt;">Formulating
a detailed disaster recovery plan should be a primary objective of the entire practice
and IT disaster recovery planning project. It is in these plans that you will
set out the detailed steps needed to recover your IT EMR systems to a state in
which they can support the practice (during, if necessary) and after a
disaster.</span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">But
before you can create a detailed recovery plan, you will need to perform a</span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"> <b>R</b></span><span style="font-family: "arial" , "sans-serif";"><span style="color: windowtext; font-size: 13.5pt;"><b>isk Analysis/Assessment
(RA)</b> </span></span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">to identify the IT services that
support the organization’s critical business activities. <o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">The
next step is to establish</span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"> recovery
time objectives </span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">(RTOs)* and</span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;"> recovery point objectives </span><span style="font-family: "arial" , "sans-serif"; font-size: 13.5pt;">(RPOs)**.<o:p></o:p></span></div>
</div>
<div style="background: white; text-align: justify;">
<div style="text-align: justify;">
<i><span style="font-family: "arial" , "sans-serif"; font-size: 10.5pt;">*The<span class="apple-converted-space"> </span><b>recovery time objective</b><span class="apple-converted-space"> </span>(RTO) is the targeted duration of time and a service level within
which a<span class="apple-converted-space"> </span></span></i><i><span style="font-family: "arial" , "sans-serif";"><a href="https://en.wikipedia.org/wiki/Business_process" title="Business process"><span style="color: windowtext; font-size: 10.5pt; text-decoration-line: none;">business process</span></a></span></i><span class="apple-converted-space"><i><span style="font-family: "arial" , "sans-serif"; font-size: 10.5pt;"> </span></i></span><i><span style="font-family: "arial" , "sans-serif"; font-size: 10.5pt;">must be
restored after a disaster (or disruption) in order to avoid unacceptable
consequences associated with a break in<span class="apple-converted-space"> </span></span></i><i><span style="font-family: "arial" , "sans-serif";"><a href="https://en.wikipedia.org/wiki/Business_continuity" title="Business continuity"><span style="color: windowtext; font-size: 10.5pt; text-decoration-line: none;">business continuity</span></a></span></i><i><span style="font-family: "arial" , "sans-serif"; font-size: 10.5pt;">. It can include the time for trying to fix the problem
without a recovery, the recovery itself, testing, and the communication to the
users. <o:p></o:p></span></i></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; text-align: justify;">
<div style="text-align: justify;">
<i><span style="font-family: "arial" , sans-serif; font-size: 10.5pt;">**A<span class="apple-converted-space"> </span><b>recovery point objective </b>(RPO)
is defined by<span class="apple-converted-space"> </span></span></i><i><span style="font-family: "arial" , "sans-serif";"><a href="https://en.wikipedia.org/wiki/Business_continuity_planning" title="Business continuity planning"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; color: windowtext; font-size: 10.5pt; text-decoration-line: none;">business continuity
planning</span></a></span></i><i><span style="font-family: "arial" , sans-serif; font-size: 10.5pt;">. It
is the maximum targeted period in which<span class="apple-converted-space"> </span></span></i><i><span style="font-family: "arial" , "sans-serif";"><a href="https://en.wikipedia.org/wiki/Data" title="Data"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; color: windowtext; font-size: 10.5pt; text-decoration-line: none;">data</span></a></span></i><span class="apple-converted-space"><i><span style="font-family: "arial" , sans-serif; font-size: 10.5pt;"> </span></i></span><i><span style="font-family: "arial" , sans-serif; font-size: 10.5pt;">might be lost from an IT service due to
a major incident.</span></i><i><span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt;"><o:p></o:p></span></i></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjklR9ddfLZ01KYVO-YpkbRQjUQwscy9EkKzPIVkXYuTayVG208D525q9p1HQT6rSYbeep0C0iNb5aTHJNnX5gxXmcr_QE_ctNvXyI38nHjTfRAMLpKUnKs1gXYOAaCPc1Akb2rsnIzoAE/s1600/1rtoandrpo.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="292" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjklR9ddfLZ01KYVO-YpkbRQjUQwscy9EkKzPIVkXYuTayVG208D525q9p1HQT6rSYbeep0C0iNb5aTHJNnX5gxXmcr_QE_ctNvXyI38nHjTfRAMLpKUnKs1gXYOAaCPc1Akb2rsnIzoAE/s400/1rtoandrpo.png" width="400" /></a></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica" , sans-serif; font-size: 13.5pt;">Now
that you have that basic information gathering stage compiled, you can move on to
the next stage.</span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<a href="https://www.blogger.com/null" name="developing"></a><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Developing Disaster Recovery Strategies</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">ISO/IEC
27031, which is the global standard for IT disaster recovery, states, <i>“Strategies should define the approaches to
implement the required resilience so that the principles of incident
prevention, detection, response, recovery and restoration are put in place.”</i>
<b>Strategies define what you plan to do
when responding to an incident, while plans describe how you will do it.</b><o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Once
you have identified your critical systems, RTOs, RPOs, etc, create a table, similar
to what is shown below, to help you formulate the disaster recovery strategies
you will use to protect them.<o:p></o:p></span></div>
</div>
<table border="1" cellpadding="0" cellspacing="0" class="MsoTableGrid" style="border-collapse: collapse; border: none; text-align: center;">
<tbody>
<tr>
<td style="background: #D9D9D9; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 62.75pt;" valign="top" width="84"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Critical
System(s)<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 58.7pt;" valign="top" width="78"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">RTO/RPO<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 75.45pt;" valign="top" width="101"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Threat<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 93.25pt;" valign="top" width="124"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Prevention
Strategy<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 81.2pt;" valign="top" width="108"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Response
Strategy<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 107.45pt;" valign="top" width="143"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-font-style: italic; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Recovery
Strategy<o:p></o:p></span></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 62.75pt;" valign="top" width="84"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>EMR System<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 58.7pt;" valign="top" width="78"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>6 hours/<o:p></o:p></b></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>3 hours<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 75.45pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Server Failure/Loss of ePHI<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 93.25pt;" valign="top" width="124"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Secure server room; UPS; Regularly backup server<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 81.2pt;" valign="top" width="108"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Verify UPS running time, use backup server<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 107.45pt;" valign="top" width="143"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Restore/replace primary sever; restore backup
date and input interim records <o:p></o:p></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 62.75pt;" valign="top" width="84"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Accounts Payable/<o:p></o:p></b></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Billing<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 58.7pt;" valign="top" width="78"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>8 hours/<o:p></o:p></b></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>4 hours<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 75.45pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Server Failure/Loss of Billing records<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 93.25pt;" valign="top" width="124"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Secure equipment room; UPS; Regularly backup
server<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 81.2pt;" valign="top" width="108"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Maintain paper records for later recovery<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 107.45pt;" valign="top" width="143"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Restore/replace primary sever; restore backup
date and input interim records<o:p></o:p></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 62.75pt;" valign="top" width="84"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Building Security<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 58.7pt;" valign="top" width="78"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>4 hours/<o:p></o:p></b></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>2 hours<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 75.45pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Security System Destroyed<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 93.25pt;" valign="top" width="124"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Place system in secure location; UPS; Use
protective enclosures for sensors and cameras<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 81.2pt;" valign="top" width="108"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Deploy security is available, secure and/or
relocate vital system/ records<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 107.45pt;" valign="top" width="143"><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b>Repair/Replace security unit and devices<o:p></o:p></b></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .25in; margin-left: -4.5pt; margin-right: 0in; margin-top: .25in;">
<div style="text-align: justify;">
<i><span style="font-family: "helvetica" , "sans-serif"; font-size: 12.0pt;">Table 1: Determining disaster recovery <u><b>Strategies</b></u>.</span></i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Remember
to consider issues such as billing, budgets, management’s position with regard
to risks, the availability of resources, costs versus benefits, human
constraints, technological constraints and regulatory obligations.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Now
let’s examine some additional factors in strategy definition:<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">People<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">This involves availability of
staff/contractors, training needs of staff/contractors, duplication of critical
skills so there can be a primary and at least one backup person, available
documentation to be used by staff, and follow-up (ongoing training) to ensure staff and contractor
retention of knowledge.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Physical facilities<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Areas to look at are availability of
alternate work areas within the same site, at a different company location, at
a third-party-provided location, at employees’ homes or at a transportable work
facility. Then consider site security, staff access procedures, ID badges and
the location of the alternate space relative to the primary site.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Technology<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<br /></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">You’ll need to consider access to
equipment space that is properly configured for IT systems, with raised floors,
for example; suitable heating, ventilation and air conditioning (HVAC) for IT
systems; sufficient primary electrical power; suitable voice and data
infrastructure; the distance of the alternate technology area from the primary
site; provision for staffing at an alternate technology site; availability of
failover (to a secondary server of backup system for example) and failback (returning to normal operations)
technologies to facilitate recovery; support for legacy systems; and physical
and information security capabilities at the alternate site.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Data<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhlb-mRcITAFnH3A9eA402MB1pbOtHPffpQDQ0-Ra-Js-P7ZYmHuu4yjIWptsJnXKBW1gjmCeVqLWvHKwd_wKvc7_MMl_1jq-_hAh1nBnWXATiwotZtCPNxGTXrJeIB7AS4yr7X9p5dCs8/s1600/1CD_burn.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="175" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhlb-mRcITAFnH3A9eA402MB1pbOtHPffpQDQ0-Ra-Js-P7ZYmHuu4yjIWptsJnXKBW1gjmCeVqLWvHKwd_wKvc7_MMl_1jq-_hAh1nBnWXATiwotZtCPNxGTXrJeIB7AS4yr7X9p5dCs8/s320/1CD_burn.png" width="320" /></a></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Areas
to look at include timely backup of critical data to a secure storage area in
accordance with RTO/RPO requirements, method(s) of data storage (cloud, disk, tape,
optical, etc), connectivity and bandwidth requirements to ensure all critical
data can be backed up in accordance with RTO/RPO time scales, data protection
capabilities at the alternate storage site, and availability of technical
support from qualified third-party service providers.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Suppliers<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">You’ll
need to identify and contract with primary and alternate suppliers, (including
all Business Associates), for all critical systems, PHI data and processes, and
even the sourcing of specific crucial people. Key areas where alternate
suppliers will be important include hardware (such as servers, racks, etc),
power (such as batteries, universal power supplies, power protection, etc),
networks (voice and data network services), repair and replacement of
components, and multiple delivery firms (FedEx, UPS, etc.).<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Policies
and procedures<o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Define
policies and procedures describing your Disaster Recovery Plan and have them
approved by senior management and Compliance Officer(s). Then define the step-by-step
procedures to (for example) initiate data backup to secure alternate locations,
relocate operations to an alternate space, recover systems and data at the
alternate sites, and resume operations at either the original site or at a new
location.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Be
sure to obtain management sign-off for your strategies and be prepared to demonstrate
that your strategies support the practices’ business and compliance goals.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<a href="https://www.blogger.com/null" name="translate"></a><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Translating disaster recovery strategies into DR plans</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Once
your</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> disaster
recovery strategies </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">have been developed, you’re ready to
translate them into disaster recovery plans. Let’s take Table 1 and recast it
into Table 2, seen below. Here we can see the critical system and associated
threat, the response strategy and (new) response action steps, as well as the
recovery strategy and (new) recovery action steps. This approach can help you
quickly drill down and define high-level action steps.</span></div>
</div>
<table border="1" cellpadding="0" cellspacing="0" class="MsoTableGrid" style="border-collapse: collapse; border: none; text-align: center;">
<tbody>
<tr>
<td style="background: #D9D9D9; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 79.8pt;" valign="top" width="106"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Critical
System(s)<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.6pt;" valign="top" width="102"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Threat<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.0pt;" valign="top" width="101"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Response
Strategy<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 82.1pt;" valign="top" width="109"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Response
Action Steps<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 85.1pt;" valign="top" width="113"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Recovery
Strategy<o:p></o:p></span></b></div>
</td>
<td style="background: #D9D9D9; border-left: none; border: solid windowtext 1.0pt; mso-background-themecolor: background1; mso-background-themeshade: 217; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 1.1in;" valign="top" width="106"><div align="center" class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in; text-align: center;">
<b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Recovery
Action Steps<o:p></o:p></span></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 79.8pt;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>EMR
System<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.6pt;" valign="top" width="102"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Server Failure/ Loss of ePHI<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.0pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Switch over to backup server; create
paper records<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 82.1pt;" valign="top" width="109"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Confirm status of Server; Verify
Data has been backed up including testing and restoring; Switch over to
alternate server<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 85.1pt;" valign="top" width="113"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Restore/replace
primary sever; restore backup date and
input interim records</b><b><o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 1.1in;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Verify primary system integrity and
repair/replace if necessary; restore backups; incorporate offline records;
fall back from secondary servers<o:p></o:p></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 79.8pt;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Accounts
Payable/</b><br />
<b>Billing<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.6pt;" valign="top" width="102"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Server Failure/Loss of Billing info<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.0pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Switch over to backup server; create
paper records<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 82.1pt;" valign="top" width="109"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Confirm status of Server; Verify
Data has been backed up including testing and restoring; Switch over to
alternate server<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 85.1pt;" valign="top" width="113"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Restore/replace
primary sever; restore backup date and
input interim records</b><b><o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 1.1in;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Verify primary system integrity and
repair/replace if necessary; restore backups; incorporate offline billing or
accounting information; fall back from secondary servers<o:p></o:p></b></div>
</td>
</tr>
<tr>
<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 79.8pt;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Building
Security<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.6pt;" valign="top" width="102"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Security
System Destroyed</b><b><o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 76.0pt;" valign="top" width="101"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Deploy guards and/or secure server
records room.<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 82.1pt;" valign="top" width="109"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Verify status of security system and
video storage; Organize guards and define duties; have available alternative communication
methods (2-way radio)<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 85.1pt;" valign="top" width="113"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Obtain or re-install new system/sensors,
etc.<o:p></o:p></b></div>
</td>
<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0in 5.4pt 0in 5.4pt; width: 1.1in;" valign="top" width="106"><div class="MsoNormal" style="line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<b>Contact vendor to identify system
failure issues and repair/replace any faulty components.<o:p></o:p></b></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .25in; margin-left: 0in; margin-right: 0in; margin-top: .25in;">
<div style="text-align: center;">
<div style="text-align: left;">
<i><span style="font-family: "helvetica" , "sans-serif"; mso-fareast-font-family: "Times New Roman";">Table 2:
Using strategies to create disaster recovery <u><b>Plan</b></u>.</span></i><span style="font-family: "helvetica" , "sans-serif"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
</div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , sans-serif; font-size: 13.5pt;">From
Table 2 (above) you can expand the high-level steps into more detailed
step-by-step procedures, as you deem necessary. Be sure they are organized and linked
in the proper sequence.</span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Developing
DR plans</span></b><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">DR
plans provide a step-by-step process for responding to a disruptive event.
Procedures should ensure an easy-to-use and repeatable</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><a href="http://searchdisasterrecovery.techtarget.com/tip/How-to-complete-a-disaster-recovery-plan-process-without-funding" target="_blank"><span style="font-family: "helvetica" , sans-serif; font-size: 13.5pt;">process for recovering damaged IT and ePHI assets</span></a><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">then
returning these hardware items and critical data back to normal operation as
quickly as possible. If staff relocation to a third-party “<i>hot site”</i> or other alternate space is necessary, procedures must be
developed for those possible scenarios.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<a href="https://www.blogger.com/null" name="incident"></a><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Incident response</span></b><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">In
addition, IT disaster recovery plans should be an inclusive part of an</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><a href="http://searchdisasterrecovery.techtarget.com/Free-incident-response-plan-template-for-disaster-recovery-planners" target="_blank"><span style="font-family: "helvetica" , sans-serif; font-size: 13.5pt;">incident or emergency response</span></a><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> p</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">lan that addresses the initial stages of the situation and
the steps to be taken. <o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Note:</span></i><i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span></i><i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Emergency
management activities that may be needed to address situations where humans are
injured or situations such as fires may be a concern must be addressed by local
fire departments and/or other first responders.</span></i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<a href="https://www.blogger.com/null" name="structure"></a><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">The DR plan structure</span></b><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></b></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">The
following section details the elements in a DR plan in the sequence defined by
ISO 27031 and ISO 24762.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<i><u><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Important note</span></u></i><i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">:</span></i><i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span></i><i><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Best practice DR plans should begin with a few pages that summarize
key action steps (such as where to assemble employees if forced to evacuate the
building) and lists of key contacts and their contact information for ease of coordinating,
authorizing and launching the plan.</span></i></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<ol>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Introduction.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> Following the initial emergency pages, DR plans have
an introduction that includes the purpose and scope of the plan. This section
should specify who has approved the plan, those who are authorized to activate
it and a list of linkages to other relevant plans and documents.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Roles and responsibilities.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">The
next section should define roles and responsibilities of DR recovery team
members, their contact details, spending limits (for example, if equipment has
to be purchased) and the limits of their authority in a disaster situation.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Incident response.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">During the incident response
process, we typically become aware of an out-of-normal situation (such as being
alerted by various system-level alarms), quickly assess the situation (and any
damage) to make an early determination of its severity, attempt to contain the
incident and bring it under control, and notify management and other key
stakeholders.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Plan activation.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Based on the findings from incident
response activities, the next step is to</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">determine if
disaster recovery plans should be launched</span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">,
and which ones in particular should be invoked. If DR plans are to be invoked,
incident response activities can be scaled back or terminated, depending on the
incident, allowing for launch of the DR plans. This section defines the
criteria for launching the plan, what data is needed and who makes the
determination. Included within this part of the plan should be assembly areas
for staff (primary and alternates), procedures for notifying and activating DR
team members, and procedures for standing down the plan if management
determines the DR plan response is not needed.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Document history.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">A section on plan document dates and
revisions is essential, and should include dates of revisions, what was revised
and who approved the revisions. This can be located at the front of the plan
document.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Procedures.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Once the plan has been launched, DR
teams take the materials assigned to them and proceed with response and
recovery activities as specified in the plans. The more detailed the plan is,
the more likely the affected IT asset will be recovered and returned to normal
operation. Technology DR plans can be enhanced with relevant recovery
information and procedures obtained from system vendors. Check with your
vendors while developing your DR plans to see what they have in terms of
emergency recovery documentation.</span></li>
<li style="text-align: justify;"><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Appendixes.</span></b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"> </span><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Located at the end of the plan,
these can include systems inventories, hardware logs, software license keys,
Insurance policies and/or agent contacts, application inventories, network
asset inventories, contracts and service-level agreements, supplier contact
data, and any additional documentation that will facilitate recovery.</span></li>
</ol>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOtKZ5SfJD7pkBe46R0t6DMpre1VMlHpmFqkZk6RHlD6URI2eXReIdYxaWfYp2hHgN52gaR_zxTvbYwDp6-FiEML54xM8BLB5kRqfOBfaahH6DxyB49-Qp89AU3kDDmvR-u9o9QqnPplM/s1600/1-Dumpster-long.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="276" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhOtKZ5SfJD7pkBe46R0t6DMpre1VMlHpmFqkZk6RHlD6URI2eXReIdYxaWfYp2hHgN52gaR_zxTvbYwDp6-FiEML54xM8BLB5kRqfOBfaahH6DxyB49-Qp89AU3kDDmvR-u9o9QqnPplM/s400/1-Dumpster-long.jpg" width="400" /></a></div>
<div style="text-align: justify;">
<span style="color: black;"><a href="https://www.blogger.com/null" name="further"></a><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Additional follow up activities:</span></b><b><span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></b></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Once
your DR plans have been completed, they are ready to be exercised and most importantly, <u><b>TESTED</b></u>.<o:p></o:p></span></div>
</div>
<div style="background: white; margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="color: #323232; font-family: "helvetica" , sans-serif; font-size: 13.5pt;"><b>Don't
neglect DRP testing, modification and critical system updates.</b></span><span style="color: #666666; font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;"><o:p></o:p></span></div>
</div>
<div style="background: white; margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">This Identifies
most of the critical components of any DRP needed to respond to HIPAA disaster
recovery requirements. Although not discussed above, addressable policies could
be dealt with inside or outside the DRP. Nonetheless, as ePHI applications can
be added to, deleted or modified, periodic planed tests and resultant
corrections are vital to the continuing success of any HIPAA disaster recovery plan
while supporting regulatory requirements. <o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">This
process, along with controlled testing, will serve to verify and determine
whether recovery, fail-over and restoration processes with records and IT
assets function as planned.<o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">In
parallel to these activities are these additional and necessary supplementary
requirements: <o:p></o:p></span></div>
</div>
<div class="MsoNormal" style="background: white; line-height: normal; margin: 0.25in 0in; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">Create
and implement employee awareness training, documented policies and records
management procedures. These are essential in that they ensure employees are
fully aware of DR plans and their responsibilities in a disaster, and DR team
members have been trained in their roles and responsibilities as defined in the
plans. And since DR planning generates a significant amount of documentation,
records management (and change management) activities should also be initiated.
If your organization already has records management or process management implementation
and change management programs, incorporate them in your DR planning.<o:p></o:p></span></div>
</div>
<div style="background: white; margin: 0in 0in 0.0001pt; text-align: justify;">
<div style="text-align: justify;">
<span style="font-family: "helvetica" , "sans-serif"; font-size: 13.5pt;">With natural
disasters, security breaches (external and internal) along with cyber attacks occurring more and more frequently, the need
for a practicable DRP is more essential than ever. In fact, having a viable DRP
is something all covered entities and supporting Business Associates should
have in place for their own business integrity and survival along with patient
record and health data integrity, regardless of HIPAA or other governmental
regulatory disaster recovery requirements.<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://www.hcsiinc.com/" target="_blank"><img alt=" HCSI" border="0" height="80" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiCZ670q9x68NQdIZt7z1hGjR_jxiYJHVRXj_kKmRVfyTElCQ7ktxaoS0CIMa55NzJ0QnTrQyNNyh6iJmKZpAk7Q0ZxHmVACniiscvFPCwwITTDtGxuu14tn_oUsMCtm2JDS9neYvt2ILM/s320/Blog+Header+Logo.jpg" width="320" /></a></div>
</div>
<div style="text-align: justify;">
<i style="background-color: white;"><span style="font-family: "helvetica" , "sans-serif"; mso-fareast-font-family: "Times New Roman";">Note: When developing your IT/EMR DR plans, be sure to review
the global standards ISO/IEC 24762 for disaster recovery and ISO/IEC 27035
(formerly ISO 18044) for incident response activities.</span></i></div>
<div style="background-color: white; color: #666666; line-height: 1.67em; margin-bottom: 1.5em; margin-top: 1.5em;">
<div style="text-align: center;">
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="font-family: "verdana" , sans-serif; font-size: xx-small;">Source(s):<a href="http://www.hcsiinc.com/" target="_blank">http://www.hcsiinc.com</a>, </span><a href="https://www.iso.org/" style="font-size: small;" target="_blank">https://www.iso.org/</a>, <a href="http://searchhealthit.techtarget.com/" style="font-size: small;" target="_blank">http://searchhealthit.techtarget.com</a><span style="font-family: "verdana" , sans-serif; font-size: xx-small;">, </span></span></div>
<div style="text-align: center;">
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><a href="https://www.ready.gov/" style="font-size: small;" target="_blank">https://www.ready.gov</a><span style="font-family: "verdana" , sans-serif; font-size: xx-small;">, </span><a href="http://www.computerweekly.com/" style="font-size: small;" target="_blank">http://www.computerweekly.com</a><span style="font-family: "verdana" , sans-serif; font-size: xx-small;">, </span><a href="https://www.iso.org/" style="font-size: small;" target="_blank">https://www.iso.org/</a><span style="font-family: "verdana" , sans-serif; font-size: xx-small;">, </span><a href="https://en.wikipedia.org/" style="font-size: small;" target="_blank">https://en.wikipedia.org</a></span></div>
</div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com13tag:blogger.com,1999:blog-5735893227479548996.post-53358739208026253542018-06-12T13:39:00.002-06:002018-06-12T13:42:54.826-06:00Keeping Your Valuable Talent From Leaving<h2 style="text-align: center;">
With low unemployment and a growing economy, how do you keep
the talent in your office from leaving your organization and finding greener
pastures elsewhere?</h2>
<div class="MsoNormal">
Employees are an investment, plain and simple! Here are some
of the ways an employee cost an organization money:</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Recruiting the employee</div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Hiring the employee</div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->On-boarding the employee</div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Paid time off (vacation, sick, etc.)</div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Compensation (wage, benefits, bonuses, etc.)</div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Turnover</div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoNormal">
When the country was going through a tough economy, the above
list would be enough to keep most employees. However, things have changed. With
low unemployment, the competition for talented and skilled employees is heating
up! Employers are beginning to feel the pain in the quality and quantity of
productivity as their talented and skilled employees are lured away by another
organization who is offering some enticements are that too hard to pass up.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
What can your organization do to keep from losing your
valuable talent? Here is a list of the four main ways to keep your talent from
leaving:</div>
<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgc8FdPWDMMzX8UUDcFwSkcAYR2mKGGUvZ5QNBH1wbyCbPBPS7zv9703Iv6ZPOvMgeIIkYzGj00Rqo-tC0fUPxgUMKgF__4hE0jOTy-Wwcs75XgTF-bBNLgVyG6Pno7eiEpwCGYoCDSSy6H/s1600/Which+side+does+yourorganization+belog_.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="768" data-original-width="1024" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgc8FdPWDMMzX8UUDcFwSkcAYR2mKGGUvZ5QNBH1wbyCbPBPS7zv9703Iv6ZPOvMgeIIkYzGj00Rqo-tC0fUPxgUMKgF__4hE0jOTy-Wwcs75XgTF-bBNLgVyG6Pno7eiEpwCGYoCDSSy6H/s320/Which+side+does+yourorganization+belog_.jpg" width="320" /></a></div>
<span style="text-indent: -0.25in;"><br /></span></div>
<div class="MsoNormal">
</div>
<ol>
<li>Increase Wage – Employees are not volunteers!
This is important to keep in mind when considering a wage increase for an
employee. This is one of the main ways your competition is able to lure amazing
talent to their organization. Stay ahead of your competition and pay an
employee based on the worth they are to your organization. In addition,
increasing an employee’s wage demonstrates your commitment to them and an
appreciation for the work they do.</li>
<li>Improved Management – This is the number one
reason an employee leaves their current employer. Poor management will de-motivate
an employee and make their work environment terrible to be a part of. Improve
the skill level of your current managers or replace them with leaders who know
how to build and strengthen a working relationship with your employees.</li>
<li>Better Benefits – Investing in a better
healthcare plan, offering a more flexible schedule option, and other such ideas
are ways to entice employees to stay with your organization.</li>
<li>Employee Development – One of the determining
factors for employees to look for employment at another organization is the
lack of professional development at their current job. Good employees want to
learn new skills and develop weaker ones so that they can be more effective in
their job. They also feel that developing their skills gives them an increased
chance at a future promotion. When organizations do not take time to develop
their employees, they are at great risk of losing their hard working<span style="text-indent: -0.25in;"> </span><span style="text-indent: -0.25in;">employees who care about their job and the
organization while only keeping the employees who are mediocre and don’t really
care about much anyway.</span></li>
</ol>
<br />
<div class="MsoNormal" style="margin-left: .25in;">
Hiring a good employee is only the
first step. In order to keep that good employee a part of your organization, it
is important to invest time and resources . . . continuously. Having lesser
talent within your organization will save money, but you will notice a drop in
productivity, morale, and cohesiveness. As this occurs, more and more of your
valuable talent will leave. You will eventually notice a big difference within
your organization . . . and your customers will as well.</div>
<br />
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Delivered by <a href="https://feedburner.google.com/" target="_blank">FeedBurner</a></form>Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-27524220536323523442018-03-21T11:15:00.002-06:002018-03-22T10:20:53.013-06:00Representatives Seek OSHA Standard on Healthcare Workplace Violence<h1 class="headline" style="background-color: white; box-sizing: border-box; font-size: 2.25rem; font-weight: 400; line-height: 1.32; margin: 10px 0px; text-align: center;">
<span style="color: #990000; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Lawmakers Seek OSHA Standard on Workplace Violence Prevention in Healthcare</span></h1>
<div class="separator" style="clear: both; text-align: center;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><a href="https://khanna.house.gov/about" target="_blank">Rep. Ro Khanna</a> (D-CA) and 12 other House Democrats have introduced legislation intended to curb workplace violence in health care facilities.</span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://www.hcsiinc.com/" target="_blank"><span style="background-color: white; color: black;"><img alt=" Healthcare Compliance Solutions. Inc." border="0" data-original-height="300" data-original-width="400" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhYCTy_CPErQylnMDOq4V_KjYvrCEHOwVmHtWWzTVl0AbNG8t54t6yPbzl6U-JS8f2YQHBmMIVMwxBxGQbzdPJ5Qf_p_ASfxLGkFonDZQi0rtxIvnjK03WG7YjadLN1Am4rmhAfH25lUKo/s400/01_violence_logo.jpg" width="400" /></span></a></div>
<div class="separator" style="clear: both; text-align: center;">
</div>
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><a href="https://khanna.house.gov/sites/khanna.house.gov/files/Final%20Bill%20Text.pdf" target="_blank">The Health Care Workplace Violence Prevention Act</a>, introduced March 8, would
mandate that the federal Occupational Safety and Health Administration (OSHA)
develop a national standard on workplace violence prevention that would require
health care facilities to develop and implement facility and unit-specific
<a href="http://hcsiinc.blogspot.com/2015/12/protecting-employees-from-workplace.html" target="_blank">workplace violence prevention plans</a>.</span></div>
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div class="normal" style="margin-bottom: 10.0pt;">
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">According
to the Bureau of Labor Statistics’ <a href="https://www.bls.gov/iif/oshcfoi1.htm" target="_blank">Census of Fatal Occupational Injuries</a>, at
least 58 hospital workers died as a result of workplace violence between 2011
and 2016. In 2016, the Government Accountability Office found that health care
workers were five to 12 times more likely to encounter nonfatal workplace
violence than all other workers.<o:p></o:p></span></div>
</div>
<div class="normal" style="margin-bottom: 10.0pt;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><span style="text-align: justify;">The
legislation follows </span><a href="http://www.safetyandhealthmagazine.com/articles/14874-california-approves-regulations-to-prevent-workplace-violence-in-state-health-care-settings" style="text-align: justify;" target="_blank">regulation enacted in 2014 in California</a><span style="text-align: justify;">, which went into
effect in 2017, directing Cal/OSHA to craft a workplace violence prevention
standard. The law requires all covered health care employers in California to
develop and issue – by April 1 – plans to prevent workplace violence and ensure
the safety of patients and workers.</span></span><br />
<div class="separator" style="clear: both; text-align: center;">
<span style="color: #444444; font-family: "georgia" , "times new roman" , serif; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg9Nr-OOC7R7PNS-Eg_qIwGzRrRYZNAjs7AjGWO_zJn6809JX2FzBhBlvVcxcHP5kVb1ULcv59TTr-UdOni0L7ncuVZmEPFBJFn_26W3Glb2Flz0SQzOjNts9k10fmCO8IkAKmkk2nrRVw/s1600/0-violence.png" imageanchor="1" style="background-color: white; clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" data-original-height="702" data-original-width="994" height="225" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg9Nr-OOC7R7PNS-Eg_qIwGzRrRYZNAjs7AjGWO_zJn6809JX2FzBhBlvVcxcHP5kVb1ULcv59TTr-UdOni0L7ncuVZmEPFBJFn_26W3Glb2Flz0SQzOjNts9k10fmCO8IkAKmkk2nrRVw/s320/0-violence.png" width="320" /></a></span></div>
<span style="background-color: white; color: #444444; font-family: "georgia" , "times new roman" , serif;">
<o:p></o:p></span></div>
<div class="normal" style="margin-bottom: 10.0pt;">
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The
bill introduced by Khanna is similar: Workplaces would create and implement
comprehensive violence prevention plans with input from doctors, nurses and
custodial workers. The bill stresses prevention, training and worker
participation. It defines workplace violence broadly to include not only
physical acts of violence, but threats of violence. It emphasizes staffing as a
crucial ingredient in preventing violence from occurring and responding quickly
when it does.<o:p></o:p></span></div>
</div>
<div class="normal" style="margin-bottom: 10.0pt;">
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">“Health
care workers, doctors and nurses are continuously at risk of workplace violence
incidents – strangling, punching, kicking and other physical attacks – that can
cause severe injury or death,” Khanna said in a March 8 press release. “This is
simply unacceptable. The Health Care Workplace Violence Prevention Act puts a
comprehensive plan in place and is a national solution to this widespread
problem modeled after the success seen in California.” </span></div>
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="background-color: white; clear: left; color: #444444; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="250" data-original-width="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjj1dQhVdm3PXqv8QC8O99yDac01awKwbVxuRXuIynAS4UWEwxN0c6hC6pZdh5qS9BExuz_U5JLayN9GM-iILldxc5V2vrWBVIuFDZxas-KLuOe2czoO_2Gwm606cfHeiScDoASy37JQ-k/s1600/1-violenced.jpg" /></span><span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">See <a href="https://www.dir.ca.gov/Title8/3342.html" target="_blank">the Cal/OSHA regulation</a> for details of the standard and what might be expected in the adoption of a National OSHA regulation.</span></div>
</div>
<div class="normal" style="margin-bottom: 10.0pt;">
<a href="https://www.nationalnursesunited.org/" style="font-family: "helvetica neue", arial, helvetica, sans-serif; text-align: justify;" target="_blank">National Nurses United</a><span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif; text-align: justify;"> (NNU), the nation’s largest union of registered nurses, applauded
the bill.</span><br />
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><o:p></o:p></span></div>
<div class="normal" style="margin-bottom: 10.0pt;">
<div style="text-align: justify;">
<span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">“Right
now, health care facilities are not doing enough to prevent these violent
incidents,” NNU Co-President Deborah Burger said in a press release. “Under the
proposed federal standard, facilities would need to assess and correct for
environmental risk factors, patient specific risk factors, staffing and
security system sufficiency.”<o:p></o:p></span></div>
</div>
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<div style="text-align: justify;">
<span style="color: black; font-family: "times new roman" , "serif"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="background-color: white; color: #444444; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">“There
are a number of <a href="http://hcsiinc.blogspot.com/2015/12/protecting-employees-from-workplace.html" target="_blank">interventions that can reduce violence in healthcare</a>. For
example, affixing furniture and lighting so they can’t be used as weapons,
maintaining clear lines of sight between workers while they are caring for
patients, and providing easy access to panic buttons or phones to call for
help,” Burger explained. “It is imperative that nurses, doctors, and other
health care workers, along with security staff and custodial personnel, are all
involved in the development and implementation of these plans.”</span><span style="color: black; font-family: "times new roman" , serif;"><o:p></o:p></span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;"><span style="color: black;">Sources: </span><a href="https://www.blogger.com/goog_76673818">https://</a><a href="http://www.hcsiinc.com/">www.hcsiinc.com</a>, <a href="https://www.dir.ca.gov/">https://www.dir.ca.gov</a>, , <a href="http://www.safetyandhealthmagazine.com/">http://www.safetyandhealthmagazine.com</a>, <a href="https://www.securitymagazine.com/">https://www.securitymagazine.com</a>, </span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;"><a href="https://www.dir.ca.gov/dosh/workplace-violence-prevention-in-healthcare.html">https://www.dir.ca.gov/dosh/workplace-violence-prevention-in-healthcare.html</a>, <a href="https://oshareview.com/">https://oshareview.com</a></span></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-39793144842433529342018-03-08T09:56:00.000-07:002018-04-25T14:10:30.477-06:00100 in 10 Campaign<h2 style="text-align: center;">
Healthcare Compliance Solutions, Inc. (HCSI)<br />has launched
the “100 in 10” campaign.</h2>
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<b>What is the “100 in 10” Campaign?</b></div>
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The Healthcare Compliance Solutions Inc. “100 in 10” campaign was designed to encourage
healthcare organizations to complete 100% of their new employees’ <a href="http://hcsiinc.blogspot.com/2016/08/compliance-essentials-training.html" target="_blank">compliance training</a>
within their first 10 days.</div>
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<br /></div>
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100% Completion</div>
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<br /></div>
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First 10 Days</div>
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<br /></div>
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<b>Why is it Necessary?</b></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg66d-bZkUYhiuC2lTzb3o0fOtGsoduJg6sP9oMgZ2thEbEcQ1PcmIabZQSQ2R70cfkeYx9i_8W5Mb4TbCzjDAr8YbTdgX1wutUT7x4N0spFCHfpqxv26mg7TuY9S9NZpNwqTndHG6xYNzo/s1600/100.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="800" data-original-width="800" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg66d-bZkUYhiuC2lTzb3o0fOtGsoduJg6sP9oMgZ2thEbEcQ1PcmIabZQSQ2R70cfkeYx9i_8W5Mb4TbCzjDAr8YbTdgX1wutUT7x4N0spFCHfpqxv26mg7TuY9S9NZpNwqTndHG6xYNzo/s320/100.jpg" width="320" /></a></div>
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When a new employee is hired, outside of Medicare (within first 45 days), there is
not a set time period for training the new hires on compliance regulations.
With new hires, healthcare organizations will train their new
employees on the different workings of the organization, the daily tasks the
employee will perform, and other training's that are vital to the new employee’s
ability to perform the job they have been hired to do. However, many organizations will postpone providing compliance training until it is convenient for them do conduct the training.<br />
<br />
During this time, the
employee continues to do his or her job while being ignorant on compliance regulations, office polices, and potential liabilities for the organization. All the while:<br />
<ul>
<li>They have been exposed to various forms of protected health information
(PHI) without being trained on <a href="http://hcsiinc.blogspot.com/2017/01/disclosure-vs-breach.html" target="_blank">HIPAA regulations</a>. </li>
<li>They have been moving around the office without knowledge of the safety protocols due to not being trained on <a href="http://hcsiinc.blogspot.com/2018/02/the-dragons-of-healthcare-workplace.html" target="_blank">OSHA regulations</a>.</li>
<li>They have been interacting with other co-workers before the new employee understands what is
and what is not acceptable behavior within the organization because they have not been properly trained on <a href="http://hcsiinc.blogspot.com/2017/03/your-biggest-liability-is-standing.html" target="_blank">HR Policies/Procedures</a>.</li>
<li>They do billing or other activities involving Medicare without being trained on <a href="http://hcsiinc.blogspot.com/2015/11/medicare-advantage-fraud-temptation.html" target="_blank">Fraud, Waste, and Abuse</a>.</li>
</ul>
All of this
activity by the new employee is a major liability and puts the organization at
unnecessary risk.</div>
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<b>Recommendation</b></div>
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With more than 30 years of experience, it is the professional
recommendation of HCSI that <a href="http://hcsiinc.blogspot.com/2017/04/when-doctors-resist-compliance-training.html" target="_blank">all new employees </a>complete 100% of the compliance
training within their first 10 days.</div>
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<i><b><br /></b></i></div>
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<i>100% in 10 days is a goal that all healthcare professionals
can achieve.</i><br />
<i><br /></i></div>
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Make sure all of your new employees are <b>100 in 10</b>!</div>
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Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-15121082578551606082018-02-15T15:48:00.000-07:002018-02-27T10:14:59.633-07:00The Dragons of Healthcare Workplace Safety: HCS, SDS and GHS<div class="separator" style="clear: both; text-align: center;">
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<span style="color: #274e13; font-family: verdana, sans-serif;"><b>Understanding The Hazardous Communication Standard, Safety Data Sheets (SDS), The Globally Harmonized System of Classification and Labeling of Chemicals (GHS) and how to properly implement them to insure workplace safety and comply with OSHA.</b></span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><a href="https://www.hcsiinc.com/medical/site/osha.html" target="_blank"><img alt=" HCSI OSHA Training" border="0" data-original-height="500" data-original-width="500" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZfGIdj6F2iNy2xCbPKOFuf0yLeLEHfLyW9x3yofEJxNYdixpMgdOSXpvSGAcuO-CDXeDMaxYPvtZPWtqvdUlm7y1c0EMNKMS9B-IY_Qs79UsDXZhYcdfjxqDT0dGAaNA7xsJJ-LUwGnE/s400/Dragons_1.jpg" width="400" /></a></span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">We at <a href="http://www.hcsiinc.com/" target="_blank">HCSI</a> train healthcare professionals and their staff members on the Federal OSHA requirements for medical providers. Even though our training covers all required areas such and The Hazard Communication Standard, Safety Data Sheets, GHS labeling rules, etc., we occasionally get a frantic call from a confused practice manager or compliance officer after a friendly visit by an OSHA inspector. Even though they <u>were trained</u> on these subjects, they invariably did not take the time to implement the training and translate it into the preparation of their site specific required safety and regulatory documentation. Once again, the classic saying, perhaps older then the dragons of ancient lore, rears it's ugly head... <b><i>"If it wasn't documented, it never happened."</i></b></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgD-8AqUB-fKy1buT7a8ZaBSRoSEwNbMdQwQv8N5mPtA4vVevu7_mAokQHeArizVDb1OP69AciSrLItBH0hVDE8U92W65k5OX3udjGd4A54x9kNKCKsnWC8BZ9PxKSTR2xQuMczMIUNVsk/s1600/Write-it-all-down.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="133" data-original-width="656" height="64" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgD-8AqUB-fKy1buT7a8ZaBSRoSEwNbMdQwQv8N5mPtA4vVevu7_mAokQHeArizVDb1OP69AciSrLItBH0hVDE8U92W65k5OX3udjGd4A54x9kNKCKsnWC8BZ9PxKSTR2xQuMczMIUNVsk/s320/Write-it-all-down.png" width="320" /></a></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">All hazardous chemicals found in the
workplace/practice must be identified and a <b>Master List </b>must
be compiled containing the names of products, their manufacturers and their
chemical components. This Master List can be compiled from information gained from a list of OSHA regulated substances such as the <span style="background-color: white;"><span style="font-family: inherit;"><a href="https://www.cdc.gov/niosh/npg/" target="_blank">NIOSH Pocket Guide to Chemical Hazards</a></span></span>.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="font-family: inherit;">Safety Data Sheets (SDS) [previously called Material Safety Data
Sheets (MSDS) which are now obsolete and </span>superseded<span style="font-family: inherit;"> by the GHS Global Harmonized Standard
implemented in 2013 replacing MSDSs with SDSs] are forms generally provided by
chemical manufacturers that convey hazard-related information on chemicals and hazardous substances you use in your workplace. It is important that employees know how to interpret
the information found on each SDS, which describes the chemical composition,
health and physical hazards and safe handling and emergency procedures for all
products containing hazardous substances. </span></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNthAKoh99XiH66Fad7g5x2b28Xw6EUsK2FtkvrZTARRI7HEm-4pbCXtVIhqnhzA2ai-62BnrLG6jw9fWlXgOsUglFsXH6MCAZQu8g0HX8kB4apMNIictGTEhMS3fst1Nvb4eY54fdNTY/s1600/SDS_Inside.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="410" data-original-width="800" height="164" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNthAKoh99XiH66Fad7g5x2b28Xw6EUsK2FtkvrZTARRI7HEm-4pbCXtVIhqnhzA2ai-62BnrLG6jw9fWlXgOsUglFsXH6MCAZQu8g0HX8kB4apMNIictGTEhMS3fst1Nvb4eY54fdNTY/s320/SDS_Inside.png" width="320" /></a><span style="font-family: "trebuchet ms" , sans-serif;"><span style="background: white;">In the </span>U.S.<span style="background: white;">, the </span><a href="https://en.wikipedia.org/wiki/Occupational_Safety_and_Health_Administration" title="Occupational Safety and Health Administration"><span style="color: #0b0080;">Occupational
Safety and Health Administration</span></a><span style="background: white;"> (OSHA) requires that SDSs be readily available to all
employees for potentially harmful substances handled in the workplace under the
Hazard Communication regulation. The SDSs are also required to be made available
to local fire departments and local and state emergency planning officials
under Section 311 of the </span><a href="https://en.wikipedia.org/wiki/Emergency_Planning_and_Community_Right-to-Know_Act" title="Emergency Planning and Community Right-to-Know Act"><span style="color: #0b0080;">Emergency Planning and Community Right-to-Know Act</span></a><span style="background: white;">. The </span><a href="https://en.wikipedia.org/wiki/American_Chemical_Society" title="American Chemical Society"><span style="color: #0b0080;">American Chemical
Society</span></a><span style="background: white;"> defines
Chemical Abstracts Service Registry Numbers (</span><a href="https://en.wikipedia.org/wiki/CAS_number" title="CAS number"><span style="color: #0b0080;">CAS numbers</span></a><span style="background: white;">) which provide a unique number for each chemical and are
also used internationally in SDSs.</span></span><br />
<span style="background: white; font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="background: white; font-family: "trebuchet ms" , sans-serif;">In 2012, the US adopted the
16 section Safety Data Sheet to replace Material Safety Data Sheets. This
became effective on December 1, 2013. These new Safety Data Sheets comply with
the </span><a href="https://en.wikipedia.org/wiki/Globally_Harmonized_System_of_Classification_and_Labelling_of_Chemicals" style="font-family: "trebuchet ms", sans-serif;" title="Globally Harmonized System of Classification and Labelling of Chemicals"><span style="color: #0b0080;">Globally Harmonized System of Classification and Labeling
of Chemicals</span></a><span style="background: white; font-family: "trebuchet ms" , sans-serif;"> (GHS).
By June 1, 2015, employers were required to have their workplace labeling and
hazard communication programs updated as necessary – including all MSDSs
replaced with SDS-formatted documents.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span></div>
</div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="background: white;">Many companies offer the
service of collecting, or writing and revising, data sheets to ensure they are
up to date and available for their subscribers or users. Some jurisdictions
impose an explicit </span><a href="https://en.wikipedia.org/wiki/Duty_of_care" title="Duty of care">duty of care</a> <span style="background: white;">that each SDS be regularly updated, usually every three to five
years. However,
when new information becomes available, the SDS must be revised without delay.</span><o:p></o:p></span></div>
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<div style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;"><b>Hazard Communication Standard</b></span></div>
<div style="text-align: justify;">
<br /></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiacVa1NO0B7uIISw3PvLmU4b8SRB36qE9iXyqyH0nlBJ9oZNG5Zl7PjbNws6DXxzNIoTAt6xJlwnTJidkt7_H7GHS-ADv-qgCCgXDwI2jyHWi1CGkRacNe5GcmzRS9Nbx6rHj8l7LVssg/s1600/ghs_logo.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="420" data-original-width="626" height="214" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiacVa1NO0B7uIISw3PvLmU4b8SRB36qE9iXyqyH0nlBJ9oZNG5Zl7PjbNws6DXxzNIoTAt6xJlwnTJidkt7_H7GHS-ADv-qgCCgXDwI2jyHWi1CGkRacNe5GcmzRS9Nbx6rHj8l7LVssg/s320/ghs_logo.jpg" width="320" /></a><span style="font-family: "trebuchet ms" , sans-serif;">The Hazard Communication Standard (HCS) is now aligned with
the Globally Harmonized System of Classification and Labeling of Chemicals
(GHS). This update to the Hazard Communication Standard (HCS) provides a
common and coherent approach to classifying chemicals and communicating hazard
information on labels and safety data sheets. This update will also help reduce
trade barriers and result in productivity improvements for American businesses
that regularly handle, store, and use hazardous chemicals while providing cost
savings for American businesses that periodically update safety data sheets and
labels for chemicals covered under the hazard communication standard.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">In order to ensure chemical safety in the workplace, information about the identities and hazards of the chemicals must be available and </span><u style="font-family: "trebuchet ms", sans-serif;">understandable</u><span style="font-family: "trebuchet ms" , sans-serif;">/</span><u style="font-family: "trebuchet ms", sans-serif;">(</u><span style="font-family: "trebuchet ms" , sans-serif;">i.e. training provided</span><u style="font-family: "trebuchet ms", sans-serif;">)</u><span style="font-family: "trebuchet ms" , sans-serif;"> to workers. OSHA's Hazard Communication Standard (HCS) requires the development and dissemination of such information:</span></div>
</div>
<span style="font-family: "trebuchet ms" , sans-serif;">
</span>
<br />
<ul>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">Chemical manufacturers and importers are required to evaluate the hazards of the chemicals they produce or import, and prepare labels and safety data sheets to convey the hazard information to their downstream customers;</span></li>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">All employers with hazardous chemicals in their workplaces must have labels and safety data sheets for their exposed workers, and train them to handle the chemicals appropriately. </span></li>
</ul>
<div style="text-align: justify;">
<b><span style="font-family: "trebuchet ms" , sans-serif;">Major changes to the Hazard Communication Standard </span></b></div>
<ul>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">Hazard classification: Provides specific criteria for classification of health and physical hazards, as well as classification of mixtures.</span></li>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">Labels: Chemical manufacturers and importers will be required to provide a label that includes a harmonized signal word, pictogram, and hazard statement for each hazard class and category. Precautionary statements must also be provided.</span></li>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">Safety Data Sheets: Will now have a specified 16-section format.</span></li>
<li style="text-align: justify;"><span style="font-family: "trebuchet ms" , sans-serif;">Information and training: Employers are required to train workers on the new labels elements and safety data sheets format to facilitate recognition and understanding.</span></li>
</ul>
<div style="text-align: center;">
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<b><span style="font-family: "trebuchet ms" , sans-serif;">GHS Pictograms</span></b></div>
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<span style="background-color: white; font-family: "trebuchet ms" , sans-serif;">As of June 1, 2015, the HCS requires that new SDSs to be in a uniform format, and include the section numbers, the headings, and associated information under the headings below:</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><span style="background-color: white;"><br /></span>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 1, Identification</strong> includes product identifier; manufacturer or distributor name, address, phone number; emergency phone number; recommended use; restrictions on use.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 2, Hazard(s) identification</strong> includes all hazards regarding the chemical; required label elements.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 3, Composition/information on ingredients</strong> includes information on chemical ingredients; trade secret claims.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 4, First-aid measures</strong> includes important symptoms/effects, acute, delayed; required treatment.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 5, Fire-fighting measures</strong> lists suitable extinguishing techniques, equipment; chemical hazards from fire.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 6, Accidental release measures</strong> lists emergency procedures; protective equipment; proper methods of containment and cleanup.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 7, Handling and storage</strong> lists precautions for safe handling and storage, including incompatibilities.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 8, Exposure controls/personal protection</strong> lists OSHA’s Permissible Exposure Limits (PELs); ACGIH Threshold Limit Values (TLVs); and any other exposure limit used or recommended by the chemical manufacturer, importer, or employer preparing the SDS where available as well as appropriate engineering controls; personal protective equipment (PPE).</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 9, Physical and chemical properties</strong> lists the chemical's characteristics.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 10, Stability and reactivity</strong> lists chemical stability and possibility of hazardous reactions.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 11, Toxicological information</strong> includes routes of exposure; related symptoms, acute and chronic effects; numerical measures of toxicity.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">Section 12, Ecological information*</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">Section 13, Disposal considerations*</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">Section 14, Transport information*</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">Section 15, Regulatory information*</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;"><strong>Section 16, Other information,</strong> includes the date of preparation or last revision.</span></div>
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<span style="font-family: "trebuchet ms" , sans-serif;">*Note: Since other Agencies regulate this information, OSHA will not be enforcing Sections 12 through 15 (29 CFR 1910.1200(g)(2)).</span></div>
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<div style="text-align: justify;">
<span style="font-family: "trebuchet ms" , sans-serif;">Employers, please remember to periodically review and update your hazardous substance/chemicals Master List and ensure your SDSs reflect those changes and are readily accessible, readable and also <u>understandable</u> to your employees as well as any fire department personnel, inspectors and/or government officials. Annual OSHA training is also required to ensure your staff is educated, aware and updated on these and other vital workplace safety issues.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">Protecting your employees, patients and your office's regulatory reputation is an ongoing process requiring diligence and oversight. You can not simply take an apprentice course in the basics of fending off dragons in the hopes of never encountering one of the dreaded beasts. The knighthood of compliance (OSHA or otherwise) requires the quest of discovering your office's site specific situations, knowing your procedures along with the discipline of documentation and the situational awareness to defend against the dragons of workplace safety and regulatory compliance. </span></div>
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<span style="font-size: xx-small;"><span style="font-family: "trebuchet ms" , sans-serif;">Source(s): <a href="https://www.hcsiinc.com/">https://www.hcsiinc.com</a>, </span><span style="color: #0000ee; font-family: "roboto" , "arial" , sans-serif;"><span style="white-space: nowrap;"><u>https://www.cdc.gov/niosh/npg/</u></span></span><span style="font-family: "roboto" , "arial" , sans-serif;"><span style="white-space: nowrap;">, </span></span><span style="font-family: "roboto" , "arial" , sans-serif; white-space: nowrap;"><a href="https://www.osha.gov/dsg/hazcom">https://www.osha.gov/dsg/hazcom</a>, <a href="https://en.wikipedia.org/">https://en.wikipedia.org/</a></span></span></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-34018386682940116972018-02-08T12:45:00.000-07:002018-02-08T12:48:19.266-07:00Protecting Doctors from Themselves<h2 style="text-align: center;">
While practicing medicine, doctors must<br />protect their own integrity and reputation</h2>
<br />
It is a story that we were all shocked to hear about. USA Gymnastics Medical Professional and his inappropriate conduct with his patients and others. It is situations like this that make patients either grateful for or suspicious of the doctor they have.<br />
<br />
<b>Reality Time</b><br />
<br />
When something so dramatic and public as the USA Gymnastics situation happens, it has numerous effects:<br />
<ol>
<li>Patients who are victims of such horrific acts may develop the courage to speak out and tell their story.</li>
<li>Some people will begin looking for this type of situation in their life and find it, even if it does not exist.</li>
<li>There are people who are looking for the social media spotlight and begin making accusations in order to gain attention.</li>
</ol>
<div>
<b>What Can a Doctor Do?</b><br />
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<b><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLFsqaCUGKWN03WFD9cbhzELhlZYlZ0Dj1pTRsuU0K6Qof1Yrj5pu69hV5zx4eHZc8CIrjyheJyCY1FPzxgpbnkudTX3MQbSsF4DeNhJhue0qmvggRFtoZphwhVPtEvDc29zUmKI-4MdG_/s1600/Transparancy.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="768" data-original-width="1024" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLFsqaCUGKWN03WFD9cbhzELhlZYlZ0Dj1pTRsuU0K6Qof1Yrj5pu69hV5zx4eHZc8CIrjyheJyCY1FPzxgpbnkudTX3MQbSsF4DeNhJhue0qmvggRFtoZphwhVPtEvDc29zUmKI-4MdG_/s320/Transparancy.jpg" width="320" /></a></b></div>
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<b><br /></b></div>
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It is vital that a doctor take appropriate steps to protect him or herself from a possibly career ending situation:</div>
<div>
<ul>
<li>Continually communicate with the patient throughout their visit. They should know what the doctor is doing and why.</li>
<li>Have written policies and procedures in place that focus on harassment and inappropriate conduct within the office. These policies should also include appropriate interactions with patients. This training should include ALL staff members including <u>doctors</u> and be done annually as well being thoroughly documented.</li>
<li>Create a culture within the healthcare office of acting professionally and being current with all compliance laws.</li>
<li>Communicate with patients that if at anytime they do not feel comfortable with the doctor or other staff members, that they are welcome to have an additional person of the same gender in the room during their visit.</li>
<li>If the doctor does not feel comfortable being alone with the patient, then he or she should request and additional person (e.g. nurse or physician assistant) be present during the visit.</li>
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<b>Possible Consequences</b></div>
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<br /></div>
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If a doctor is accused of some inappropriate behavior with a patient, then that doctor's reputation could be irrevocably damaged. It does not matter if the accusation has any truth to it, people will remember and the damage is done. It is best for the doctor to protect him or herself and avoid even the slightest hint of inappropriate behavior.</div>
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This type of situation cannot be taken lightly. Many doctors push away training, especially HR training, as inconvenient and a time waster. They do not understand that HR and other training's are in place for their protection. Documented HR and conduct training would play a key role in protecting a doctor and the reputation of the practice.</div>
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It is completely understandable that doctors want to focus only on practicing medicine, but they do not need to put themselves and their career at risk when doing so.</div>
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Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-23283284425784653202018-01-04T11:58:00.001-07:002018-01-04T12:13:03.029-07:00Do You Know About TRACIE Sponsored by HHS?<div align="center">
<table border="0" cellpadding="0" cellspacing="0" class="MsoNormalTable" style="background: white; mso-cellspacing: 0in; mso-padding-alt: 0in 0in 0in 0in; mso-yfti-tbllook: 1184; width: 100%px;">
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<b><span style="font-size: 20pt;"><span style="font-family: "trebuchet ms" , sans-serif;">Do
You Know About <a alt="https://asprtracie.hhs.gov/" href="http://r20.rs6.net/tn.jsp?f=001O6zpI8AWYTnCT_D0M2nxeF767J4UJhQvEE--qLYGlPt0mReOzJQOSihqBx79Zqfta9KERLvCdzxxEtea1-zoG5IKn2B3QkFmvehYggIXcwPzEouGLfLxT_eAQqKicdP6qUAEdAhqoWvwVrBl9VGw2FkircxDN7Bx0nwBqWtGat_gI3NTf90Fkw==&c=f1YphiIiD8fae8q78KN8GWybnyvo3K3BeOFa7bJsVPpjN2y4KpCBig==&ch=uheYJx8Jm9yWSvSiSE7BOJzDuHygqEQdN8sX9-lsBerHbmo7pXBidw==" shape="rect" style="background-color: white;" target="_blank"><span style="color: blue;">TRACIE</span></a>?<o:p></o:p></span></span></b></div>
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<table border="0" cellpadding="0" cellspacing="0" class="MsoNormalTable" id="content_LETTER.BLOCK3" style="background: white; mso-cellspacing: 0in; mso-padding-alt: 0in 0in 0in 0in; mso-yfti-tbllook: 1184; width: 100%px;">
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<a href="https://asprtracie.hhs.gov/" target="_blank"><img alt=" HHS -TRACIE website" border="0" data-original-height="164" data-original-width="480" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxD4RKPa-2RxyKR7vmUtASoHiQ3kKqRAH4MFS5MUcOmNgjl3MEwVVBPOAEYcpzc4J2Qd9MMFVtBl9ApFKiGqqFbj_Ly8yh1RRS0d_dZGL7L-lPSMVtUnp8a3LPtFDlC5rrTL-ENcjVbv4/s1600/TRACIE-480x164.jpg" /></a></div>
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<span style="font-size: 11pt;"><span style="font-family: "trebuchet ms" , sans-serif;"> <o:p></o:p></span></span></div>
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<b><span style="font-family: Verdana, sans-serif;">The U.S. Department of Health and Human Services (HHS) offers a
comprehensive national knowledge center about emergency preparedness for health
care, public health, and disaster clinical practitioners.</span></b><span style="font-family: "verdana" , sans-serif;"></span><br />
<div class="MsoNormal">
<span style="font-size: 14pt;"><br /></span></div>
<span style="font-family: "verdana" , sans-serif;">The HHS Office of the Assistant Secretary for Preparedness and
Response (<a href="https://www.phe.gov/about/aspr/pages/default.aspx" target="_blank"><span style="color: blue;">ASPR</span></a>) sponsors the ASPR Technical Resources,
Assistance Center, and Information Exchange (TRACIE).
The development and functionality of ASPR TRACIE are
collaborative, involving multiple HHS Operating Divisions and
other federal government departments/agencies; local, state,
and regional government agencies; national associations;
nonprofit organizations; and private sector partners. <o:p></o:p></span></div>
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<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">ASPR TRACIE is a healthcare emergency preparedness government
information gateway that ensures that all stakeholders-at the federal, state,
local, tribal, and territorial government levels; in nongovernmental
organizations; and in the private sector-have access to information and
resources to improve preparedness, response, recovery, and mitigation
efforts. Each domain (TR, AC, and IE) provides users with unique support.<o:p></o:p></span></div>
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<span style="font-family: "verdana" , sans-serif;"><br /></span></div>
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<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">ASPR TRACIE fills gaps in healthcare system preparedness
capabilities by providing timely, innovative ways to share
information and promising practices during planning efforts.
In the dynamic environment of a disaster, ASPR TRACIE will
leverage resources to better integrate support and will serve
as a force multiplier by improving information sharing and
minimizing duplication of effort.</span></div>
</div>
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<span style="font-family: "verdana" , sans-serif;"><b><i>For More Information:</i></b><o:p></o:p></span></div>
</div>
<ul type="disc">
<li class="MsoNormal" style="text-align: left;"><span style="font-family: "verdana" , sans-serif;"><a alt="https://asprtracie.s3.amazonaws.com/documents/aspr-tracie-fact-sheet.pdf" href="https://asprtracie.s3.amazonaws.com/documents/aspr-tracie-fact-sheet.pdf" shape="rect" target="_blank"><span style="color: blue;">Click Here</span></a> for the Healthcare Emergency Preparedness Information Gateway Fact Sheet<o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal" style="text-align: left;"><span style="font-family: "verdana" , sans-serif;"><a alt="https://asprtracie.hhs.gov/" href="https://asprtracie.hhs.gov/" shape="rect" target="_blank"><span style="color: blue;">Click Here</span></a> to go to the ASPR TRACIE website</span><span style="font-size: 14pt;"><o:p></o:p></span></li>
</ul>
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<h2 style="text-align: center;">
Individual behaviors do not present as much of a risk factor for harassment as does the organizations' culture</h2>
<i>Sarah was surprised when Mike came into her office to file a harassment complaint. Everyone within the organization had just completed Harassment Training the previous week, but yet here is Mike sitting in Sarah's office. Mike is complaining that he is being bullied in the office by multiple staff members. Sarah is very aware that this is covered within the organizations Harassment Training, so why was it happening? This situation has the potential of getting messy and dragging on for quite sometime.</i><br />
<br />
<div style="text-align: center;">
<b>Harassment is a decision made by an individual when his or her </b></div>
<div style="text-align: center;">
<b>work environment allows for it</b>.</div>
<br />
Yes, the above statement is a hard fact to face. When an individual decides to take action in an inappropriate manner, that decision was made using various factors:<br />
<ul>
<li>What is the character of the individual in question?</li>
<li>Does he or she have a history of inappropriate actions or words, but not held accountable for those actions or words?</li>
<li>Did the individuals' supervisor report any suspicious activity, words, or mannerisms?</li>
<li>Is there motivation behind the individuals actions or words?</li>
</ul>
<div>
All of the above questions do not necessarily point to the individual, but rather the organization and the culture that lives within that organization. Harassment thrives in organizations that lack respect, a healthy culture, and accountability.</div>
<div>
<br /></div>
<div>
Victoria Lipnic of the Equal Employment Opportunity Commission (EEOC) stated the following:</div>
<div>
"Too much of the effort and training to prevent workplace harassment over the last 30 years has been ineffective an focused on simply avoiding legal liability. In simplest terms, training must change. That does not mean we are suggesting that training be thrown out - far from it - but training needs to be part of a holistic, committed effort to combat harassment, focused on the specific culture and needs of a particular workplace. Above all, employees must have faith in the system." (<a href="https://www.eeoc.gov/eeoc/newsroom/release/6-20-16.cfm" target="_blank">1</a>)</div>
<div>
<div class="separator" style="clear: both; text-align: center;">
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<div>
Simply having a reactive system in place that responds to harassment claims is not enough. Out of fear of retribution, employees may not report the harassment when it occurs. It is becoming vital for organizations to lessen the opportunity for harassment from happening so significantly, that it is nearly non-existent within the organization. This type of harassment free environment is created from the culture that exist within the organization. Here are some suggestions to help create a harassment free culture:</div>
<div>
<ul>
<li>Hire not just for skills and knowledge. The character of the individual must be a top priority when considering who to bring into the organization.</li>
<li>When an individual does act inappropriately, they must be held accountable. A slap on the wrist or a simple "tongue lashing" will not deter the individual or others from inappropriate actions in the future.</li>
<li>Effective supervisor training is a critical component. Supervisors must receive proper training that enables them to identify strange behaviors, words spoken, or mannerisms. When something odd occurs, it should be documented and monitored.</li>
<li>Create an environment of positive thinking, mutual respect, and support for fellow co-workers.</li>
<li>Ensure that your harassment policies are equal for everyone within your organization. One classification of worker should not have an advantage over another or receive special treatment.</li>
<li>Be sure everyone within the organization (at all levels) receives harassment training and this training is acknowledged through documentation. As part of your harassment training, ensure that all members of the organization understand what is considered harassment.</li>
<li>False harassment accusations should not be tolerated. A growing number of employees have been falsely accusing their co-worker of harassment in order to gain a competitive advantage over that co-worker.</li>
</ul>
<div>
Creating a "harassment free" culture within your organization will never completely eliminate harassment from occurring. However, it will greatly reduce the opportunity for it to occur.</div>
</div>
<div>
<br /></div>
<div>
Don't put your organization at risk by having a <i>reactive</i> approach to harassment. Take measures to be more <i>proactive</i> in your approach. Your employees will be grateful for the safer work environment that will be created and it will reduce the liability risk to the organization.</div>
<div>
<br /></div>
<div>
Individuals will be who they are. Try to ensure that you have the best people within your organization who, through their character, actions, and words are representatives of an organizational culture that you can be proud of!</div>
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Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-46339555466674521772017-10-31T10:05:00.001-06:002017-10-31T10:10:18.971-06:00Importance of Written Time Off Policies<h2 style="text-align: center;">
Managing time off requests effectively <br />will help reduce your liability</h2>
<div>
There are certain times of the year, summer and holidays, when a significant number of employees request time off from work. While it would be nice to accommodate all of the time off requests, work still needs to get done. In addition to reduced productivity, there is another factor with time off requests that increases liability, reduces morale, and sours the great culture that has been building within the organization. All of these are the result of unfair time off practices.</div>
<div>
<br /></div>
<div>
Reduce Liability</div>
<div>
All of your time off requests should be done by following a written policy and procedure. Time off policies should be the same for the same type of employee (part-time or full-time). Be sure that the written time off policies are in no way discriminatory of gender, race, religion, or other factor.</div>
<div class="separator" style="clear: both; text-align: center;">
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<div>
<br /></div>
<div>
Keep Morale High</div>
<div>
If the written policies and procedures are not deviated from and are followed, then there should be no appearance of favoritism. It is the appearance or perception of favoritism that has a destructive influence on the morale of other employees.</div>
<div>
<br /></div>
<div>
Culture is Still Great</div>
<div>
Any type of special allowances of time off could have a souring effect on the culture of an organization. Remember, everyone would like to have a special day off and get paid for it. If it is not written in the policies and procedures, don't do it. If someone really needs to have a day off and it is outside of the written policies, then the day off can be granted to the employee, but it would not be an unpaid day off. This would not have the same souring effect on the culture as a paid day off would have.</div>
<div>
<br /></div>
<div>
Reduce liability, keep the morale high, and maintain a great culture by having fair and written time off policies and procedures that are strictly followed.</div>
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Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-85290177268021900912017-10-18T13:38:00.000-06:002017-10-24T13:30:39.456-06:00OSHA's New Fact Sheet on Preventing Zika Virus Exposure in Healthcare Workers<div style="background-color: white; box-sizing: border-box; line-height: 25px; margin-bottom: 10px; text-align: center;">
<span style="font-family: "verdana" , sans-serif;"><b>OSHA has released a new fact sheet on preventing Zika virus exposure in biomedical laboratory and other healthcare workers.</b></span></div>
<div style="background-color: white; box-sizing: border-box; line-height: 25px; margin-bottom: 10px;">
<div class="separator" style="clear: both; color: #333333; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxhk253EWhr0UUL377aw-Rs8ZU328NwcHlJmfj75Hxg3ncM1HjHxDr-r3jHwXg00q4z4KCuoK2pxtIfzxjTLby1cey8O6280k_urvUeBTaAB5YAbDliV8ZZFA6GlQZUW17V_e24RXJXpw/s1600/virus-zika-preg.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="330" data-original-width="680" height="155" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxhk253EWhr0UUL377aw-Rs8ZU328NwcHlJmfj75Hxg3ncM1HjHxDr-r3jHwXg00q4z4KCuoK2pxtIfzxjTLby1cey8O6280k_urvUeBTaAB5YAbDliV8ZZFA6GlQZUW17V_e24RXJXpw/s320/virus-zika-preg.jpg" width="320" /></a></div>
<div style="text-align: justify;">
<span style="background-color: transparent; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The</span><span style="background-color: transparent; color: #333333;"> </span><span style="background-color: transparent; font-family: "verdana" , sans-serif;"><a href="https://www.cdc.gov/zika/" style="color: #333333;" target="_blank"><span style="color: blue;">Zika virus</span></a> was found in the Americas and the Caribbean in 2015. Symptoms include fever, rash and joint pain. The virus, which can spread from a pregnant woman to her fetus, has been linked to a serious birth defect of the brain known as<span style="color: #333333;"> </span><a href="http://www.cdc.gov/ncbddd/birthdefects/microcephaly.html" style="border-bottom: 1px solid rgb(233, 233, 233); box-sizing: border-box; color: #333333; outline: none; transition: 0.1s ease-in-out;"><span style="color: blue;">microcephaly</span></a><span style="color: #333333;">.</span></span></div>
</div>
<h2 style="background-color: white; line-height: 32px; margin: 10px 0px; text-rendering: optimizeLegibility;">
<div style="font-weight: 400; line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif; font-size: small;">Zika virus is primarily spread through the bites of infected mosquitoes. There is no vaccine to prevent Zika virus infection, and there is no specific treatment for people who become infected. Although Zika virus is primarily spread by infected mosquitoes, exposure to an infected person’s blood or other body fluids may also result in transmission. </span></div>
</div>
<div style="line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif; font-size: small; font-weight: 400;">Outdoor workers may be at the greatest risk of exposure to Zika virus. Some workers, including those working with insecticides in areas of active Zika transmission to control mosquitoes and </span><u><span style="font-family: "verdana" , sans-serif; font-size: small;">healthcare</span><span style="font-family: "verdana" , sans-serif; font-size: small;"> </span><span style="font-family: "verdana" , sans-serif; font-size: small;">workers</span></u><span style="font-family: "verdana" , sans-serif; font-size: small; font-weight: 400;"> who may be exposed to contaminated blood or other potentially infectious materials (OPIM) from people infected with Zika virus, may require additional protection. </span></div>
</div>
<div style="line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif; font-size: small;"><span style="font-weight: 400;">Although, to date, there are no </span><span style="font-weight: normal;">absolutely</span><span style="font-weight: 400;"> confirmed reports of transmission of Zika virus from infected patients to health care personnel or other patients in the United Sates; minimizing exposure to body fluids is important to reduce the possibility of such transmission. The CDC has previously recommended <a href="https://www.cdc.gov/infectioncontrol/basics/standard-precautions.html" target="_blank"><span style="color: blue;">Standard Precautions</span></a> in all health care settings to protect both health care personnel and patients from infection with Zika virus as well as from blood-borne pathogens (e.g., human immunodeficiency virus [HIV] and hepatitis C virus [HCV]).</span></span></div>
</div>
</h2>
<div style="background-color: white; line-height: 25px; margin-bottom: 10px;">
<span style="font-family: "verdana" , sans-serif;"></span><br />
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">The <a href="https://www.osha.gov/Publications/OSHA3917.pdf" target="_blank"><span style="color: blue;">New OSHA<span style="color: #333333;"> </span><span style="border-bottom: 1px solid rgb(233, 233, 233); box-sizing: border-box; outline: none; transition: 0.1s ease-in-out;">fact sheet on the Zika virus</span></span></a><span style="color: #333333;"> </span>details how laboratory exposures occur, often through bodily fluids, and how to prevent exposures. Labs should undergo risk assessments, OSHA advises, with the fact sheet detailing the standards, recommendations and biosafety practices to follow.</span></div>
</div>
<div style="background-color: white; box-sizing: border-box; line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixDvsYdBtdUJ9zS6ur5BvgUokhYY-LeQl7ehWl1FrHXQ6dfCO5QZcwk6dILQNEgoLaOylLb248SroKJXls1nFwc6duEck2_mk6siUaCDWR3mKU2yLTGGgSaeSRWge3Dl4RTrav4bjfj-w/s1600/zika-blood.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" data-original-height="422" data-original-width="759" height="177" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixDvsYdBtdUJ9zS6ur5BvgUokhYY-LeQl7ehWl1FrHXQ6dfCO5QZcwk6dILQNEgoLaOylLb248SroKJXls1nFwc6duEck2_mk6siUaCDWR3mKU2yLTGGgSaeSRWge3Dl4RTrav4bjfj-w/s320/zika-blood.jpg" width="320" /></a><span style="font-family: "verdana" , sans-serif;">OSHA also looks at worker training required under its (BBP)</span><span style="color: #333333; font-family: "verdana" , sans-serif;"> </span><span style="border-bottom: 1px solid rgb(233 , 233 , 233); box-sizing: border-box; color: blue; font-family: "verdana" , sans-serif; outline: none; transition: 0.1s ease-in-out;"><a href="https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_id=10051&p_table=STANDARDS" style="border-bottom: 1px solid rgb(233, 233, 233); box-sizing: border-box; outline: none; text-decoration-line: none; transition: color 0.1s ease-in-out;"><span style="color: blue;">Bloodborne Pathogens Standard</span></a> </span><span style="color: #333333; font-family: "verdana" , sans-serif;">(</span><span style="font-family: "verdana" , sans-serif;">1910.1030), and what employers should do in the case of an exposure or if a worker shows signs/symptoms of the virus.</span></div>
</div>
<div style="background-color: white; line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<div style="text-align: left;">
<span style="font-weight: 700;"><em style="padding-right: 2px;"><span style="font-family: "verdana" , sans-serif;">Guidance to Healthcare and Laboratory Workers</span></em></span></div>
</div>
</div>
<ul style="margin: 0px 0px 10px 25px; padding: 0px;">
<li style="background-color: white; line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Employers and workers in healthcare settings and laboratories should follow standard infection control and biosafety practices (including <a href="https://www.osha.gov/SLTC/etools/hospital/hazards/univprec/univ.html" target="_blank"><span style="color: blue;">universal precautions</span></a>) as appropriate, to prevent or minimize the risk of Zika virus transmission.</span></li>
<li style="background-color: white; line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Standard precautions include, but are not limited to, hand hygiene and the use of (PPE) <a href="https://www.cdc.gov/hai/prevent/ppe.html" target="_blank"><span style="color: blue;">Personal Protective Equipment</span></a> to avoid direct contact with blood and other potentially infectious materials, including laboratory specimens/samples. PPE may include gloves, gowns, masks, and eye protection.</span></li>
<li style="background-color: white; line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Hand hygiene consists of washing with soap and water or using alcohol-based hand rubs containing at least 60 percent alcohol. Soap and water are best for hands that are visibly soiled. Perform hand hygiene before and after any contact with a patient, after any contact with potentially infectious material, and before putting on and upon removing PPE, including gloves.</span></li>
<li style="background-color: white; line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Laboratories should ensure that their facilities and practices meet the appropriate (BSL) <a href="https://www.cdc.gov/training/quicklearns/biosafety/" target="_blank"><span style="color: blue;">Biosafety Level</span></a> for the type of work being conducted (including the specific biologic agents – in this case, Zika virus) in the laboratory.</span></li>
<li style="background-color: white; line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;">Employers should ensure that workers: Follow workplace standard operating procedures (e.g., workplace exposure control plans) and use the engineering controls and work practices available in the workplace to prevent exposure to blood or other potentially infectious materials.</span></li>
<li style="line-height: 25px; text-align: justify;"><span style="font-family: "verdana" , sans-serif;"><span style="background-color: white;">Employers should ensure workers do NOT bend, recap, or remove contaminated needles or other contaminated </span><a href="https://hcsiinc.blogspot.com/2015/10/proper-sharps-disposal-and-containers.html" style="background-color: white;" target="_blank"><span style="color: blue;">sharps</span></a><span style="background-color: white;">. Properly dispose of these items in closable, puncture-resistant, leak-proof, and labeled or color-coded containers. Workers should use </span><a href="https://hcsiinc.blogspot.com/2015/10/proper-sharps-disposal-and-containers.html" style="background-color: white;" target="_blank"><span style="color: blue;">sharps</span></a><span style="background-color: white;"> with engineered sharps injury protection (SESIP) to avoid sharps-related injuries.</span></span></li>
</ul>
<div style="background-color: white; box-sizing: border-box; line-height: 25px; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">The fact sheet notes that the</span><span style="color: #333333; font-family: "verdana" , sans-serif;"> </span><a href="https://www.cdc.gov/zika/" style="color: #333333; font-family: Verdana, sans-serif;" target="_blank"><span style="color: blue;">Zika virus</span></a><span style="color: #333333; font-family: "verdana" , sans-serif;"> is </span><span style="font-family: "verdana" , sans-serif;">“a nationally notifiable condition” and labs should</span><span style="color: #333333; font-family: "verdana" , sans-serif;"> </span><a href="http://www.cdc.gov/zika/public-health-partners" style="border-bottom: 1px solid rgb(233, 233, 233); box-sizing: border-box; color: #333333; font-family: Verdana, sans-serif; outline: none; text-decoration-line: none; transition: color 0.1s ease-in-out;"><span style="color: blue;">consult the Centers for Disease Control and Prevention</span></a><span style="color: #333333; font-family: "verdana" , sans-serif;"> </span><span style="font-family: "verdana" , sans-serif;">for reporting guidelines.</span><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://hcsiinc.blogspot.com/2015/10/proper-sharps-disposal-and-containers.html" target="_blank"><img alt="HCSI - sharps" border="0" data-original-height="300" data-original-width="640" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEijolcFciWW4vLlsaQkpIHUZ6G4QbglE2RFLlmgGShHoQJ6fUOpNob3c4tC8Hq2-BEQ7GvCASI_iojgwtN4_8qO54kKv_KRvRQcRLRxHHZtFn_bwR_PjpgOZQRfeucMdLn_2UnwVn-gOKk/s320/needle_stick.jpg" width="320" /></a></div>
<span style="font-family: "verdana" , sans-serif;">If an employee becomes infected, the CDC recommends that infected individuals rest, drink fluids, and take acetaminophen for fever and pain reduction. Infected persons should avoid further mosquito bites by covering skin and using an insect repellent containing </span><a href="https://en.wikipedia.org/wiki/DEET" style="font-family: "helvetica neue", arial, helvetica, sans-serif;" target="_blank"><span style="color: blue;">DEET</span></a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">.</span><br />
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Employers should ensure that workers receive prompt and appropriate medical care for suspected Zika infection. If the exposure falls under OSHA’s BBP standard, employers must comply with OSHA medical evaluation and follow-up requirements. Also employers should consider options for granting sick leave during the active period of infection.</span></div>
<span style="font-size: x-small;"><span style="font-family: "verdana" , sans-serif;"><br /></span></span>
<span style="font-size: x-small;"><span style="font-family: "verdana" , sans-serif;">Sources: <a href="http://www.hcsiinc.com/">www.hcsiinc.com</a>, <a href="http://www.osha.gov/">www.osha.gov</a>, <a href="http://www.cdc.gov/">www.cdc.gov</a>, <a href="http://www.safetyandhealthmagazine.com/">www.safetyandhealthmagazine.com</a> </span></span><br />
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-76798621136771143452017-09-12T10:35:00.000-06:002017-09-12T11:58:45.016-06:00Discussing Pay at the Office<h2 style="text-align: center;">
<span style="line-height: 115%;"><span style="font-family: "verdana" , sans-serif; font-size: large;">Many
employers restrict their employees from conversations about pay at the office,
but is this legal?</span></span></h2>
<div>
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">It is a common practice in many companies for the employee policy manual to contain some verbiage about not discussing compensation and pay with other employees. This policy is easily agreed to by the employees and thus the company has achieved its goal of keeping the often times illegal practice of pay secrecy in place.</span><br />
<span style="font-family: "verdana" , sans-serif;"><b><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></b>
<b><span style="font-family: "arial" , "helvetica" , sans-serif;">Is Pay Secrecy Illegal?</span></b></span><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjIacIHybeUJhp5u2leorIybaRBPe2xHX4xYtju3bXCwgBQ2HAKSkK_j3c-AJkO5cfOMp14byoiBC96HF5lY6Q8T9o5fBb-9mK7MaYl2ayo2romazw9UZvXinccJNwScmUXQYGrHLJk7XWr/s1600/Employees+cantalk+about+pay.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em; text-align: justify;"><span style="font-family: "verdana" , sans-serif;"><img border="0" data-original-height="768" data-original-width="1024" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjIacIHybeUJhp5u2leorIybaRBPe2xHX4xYtju3bXCwgBQ2HAKSkK_j3c-AJkO5cfOMp14byoiBC96HF5lY6Q8T9o5fBb-9mK7MaYl2ayo2romazw9UZvXinccJNwScmUXQYGrHLJk7XWr/s320/Employees+cantalk+about+pay.jpg" style="cursor: move;" width="320" /></span></a><span style="font-family: "verdana" , sans-serif;">In 1935, Congress passed a law entitled, the National Labor
Relations Act or the “Wagner Act”. Under this act, private-sector employees have
the right to engage in “concerted activities for the purpose of collective
bargaining or other mutual aid or protection.” For this reason, restricting
private-sector employees from discussing their compensation with one another is
illegal. There is a limit as to who can discuss pay with other employees.
Supervisors, for example, would not be considered an “employee” and therefore
they can be prohibited from discussing pay. In addition, employees who have
access to a company’s payroll could also be prohibited from sharing other
employee’s private salary information.</span><br />
<span style="font-family: Verdana, sans-serif;"><b style="font-family: verdana, sans-serif;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></b>
</span><br />
<span style="font-family: Verdana, sans-serif;"><b><span style="font-family: Verdana, sans-serif;">Why is the Wagner Act in Place?</span></b></span><span style="line-height: 115%;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCSk9075A6GlEmYOVAtH1ugGK5SotGmWOEx8v7RLWAH2Qb2fhtMbisoSsdL3i_fFexA8E3F2cgEjN0L9TMp7LSzZkIb_U6DNpbVcvUnu8bmYU-_jzOEc3Fkcux9N25yk6srlvjf5jHi6L0/s1600/Pay-for-Value.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><span style="font-family: Verdana, sans-serif;"><img border="0" data-original-height="768" data-original-width="1024" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCSk9075A6GlEmYOVAtH1ugGK5SotGmWOEx8v7RLWAH2Qb2fhtMbisoSsdL3i_fFexA8E3F2cgEjN0L9TMp7LSzZkIb_U6DNpbVcvUnu8bmYU-_jzOEc3Fkcux9N25yk6srlvjf5jHi6L0/s320/Pay-for-Value.jpg" width="320" /></span></a></span><br />
</div>
</div>
<div>
<span style="font-family: Verdana, sans-serif;"><span style="line-height: 115%;">
</span>
</span><br />
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif;"><br /></span></span></div>
</div>
<span style="font-family: Verdana, sans-serif;"><span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif;">
</span></span>
</span><br />
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif;">It was the purpose of the Wagner Act to protect employees
against unfair pay practices. Giving the employees the freedom to discuss their
compensation does a lot to help avoid unfair pay practices and puts pressure on
a company to ensure pay-for-value (pay based on experience, education, skills,
and the assigned responsibilities of the job) is in place. If an organization
has a pay-for-value system in place, then they would not be afraid of employees
discussing their compensation with each other. It is when a company has
something to hide within their pay practices that problems arise when pay is
discussed.</span></span></div>
</div>
<span style="line-height: 115%;"><span style="font-family: Verdana, sans-serif;">
</span></span>
<span style="font-family: Verdana, sans-serif; line-height: 115%;">
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
</div>
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<b><span style="font-family: Verdana, sans-serif;">Employers Who Violate This Law</span></b></div>
</div>
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
</div>
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">Employers who violate this law could have repercussions that
would range anywhere from a wrongfully terminated lawsuit to the possible loss
of federal contracts.</span><br />
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
</div>
<div class="MsoNormal" style="line-height: 115%;">
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">If an employee has been wrongfully fired for discussing
their pay, they are may contact the National Labor Relations Board (NLRB) and
file a complaint. The NLRB may begin an investigation into the matter regarding
their former employer.</span></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: Verdana, sans-serif;">In most cases, pay secrecy is against the law. Employer should have a pay-for-value system in place and avoid any possible penalties for violating the Wagner Act.</span></div>
</div>
</span></div>
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Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-71806116532212956912017-08-29T15:53:00.003-06:002017-08-30T15:44:46.161-06:00Where Is Your PHI Data Traveling Today?<div style="background-color: white; box-sizing: border-box; color: #333333; margin-bottom: 10px; text-align: center;">
<div style="text-align: center;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><b>Understanding "The Cloud" and it's regulatory relationship with HIPAA and PHI.</b></span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">With most vendors offering and pushing cloud computing solutions and offsite data backup, or guaranteeing offsite backup of data they process for you, many HIPAA covered entities (CEs) and <a href="http://hcsiinc.blogspot.com/2016/05/identifying-business-associates.html" target="_blank">business associates (BAs)</a> are questioning whether and how they can take advantage of cloud computing while complying with regulations protecting the privacy and security of electronic protected health information (ePHI). </span></div>
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhpl-07PgHcOvdn6OglIIhp79GqD255JUuC-a05NVbK2_D4ZYgK5vHNvApQr_XyPMtN0ppdbfXaH6z2_oz7rvijE4KGnC_ezlCQhCi7XtaUJdMJ_M_n5D02gSchMtW_V-qMJo_DCByBySE/s1600/HIPAA_CLoud.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="439" data-original-width="462" height="304" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhpl-07PgHcOvdn6OglIIhp79GqD255JUuC-a05NVbK2_D4ZYgK5vHNvApQr_XyPMtN0ppdbfXaH6z2_oz7rvijE4KGnC_ezlCQhCi7XtaUJdMJ_M_n5D02gSchMtW_V-qMJo_DCByBySE/s320/HIPAA_CLoud.png" width="320" /></a></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">What "Cloud" computing means is that instead of all the computer hardware and software you're using sitting on your desktop, or somewhere inside your company's network, it's provided for you as a service by another company and accessed over the Internet, usually in a completely seamless way. Exactly where the hardware and software is located and how it all works doesn't matter to you, the user -- it's just somewhere up in the nebulous "cloud" that the Internet represents. </span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The business decision to "move to the cloud" is often financially motivated. Companies used to have to buy their own hardware equipment, the value of which depreciated over time. But now with the cloud, companies only have to pay for what they use. This model makes it easy to quickly scale use up or down and to have data backed up for you as part of that provided service.</span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The rise of offshore IT services, including distributed storage, by cloud data providers creates issues that most healthcare providers have not yet realized. Even if some of the issues are realized, many covered entities and their business associates do not know where their data is currently being processed, stored, or backed up. In fact, storage or processing of protected health information (PHI) overseas may or may not be permitted or at least require additional resources, such as additional or more detailed <a href="http://hcsiinc.blogspot.com/2016/05/do-you-understand-hipaa-security-risk.html" target="_blank">risk assessments</a>.</span></div>
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span></div>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">There are currently no federal regulations or statutes that prevent storing or processing PHI offshore or overseas; however, the Centers for Medicare and Medicaid Services (CMS), the U.S. Department of Health and Human Services (HHS), and the U.S. Office of Civil Rights (OCR) within the HHS, have all issued regulations or <a href="http://www.hipaajournal.com/hipaa-and-cloud-computing-3625/" target="_blank">provided guidance</a> that restrict storing or processing PHI offshore. In addition, there are four states that ban any Medicaid data from being stored or processed overseas (Arizona, Alaska, Ohio and Wisconsin), two more that only allow offshore contracts under extremely limited circumstances, and nine more that have specific requirements that must be met before any offshore processing or storage of Medicaid data is allowed. </span><br />
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Even if a healthcare provider is not located in one of the above states, if the provider has treated a patient of those states, state regulators may argue that the healthcare provider must comply with their laws, regulations, and guidance, as applied to the resident of their state. Even more concerning is that even though Delaware does not have any laws or statutes banning offshore processing or data storage, Delaware recently started adding provisions to all of their contracts (similar to Wisconsin) that the State (Delaware) will not permit project work to be done offshore. There may be additional states adding these prohibitions to their contracts in the future.</span></div>
</div>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">If extra regulatory burden and potential state law bans were not enough by themselves, any PHI stored offshore likely will be subject to local law of the country in which it is stored. Furthermore, these local laws may allow for actions or even access to the data that directly conflicts with requirements on healthcare providers under <a href="http://www.hipaasurvivalguide.com/hitech-act-summary.php" target="_blank">HIPAA/HITECH</a>, even if the vendor signed a Business Associate Agreement (BAA). Due to the issues in enforcing HIPAA and HITECH, and even a BAA against an overseas vendor, HHS has basically stated that it is the duty of the healthcare provider or vendor for deciding how to vet data services vendors and comply with expected additional requirements when conducting a <a href="http://hcsiinc.blogspot.com/2016/05/do-you-understand-hipaa-security-risk.html" target="_blank">risk assessment</a> on overseas providers. </span></div>
</div>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">At this point, most healthcare providers question if any offshore or offsite data storage or processing is worth any potential cost savings, or if OCR has any further guidance. In the fall of 2016, OCR prepared guidance that explained how federal health information privacy and data security rules apply to cloud services. In summary, this guidance helped data service companies, but at the expense of covered entities by primarily placing the burden on the covered entities, specifically hospitals, insurers, doctors, and other healthcare providers.</span><br />
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><br /></span>
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">In looking at data service vendors, OCR decided that data service subcontractors of the covered entities’ business associates are actually business associations of the business associates. According to the OCR, covered entities must assess the cloud services providers’ or offshore providers’ data security efforts, but HIPAA does not require the cloud services providers to allow covered entities audit them. As such, covered entities are required to determine how well a cloud services provider handles system reliability, data security, and data backup and recovery, without the ability to perform an audit. While this is problematic when dealing with domestic cloud service providers, it creates additional issues when dealing with overseas cloud service providers. </span></div>
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiF0VGbm_b-u0Tnn27fDHyHitrYBOvTeRnz2zClz_sv-nA8RWRdEpt94jHJ-Kp1bBH7EGWoutYK0Oz-yt7evBHkZD3_HoxDydrXzN5O4AHJ0C7X4MEVpkbyKK3KIZKfpXMWjjrXVNrWGck/s1600/hipaa-cloudss.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="color: black; font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><img border="0" data-original-height="201" data-original-width="251" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiF0VGbm_b-u0Tnn27fDHyHitrYBOvTeRnz2zClz_sv-nA8RWRdEpt94jHJ-Kp1bBH7EGWoutYK0Oz-yt7evBHkZD3_HoxDydrXzN5O4AHJ0C7X4MEVpkbyKK3KIZKfpXMWjjrXVNrWGck/s1600/hipaa-cloudss.jpg" /></span></a></div>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">While OCR allows use of overseas providers, as of right now the rules of HIPAA and HITECH fail to address any international aspects, leaving no requirements but also no protections for covered entities. If you select a domestic provider, the laws and regulations regarding PHI apply to both parties, but if an overseas provider is selected, HIPAA and HITECH will not apply, unless they contractually agreed to comply with such laws and regulations. If there is a breach and the overseas provider refuses to defend against or pay any fines or fees levied related to the breach, the covered entity may be liable for paying. It is also important to note that while an international provider may agree to sign a BAA, many international providers do not understand the requirements of HIPAA and HITECH, while most domestic providers have a greater understanding.</span></div>
</div>
<div style="background-color: white; box-sizing: border-box; margin-bottom: 10px;">
<div style="text-align: justify;">
<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Even if you know where the company with whom you are contracting is located, do you know where they send the backup data? Do they send data for processing or backup to other agents, subcontractors, vendors, or other data providers overseas? You may not realize your data is regularly taking international trips, and may be better traveled than you are. In addition, if a relationship is terminated with an international provider, how will you ensure that the data is wiped from the system? Healthcare providers generally must require a certificate of destruction when terminating data services, and will you be able to comply with this provision with an offshore provider?</span></div>
</div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">In contracting with cloud service providers, including backup providers, e-mail providers, and other processing entities, covered entities and their business associates must determine where their data is located, and if it is offshore, they must analyze if any of the information is prohibited from being exported by any state or local regulations. If not, next it must be determined if there is an extra compliance burden associated with the data being offshore, and if that extra compliance burden and the associated risk of being offshore are worth any cost savings by using the offshore provider. If an entity knows that some of its data may be banned from being exported overseas, or would raise too much risk or compliance burden, then language banning such exports should be placed in the agreements, including any BAAs. </span></div>
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<span style="font-size: x-small;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Used with permission from: </span><em style="font-family: arial, helvetica, sans-serif;"><a href="mailto:cphillips@dickinsonwright.com" target="_blank">Craig A. Phillips</a></em><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> </span><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">council member of <a href="http://www.dickinson-wright.com/" target="_blank">Dickinson Wright</a></span></span></div>
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<script src="https://platform.linkedin.com/in.js" type="text/javascript"></script><script data-counter="right" data-url="http://hcsiinc.blogspot.com/2017/08/where-is-your-phi-data-traveling-today.html" type="in/share"></script>Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com1tag:blogger.com,1999:blog-5735893227479548996.post-49365099286060538712017-08-10T09:00:00.000-06:002017-08-10T10:16:03.792-06:00Six Ways to Improve Data Security at Your Practice<span style="font-family: "trebuchet ms" , sans-serif;">A married couple — both doctors who shared a medical practice —
almost divorced over a HIPAA breach that blindsided them when a patient
called to say that her medical records appeared in a Google search and
she was filing a lawsuit.</span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhvfTrNxnI3wglvLRn-TsheOVw5y-ILumqxqqAGeuF2aZKKGUJ5rrFKxHRdvhPW43nwbws4aif2XWRNR9GHkXK8FbDnhDk48774p-x-EaQc5OKE0Qi_XnL4_PMugY290cs5x3-s6QhJyi4/s1600/toolate.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="278" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhvfTrNxnI3wglvLRn-TsheOVw5y-ILumqxqqAGeuF2aZKKGUJ5rrFKxHRdvhPW43nwbws4aif2XWRNR9GHkXK8FbDnhDk48774p-x-EaQc5OKE0Qi_XnL4_PMugY290cs5x3-s6QhJyi4/s320/toolate.jpg" width="320" /></a></div>
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">The orthopedist of a small practice didn’t want to fund the cost of
an IT service provider to make sure his network was secure. Instead the
doctor hired his cousin who earned his IT stripes fixing performance
problems on his own laptop. Unfortunately, the family member never
updated the practice’s malware software and patient data ended up on a
rogue server. Now it’s being held for ransom. </span><br />
<strong><span style="font-family: "trebuchet ms" , sans-serif;"><br /></span></strong>
<strong><span style="font-family: "trebuchet ms" , sans-serif;">The Smaller the Practice the Less the Compliance</span></strong><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">For
medical practices with 20 or less employees, doctors are often
reluctant to spend money on HIPAA security than larger practices.
Importantly, the latter will have a compliance officer who makes sure
HIPAA rules are followed, employees are trained, and policies and
procedures are up to date. </span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">Doctors running small practices don’t
believe they’re at risk for a data breach so they ignore the same steps
taken by the compliance officer. Meanwhile, it’s ordinary human errors
that could take down the practice. An employee leaves his tablet in a
taxi or thieves break into the office and steal two laptops that contain
patient records. Or the doctor loses his laptop and keeps it under
wraps since he thinks he hasn’t stored any patient records on it, so no
one needs to know. However, a disgruntled employee who was terminated
gets revenge by reporting the practice to the Department of Health and
Human Services’ Office of Civil Rights (OCR). The OCR accuses the
practice of having a breach and hiding it, and calls for an
investigation. </span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">These are all real world events that have sent
medical practices into a tailspin. Doctors call a HIPAA compliance
expert in a panic because they’re now caught in the web of the OCR and
scrambling to prepare for an audit. Worse yet, these compliance risks
were right under their noses.</span><br />
<strong><span style="font-family: "trebuchet ms" , sans-serif;"><br /></span></strong>
<strong><span style="font-family: "trebuchet ms" , sans-serif;">The Practice Needs As Much Care As the Patients </span></strong><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">The
risk of a data breach can be as life threatening to the practice that
doesn’t protect its data, as the risk of lung cancer is for the patient
who chain smokes. Think of a data breach as a disease and the stolen
laptop causing pain and suffering, and eventual death, which could all
be prevented. Doctors should think about data breach prevention and
care for their businesses with the same commitment to disease prevention
and care for their patients. </span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">When a practice fails to perform a
security risk assessment or ensure that his employees used strong
passwords, not long after he is convincing OCR auditors that the breach
was an accident. He has to hire attorneys to complete the audit and
there is no budget left to invest in more network security, or cyber
insurance. </span><br />
<strong><span style="font-family: "trebuchet ms" , sans-serif;"><br /></span></strong>
<strong><span style="font-family: "trebuchet ms" , sans-serif;">HIPAA Compliance Made Easy for Small Practices</span></strong><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">There are some simple steps small practices can take that will take far less time than preparing for an OCR audit:</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">- <strong>Perform a security risk analysis</strong>
— Analyze how patient information is currently protected. How often
does the practice perform data backups? Is there a termination procedure
when an employee leaves? Do employees have the minimum level of access
to patient information? Are all portable devices encrypted? Are medical
records protected in case of fire or flood, or lost or stolen laptops
that contain patient information?</span><br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhtLm0cDOP4F1rk8Et380fkiZ5yvpbWzj_v71jpFXBridkg22sAn0PcqeVOcrhDGdMou3YdpbgEbD8z8g5CYiXmzNT8H0VxXFrVkiBR_lD-qv5upgGndWsufBHP3zl80eJ9Cttabt40vFU/s1600/guide-data-security.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="128" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhtLm0cDOP4F1rk8Et380fkiZ5yvpbWzj_v71jpFXBridkg22sAn0PcqeVOcrhDGdMou3YdpbgEbD8z8g5CYiXmzNT8H0VxXFrVkiBR_lD-qv5upgGndWsufBHP3zl80eJ9Cttabt40vFU/s200/guide-data-security.jpg" width="200" /></a><span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">- <strong><a href="http://www.hcsiinc.com/" target="_blank">Train employees</a></strong>
— Make sure they know how to spot phishing scams and suspicious links
in emails, recognize fraudulent “IT experts” who call in to upgrade an
operating system. They should also know to avoid conducting business on
public Wifi, and minimize sharing on social networks.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">- <strong>Inventory patient information</strong>
— Locate where all patient information is stored. It could be an EHR or
a word document in the form of patient letters, or excel spreadsheets
as billing reports or scanned images of your insurance carrier’s
explanation of benefits (EOB). This information resides on desktops,
laptops and mobile devices, and should be encrypted.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">- <strong>Employee data theft</strong>
— Employee theft of information is one of the leading causes of HIPAA
breaches in small organizations. An employee steals patient information
and opens a charge account at a local department store. The patient
finds out and sues the practice for not protecting her electronic
protected health information (ePHI). Employees should have minimal
access to EHRs — only the information they need to perform their duties. Also data logs should be checked.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">- <strong>Breach Response Plan</strong>
— Is there a response plan in place in case a breach does occur? The
plan should include who will be on the response team, what actions the
team will take to address the breach, and what steps they’ll take to
prevent another similar breach from occurring. Make sure the plan is
documented and all employees are trained on what they need to do.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="font-family: "trebuchet ms" , sans-serif;">These
few actions can make the difference between being sued by patients for a
data breach and gaining their confidence that their doctor cares as
much about their health as he does for their security.</span><br />
<span style="font-family: "trebuchet ms" , sans-serif;"><br /></span>
<span style="background-color: white; color: #303030; font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small; line-height: 16.8px;">Source(s): <a href="https://www.hcsiinc.com/">https://www.hcsiinc.com</a>, </span><a href="http://www.physicianspractice.com/authors/art-gross" rel="author" style="background-color: white; color: #303030; line-height: 16.8px;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;">Art Gross</span></a><span style="background-color: white; color: #303030; font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small; line-height: 16.8px;"><span style="background-color: transparent;">, </span></span><span style="line-height: 16.8px;"><span style="color: #747474; font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;"><a href="http://www.physicianspractice.com/">http://www.physicianspractice.com</a></span></span><br />
<div style="background-color: white; border: medium none; overflow: hidden;">
<span style="background-color: transparent; line-height: 16.8px;"><span style="color: #747474; font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;"><br /></span></span></div>
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<div style="font-size: 13.2px; line-height: 16.8px;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="line-height: 16.8px;">For more information on this and other healthcare compliance topics related to HIPAA, </span><span style="line-height: 16.8px;">OSHA, Medicare and HR, simply email your questions to</span><span style="line-height: 16.8px;"> </span><a href="mailto:support@hcsiinc.com" style="color: #747474; line-height: 16.8px; text-decoration: none;" target="_blank"><u><span style="color: blue;">support@hcsiinc.com</span></u></a><span style="line-height: 16.8px;">, </span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="line-height: 16.8px;">visit our website at </span><a href="http://www.hcsiinc.com/" style="color: #747474; line-height: 16.8px; text-decoration: none;"><span style="color: blue;">http://www.hcsiinc.com</span></a><span style="line-height: 16.8px;"> or post a question on </span><span style="line-height: 16.8px;">our LinkedIn group at: </span></span><span style="color: blue; line-height: 16.8px;"><a href="http://bit.ly/1FWmtq6" style="color: #747474; line-height: 16.8px; text-decoration: none;"><span style="font-family: "arial" , "helvetica" , sans-serif; line-height: 16.8px;">http://bit.ly/1FWmtq</span><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif; font-size: xx-small; line-height: 16.8px;">6</span></a></span></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-64762535977931713592017-07-27T14:06:00.001-06:002017-08-02T09:42:42.463-06:00HHS Launches New Video Training Module for HIPAA Patient Right to Access<br />
<div style="text-align: center;">
<b style="font-family: verdana, sans-serif;">The U.S. Department of Health and Human Services (HHS) Office for Civil Rights (OCR) announced that it has a new video training module for health care providers.</b></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj978Bn5SMKNtg2DkEJyO6-T7bELwhKiD6SbeuU-PaDKH2kXx2PJ9oyexUD304aSD0faC1smZy3RKnoNWcScNkJJG80K8umCcEjDlBmrPx8iSNYtGci5PJ_YCwKqZERP8_IsvxNLIG6m3k/s1600/11hqdefault.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="242" data-original-width="473" height="163" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj978Bn5SMKNtg2DkEJyO6-T7bELwhKiD6SbeuU-PaDKH2kXx2PJ9oyexUD304aSD0faC1smZy3RKnoNWcScNkJJG80K8umCcEjDlBmrPx8iSNYtGci5PJ_YCwKqZERP8_IsvxNLIG6m3k/s320/11hqdefault.png" width="320" /></a></div>
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<span style="font-family: "verdana" , sans-serif;">According to HHS, the new training module provides an “in-depth review of the components of the HIPAA right of access and ways in which it enables individuals to be more involved in their own care.” The training module provides helpful suggestions about how health care providers can integrate aspects of the HIPAA access right into medical practice. This activity is intended for primary care physicians, obstetricians and gynecologists, pediatricians, and nurses.</span><br />
<span style="font-family: "verdana" , sans-serif;"><br /></span>
<span style="font-family: "verdana" , sans-serif;">The goal of this activity is to review components of the Health Insurance Portability and Accountability Act (HIPAA) right of access and ways in which it enables individuals to be more involved in their own care.</span><br />
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<span style="font-family: "verdana" , sans-serif;">Upon completion of this activity, participants will have increased knowledge regarding:</span><br />
<span style="font-family: "verdana" , sans-serif;"></span><br />
<ul>
<li><span style="font-family: "verdana" , sans-serif;">The components of the HIPAA access right, including an individual's ability to direct a copy of their health information to a third party, including a researcher </span></li>
<li><span style="font-family: "verdana" , sans-serif;">How the HIPAA right of access enables individuals to become more involved in their care</span></li>
</ul>
</div>
<div>
<span style="font-family: verdana, sans-serif;">Information about training materials can be found on the HHS website here: </span><a href="https://www.hhs.gov/hipaa/for-professionals/training/index.html" style="font-family: verdana, sans-serif;">https://www.hhs.gov/hipaa/for-professionals/training/index.html</a><span style="font-family: verdana, sans-serif;">.</span></div>
<div>
<div>
<span style="font-family: "verdana" , sans-serif;"><br />The video module can be found here: <a href="http://www.medscape.org/viewarticle/876110">http://www.medscape.org/viewarticle/876110</a></span>.<span style="font-family: "verdana" , sans-serif;">
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<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">The module contains a video (approximately 37 minutes) titled “An Individuals’ Right to Access and Obtain Their Health Information Under HIPAA” and features <a href="https://www.linkedin.com/in/deven-mcgraw-6650285/" target="_blank">Devan McGraw</a>, the Deputy Director for Health Information Privacy at the US Department of Health and Humans Services. The video talks about why privacy protections are important, but mainly focuses on the patient’s right of access, including:</span></div>
<span style="font-family: "verdana" , sans-serif;">
</span>
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<ul>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiX0lvqgooQbdPtGmDjxEIq5qt_49c0F6gxHFR5n3hs3ar-O6NLziE1Kdcl9TSEiICvu6TDqT6NnmR5tFugVGf8CcajrM4oSszsx4OpyFsFiMeTtuMfWv4vOYzkXv5XRw7oDSqBB4p5CRM/s1600/cme-badge-generic.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" data-original-height="264" data-original-width="228" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiX0lvqgooQbdPtGmDjxEIq5qt_49c0F6gxHFR5n3hs3ar-O6NLziE1Kdcl9TSEiICvu6TDqT6NnmR5tFugVGf8CcajrM4oSszsx4OpyFsFiMeTtuMfWv4vOYzkXv5XRw7oDSqBB4p5CRM/s1600/cme-badge-generic.png" /></a>
<li style="text-align: justify;"><span style="font-family: "verdana" , sans-serif;">what fees that can be charged</span></li>
<li style="text-align: justify;"><span style="font-family: "verdana" , sans-serif;">whether records may be sent unsecured at the patient’s request</span></li>
<li style="text-align: justify;"><span style="font-family: "verdana" , sans-serif;">how quickly the records need to be provided to the patient upon request</span></li>
<li style="text-align: justify;"><span style="font-family: "verdana" , sans-serif;">which records can be excluded from a patient’s right to access</span></li>
<li style="text-align: justify;"><span style="font-family: "verdana" , sans-serif;">an individual’s ability to have a copy of his/her health information sent directly to a third party.</span></li>
</ul>
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;"><br /></span>
<span style="font-family: "verdana" , sans-serif;">Upon completion of this activity, participants will receive free Continuing Medical </span><span style="font-family: "verdana" , sans-serif;">Education (CME) credit for physicians and Continuing Education (CE) credit for health care professionals. In order to receive credit, it is required to have a Medscape user ID and password, which is free to sign up. There are no fees for participating in or receiving credit for this CME.</span></div>
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<span style="font-family: "verdana" , sans-serif;"><b><u><br /></u></b></span></div>
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<span style="font-family: "verdana" , sans-serif;"><b><u>Additional Training Materials and Resources</u></b><b></b></span></div>
<span style="font-family: "verdana" , sans-serif;">
</span>
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<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;"><b><u><br /></u></b></span></div>
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<div style="display: inline !important; text-align: justify;">
<b><span style="font-family: "verdana" , sans-serif;">Helping Entities Implement Privacy and Security Protections</span></b></div>
<span style="font-family: "verdana" , sans-serif;"></span><br />
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">The HIPAA Rules are flexible and scalable to accommodate the enormous range in types and sizes of entities that must comply with them. This means that there is no single standardized program that could appropriately train employees of all entities. </span></div>
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-family: "verdana" , sans-serif;">HealthIT.gov’s <a href="https://www.healthit.gov/providers-professionals/guide-privacy-and-security-electronic-health-information">Guide to Privacy and Security of Electronic Health Information</a> provides a beginners overview of what the HIPAA Rules require, and the page has links to security training games, risk assessment tools, and other aids.</span><br />
<br />
<a href="http://login.medscape.com/login/sso/getlogin?urlCache=aHR0cDovL3d3dy5tZWRzY2FwZS5vcmcvdmlld2FydGljbGUvNzgxODkyP3NyYz1vY3I%3D&ac=401" style="font-family: verdana, sans-serif;">Patient Privacy: A Guide for Providers</a><span style="font-family: "verdana" , sans-serif;"> (login required), is an educational program for health care providers on compliance with various aspects of the HIPAA Privacy and Security Rules. Physicians can earn free Continuing Medical Education (CME) credits and health care professionals will receive Continuing Education (CE) credits.</span><br />
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<a href="https://www.hhs.gov/hipaa/for-professionals/compliance-enforcement/state-attorneys-general/index.html" style="font-family: verdana, sans-serif;">State Attorneys General</a><span style="font-family: "verdana" , sans-serif;"> Training materials provide a more comprehensive overview of HIPAA compliance:</span></div>
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<span style="font-family: "verdana" , sans-serif;"><a href="http://www.hhshipaasagtraining.com/">Video & Slides from 2011 State Attorneys General Training</a> (link to non-government website)</span></div>
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<span style="font-family: "verdana" , sans-serif;"><a href="https://www.hhs.gov/sites/default/files/ocr/privacy/hipaa/enforcement/sag/sag-hipaa_cbt-feb_2012.zip">Computer-Based State Attorneys General Training Modules</a> (download zip file)</span></div>
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<span style="font-family: "verdana" , sans-serif;">Want to learn more about the HIPAA Privacy & Security Rules? <a href="https://www.hhs.gov/hipaa/for-professionals/list-serve/">Sign Up for the OCR Privacy & Security Listserv</a></span></div>
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OCR has established two listservs to inform the public about health information privacy and security FAQs, guidance, and technical assistance materials. We encourage you to sign up and stay informed!</div>
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<b><br /></b></div>
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<b>For additional information about HIPAA Privacy and HIPAA Security training for your self and your staff, please contact <a href="https://www.hcsiinc.com/" target="_blank">Healthcare Compliance Solutions Inc.</a> (HCSI). (801)-947-0183</b></div>
</span><br />
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-45127664410271000582017-07-18T10:00:00.000-06:002017-07-18T10:12:02.471-06:00New I-9 Form Available As Of July 17, 2017 <div style="text-align: center;">
<h2>
<span style="font-family: "arial" , "helvetica" , sans-serif;">U.S. Citizenship and Immigration Services (USCIS) has released a revised version of <a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE3Ljc1OTgxOTExJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxNy43NTk4MTkxMSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyNTUwJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&100&&&https://www.uscis.gov/i-9" target="_blank">Form I-9, Employment Eligibility Verification</a>, as of July 17, 2017. </span></h2>
</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjUjZK1LhM3ndBCwnEQVRfV0kFyEgqVrvbMuhLMDwWTAsd66bDbACQAFGeFQEBa0Q3b4pxVlXSRLcgP9E5DqGeMqIyXUP4jwBT71-at9xRqbdZsQ1PnDtwie1U0eJiljAYIqmEyHIbnBMY/s1600/Form_I-9.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" data-original-height="300" data-original-width="552" height="173" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjUjZK1LhM3ndBCwnEQVRfV0kFyEgqVrvbMuhLMDwWTAsd66bDbACQAFGeFQEBa0Q3b4pxVlXSRLcgP9E5DqGeMqIyXUP4jwBT71-at9xRqbdZsQ1PnDtwie1U0eJiljAYIqmEyHIbnBMY/s320/Form_I-9.png" width="320" /></span></a></div>
<div style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">Instructions for how to download Form I-9 are available on the <a href="https://www.uscis.gov/i-9">Form I-9 page</a>. Employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through Sept. 17, 2017. On Sept. 18, 2017 employers must use the revised form with a revision date of 07/17/17 N. Employers must continue following existing <a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE3Ljc1OTgxOTExJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxNy43NTk4MTkxMSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyNTUwJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&101&&&https://www.uscis.gov/i-9-central/retain-and-store-form-i-9">storage and retention rules</a> for any previously completed Form I-9.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: 12pt;">Revisions to the Form I-9 instructions include:</span><o:p></o:p></span></h2>
<ul type="disc">
<li class="MsoNormal" style="text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Changed
the name of the Office of Special Counsel for Immigration-Related Unfair
Employment Practices to its new name, Immigrant and Employee Rights
Section.<o:p></o:p></span></li>
<li class="MsoNormal" style="text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Removed
“the end of” from the phrase “the first day of employment.”<o:p></o:p></span></li>
</ul>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: 12pt;">Revisions related to the List of Acceptable Documents on
Form I-9 include:</span><o:p></o:p></span></h2>
<ul type="disc">
<li class="MsoNormal" style="text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Added
the Consular Report of Birth Abroad (Form FS-240) to List C. Employers
completing Form I-9 on a computer will be able to select Form FS-240 from
the drop-down menus available in List C of Sections 2 and 3. E-Verify
users will also be able to select Form FS-240 when creating a case for an
employee who has presented this document for Form I-9.<o:p></o:p></span></li>
<li class="MsoNormal" style="text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Combined all the certifications of report of birth issued by the
Department of State (Form FS-545, Form DS-1350, and Form FS-240) into
selection C #2 in List C.<o:p></o:p></span></li>
<li class="MsoNormal" style="text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Renumbered all List C documents except the Social Security card. For
example, the employment authorization document issued by the Department of
Homeland Security on List C changed from List C #8 to List C #7.<o:p></o:p></span></li>
</ul>
<div style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;">These changes are also included in
the revised <a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE3Ljc1OTgxOTExJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxNy43NTk4MTkxMSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyNTUwJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&102&&&https://www.uscis.gov/i-9-central/m-274" target="_blank">Handbook for Employers: Guidance for Completing Form I-9</a> (M-274), which is now easier for users to navigate. </span></div>
<div class="separator" style="clear: both; text-align: center;">
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<h3>
<span style="font-family: "arial" , "helvetica" , sans-serif;">E-Verify User Manual Update</span></h3>
<span style="font-family: arial, helvetica, sans-serif; text-align: justify;">E-Verify recently revised the </span><a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE4Ljc2MDIxMzcxJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxOC43NjAyMTM3MSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyODMzJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&101&&&https://www.uscis.gov/e-verify/publications/manuals-and-guides/e-verify-user-manual" style="font-family: arial, helvetica, sans-serif; text-align: justify;">E-Verify User Manual</a><span style="font-family: arial, helvetica, sans-serif; text-align: justify;"> to include the most current system enhancements and policy updates. The manual has a new look and feel, looks better on the computer screen, and has a more user friendly navigation. Some sections have been reorganized and consolidated to improve the flow and readability of the information. To assist you in identifying the updates, the revised manual includes a </span><a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE4Ljc2MDIxMzcxJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxOC43NjAyMTM3MSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyODMzJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&102&&&https://www.uscis.gov/e-verify/publications/manuals-and-guides/table-changes" style="font-family: arial, helvetica, sans-serif; text-align: justify;">Table of Changes</a><span style="font-family: arial, helvetica, sans-serif; text-align: justify;">.</span><span style="font-family: "arial" , "helvetica" , sans-serif;"></span><br />
<br /><div style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">See the </span><a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzE3Ljc1OTgxOTExJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxNy43NTk4MTkxMSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMyNTUwJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&103&&&http://www.uscis.gov/e-verify/customer-support/contact-e-verify" style="font-family: Arial, Helvetica, sans-serif;">Contact E-Verify</a><span style="font-family: Arial, Helvetica, sans-serif;"> page for E-Verify technical support, phone numbers and e-mail addresses.</span></div>
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: Arial, Helvetica, sans-serif;">Visit <a href="http://links.govdelivery.com/track?type=click&enid=ZWFzPTEmbWFpbGluZ2lkPTIwMTcwNzEzLjc1ODc4ODUxJm1lc3NhZ2VpZD1NREItUFJELUJVTC0yMDE3MDcxMy43NTg3ODg1MSZkYXRhYmFzZWlkPTEwMDEmc2VyaWFsPTE3NDMxODIwJmVtYWlsaWQ9ZGxvd0BoY3NpaW5jLmNvbSZ1c2VyaWQ9ZGxvd0BoY3NpaW5jLmNvbSZmbD0mZXh0cmE9TXVsdGl2YXJpYXRlSWQ9JiYm&&&104&&&https://www.uscis.gov/node/41488">I-9 Central</a> to get more details and to stay informed of other upcoming changes.</span></div>
<div class="MsoNormal" style="text-align: justify;">
<b><span style="font-family: "arial" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;"><br /></span></span></b></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Healthcare Compliance Solutions Inc. (HCSI) clients will also be able to download the new I-9 form and "Handbook for Employers: Guidance for Completing Form I-9" from our <a href="https://www.hcsiinc.com/" target="_blank">website https://www.hcsiinc.com/</a> in the "Employment Law (HR)" section found under the in the "Updates/News" link.</b></span></div>
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Healthcare Compliance Solutions Inc.http://www.blogger.com/profile/07706767008137323300noreply@blogger.com0tag:blogger.com,1999:blog-5735893227479548996.post-50143524444746058342017-07-14T10:03:00.000-06:002017-07-14T10:05:18.155-06:00Hiring and Your Social Media Advantage<h2 style="text-align: center;">
Using social media as part of your hiring process will help you find the kind of employees you want for your organization.</h2>
<div style="text-align: center;">
<i>Jennifer was hired two months ago by her new boss Sally. Jennifer was an okay worker, but there were some things about her character that concerned Sally and Jennifer's co-workers. She had the skills to do the job, but she was not fitting into her team or the culture of the organization. Sally had thought she made a good hire, but was beginning to doubt Jennifer's longevity with the organization. When it came time for Jennifer's new hire 90-day review, Sally had no choice but to let her go. By this time Jennifer had become a negative influence on her co-workers and morale was beginning to suffer. It was time for Sally to being the costly and time consuming hiring process over again.</i></div>
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Hiring managers are faced with the described situation above far too often. They think they have made a good hire, but soon realize the mistake they made. 20 years ago, hiring somebody who's character and personality does not fit within the organizational culture would be very difficult to foresee. Today, there are resources available through social media that help hiring mangers make more informed hiring decisions.</div>
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<b>Why is Character So Important?</b></div>
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When a new employee is brought into an organization, that new employee will have an effect on their co-workers and on the culture of the organization itself. Whether that effect is positive or negative greatly depends upon the character of the the new employee. It is important to take the character of a potential new hire into account before making the hiring decision. Finding someone who has the basic skills and knowledge to get the job done is critical to being able to do the job. With this in mind, if a hiring manager can find a candidate who has good basic skills, not superman skills, but a basic understanding of the job skills and knowledge, but also has good character, then that is a great candidate.</div>
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhw7scbtvrh5KK3hzwTdj366gO3kGeUlYT6aslplv-YJ0DNoZv-_lJfFsbRRPGOIO0E9NzMGpW4gPzXCjA7cIx7lx_00dMvtzSeNoOAHoyAPntxEJJHcfXT_lncWk5Ys3N3j62FY5ou94B8/s1600/Social+Media+Profiles.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" data-original-height="768" data-original-width="1024" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhw7scbtvrh5KK3hzwTdj366gO3kGeUlYT6aslplv-YJ0DNoZv-_lJfFsbRRPGOIO0E9NzMGpW4gPzXCjA7cIx7lx_00dMvtzSeNoOAHoyAPntxEJJHcfXT_lncWk5Ys3N3j62FY5ou94B8/s320/Social+Media+Profiles.jpg" width="320" /></a></div>
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<b>Social Media Resource</b></div>
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When a hiring manager begins to narrow his or her list of candidates down to the final few, it is time to find out more about their character. One of the best places to discover more about a persons character is by reviewing the select candidates social media profiles and posts. This enables a hiring manager to get a basic understanding of the candidates and their character. It is through the language they use, their posts, and how they interact with others that gives the hiring manager look at the personality and character of who they are looking to hire.</div>
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<b>Social Media and Privacy</b></div>
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Some hiring managers may say that they do not feel comfortable looking at a candidates social media profiles due to it being perceived as an invasion of privacy. It is important to understand that anything posted online within a blog or social media is not private! Anything posted on the Internet is available to anyone at anytime and cannot be permanently removed. Any type of posting on the Internet, immediately becomes public knowledge. Reviewing someones social media profiles is not an invasion of privacy.</div>
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Hiring managers are given the responsibility to bring the best and most qualified new employees into their organization. Having the ability to review social media profiles makes it less of a crap shoot to accomplish this task.</div>
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Delivered by <a href="https://feedburner.google.com/" target="_blank">FeedBurner</a></form>Healthcare Compliance Solutions, Inc.http://www.blogger.com/profile/07800301821242854905noreply@blogger.com1tag:blogger.com,1999:blog-5735893227479548996.post-91926181014983457402017-06-28T07:30:00.000-06:002017-06-28T12:34:16.175-06:00Patient Authorization<div style="text-align: center;">
<b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif; font-size: large;">What is the difference between “consent” and “authorization” </span></b><b><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif; font-size: large;">under the <a href="https://www.hhs.gov/hipaa/for-professionals/privacy/laws-regulations/index.html">HIPAA Privacy Rule</a>?</span></b></div>
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<a href="https://hcsiinc.com/" style="margin-left: 1em; margin-right: 1em;" target="_blank"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><img alt=" Healthcare Compliance Solutions Inc." border="0" data-original-height="366" data-original-width="640" height="183" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh2uY_H8QvjKv4SD7TTI2_3PxRmZWYjiUDego_EwXg_xcaaMzeeHVeIGhLeMDpQkslScCro3HOUAOKfaUs2iYb8KzwnjV968xvorZrlkIt7iJbvn45PhzfiBAG-f42kaDm3Mp_iSGHyXRY/s320/AQ.jpg" width="320" /></span></a></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The Privacy Rule permits, but does not require, a covered entity voluntarily to obtain patient consent for uses and disclosures of protected health information for treatment, payment, and health care operations (</span><a href="https://www.hhs.gov/hipaa/for-professionals/privacy/guidance/disclosures-treatment-payment-health-care-operations/index.html" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;" target="_blank">TPO</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">). Covered entities that do so have complete discretion to design a process that best suits their needs.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">By contrast, an “authorization” is required by the Privacy Rule for uses and disclosures of protected health information not otherwise allowed by the Rule. Where the Privacy Rule requires patient authorization, voluntary consent is not sufficient to permit a use or disclosure of protected health information unless it also satisfies the requirements of a valid authorization. An authorization is a detailed document that gives covered entities permission to use protected health information for specified purposes, which are generally other than TPO (treatment, payment, or health care operations), or to disclose protected health information to a third party specified by the individual.</span></div>
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<a href="https://www.hhs.gov/hipaa/for-professionals/privacy/laws-regulations/index.html" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;">HIPAA</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> requires that certain elements be present on the authorization that the patient is to sign. Whenever you receive an authorization (or “release”) asking you to disclose </span><a href="http://en.wikipedia.org/wiki/Protected_health_information" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;">PHI</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> and </span><a href="https://www.hhs.gov/hipaa/for-professionals/index.html?language=es" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;">HIPAA</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> requires an authorization for the disclosure, use this checklist to verify that the authorization meets the </span><a href="https://www.hhs.gov/hipaa/for-professionals/index.html?language=es" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;">HIPAA</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> requirements. If any ONE of the following elements is missing, you should NOT release the patient’s </span><a href="http://en.wikipedia.org/wiki/Protected_health_information" style="font-family: "Helvetica Neue", Arial, Helvetica, sans-serif;">PHI</a><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> until you have a valid authorization signed by the patient. If ALL the elements are present, the authorization is valid.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• A description of the PHI to be used or disclosed that identifies it in a specific and meaningful fashion. They may request the entire medical record, all records between specific dates, or other specific items.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• The name or other specific identification of the person(s), or class of persons, who can make the requested use or disclosure. For example, the signed request should list either your organization or someone in your organization by name.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgSckzzk3-Tv5zBiiPlLZ1XMC9zRG4shsPvOZDw1ji_cRGE1Hs6VXs2yrSKIDlLx4l216ljWEXsyu3rT1yhI-49wTo-A96TIU_t481brXnKIlr-NQNjcK_JevkMFJp_Z7tJqJnVO4oDY-8/s1600/Patient_PHI.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="768" data-original-width="1024" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgSckzzk3-Tv5zBiiPlLZ1XMC9zRG4shsPvOZDw1ji_cRGE1Hs6VXs2yrSKIDlLx4l216ljWEXsyu3rT1yhI-49wTo-A96TIU_t481brXnKIlr-NQNjcK_JevkMFJp_Z7tJqJnVO4oDY-8/s200/Patient_PHI.png" width="200" /></a>• The person(s), or class of persons, to whom you may make the requested disclosure. The specific entity(ies) to receive the information should be identified. A cover sheet stating who should receive the information is NOT sufficient.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• A description of each purpose of the requested use or disclosure. The statement “at the request of the individual” is a sufficient description of the purpose when a patient initiates the authorization and does not, or elects not to, provide a statement of the purpose. The above statement or some other description must be present.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• An expiration date or an expiration event that is related to the individual or the purpose of the use and disclosure. The statement “end of research study”, “none”, or similar language is sufficient if the authorization is for a use or disclosure of PHI for research. Again, the statement must be present.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• </span><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Signature of the patient and date. If the authorization is signed by a personal representative of the individual, a description of such representative’s authority to act for the individual must also be provided.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• In addition to the core elements, the rule states that a valid authorization must include:</span></div>
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<li style="text-align: justify;">A statement of the individual’s right to revoke the authorization, in writing, and either:</li>
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<li style="text-align: justify;">A reference to the revocation right and procedures described in the notice, or</li>
<li style="text-align: justify;">A statement about the exceptions to the right to revoke, and a description of how the individual may revoke the authorization</li>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh4Lh5ObpMldBM_cUol18nm9x7bynnYW42KGm4q5bFuH0ToTjWAEtjHVVp_K_X8dpRxrtICWGz1-nz8I-30vXSI26iRRSojFt8cEpV56cq2nWIS2k66Lo0dJjzDiOMkgv2jPk5-FZCyQCs/s1600/boxPDF9.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="199" data-original-width="209" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh4Lh5ObpMldBM_cUol18nm9x7bynnYW42KGm4q5bFuH0ToTjWAEtjHVVp_K_X8dpRxrtICWGz1-nz8I-30vXSI26iRRSojFt8cEpV56cq2nWIS2k66Lo0dJjzDiOMkgv2jPk5-FZCyQCs/s1600/boxPDF9.png" /></a></div>
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<span style="font-family: "verdana" , sans-serif;">Exceptions to the right to revoke include situations in which the covered entity has already taken action in reliance on the authorization, or the authorization was obtained as a condition of obtaining insurance coverage. (*<i>Note that if an authorization is revoked it must be fully documented in a separate "revocation of authorization" form/document.</i>)</span></div>
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<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">A statement about the ability or inability of the covered entity to condition treatment, payment, enrollment, or eligibility for benefits on the authorization:</span></li>
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<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The covered entity must state that it may not condition treatment, payment, enrollment, or eligibility for benefits on whether the individual signs the authorization, or</span></li>
<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The covered entity must describe the consequences of a refusal to sign an authorization when the covered entity conditions research-related treatment, enrollment or eligibility for benefits, or the provision of healthcare, solely for the purpose of creating protected health information for a third party on obtaining an authorization.</span></li>
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<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">A statement that information used or disclosed pursuant to the authorization may be subject to redisclosure by the recipient and may no longer be protected by the rule</span></li>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• The ability or inability to condition treatment on the authorization by stating either: </span></div>
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<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The covered entity may not condition treatment on whether the individual signs the authorization or </span></li>
<li style="text-align: justify;"><span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The consequences to the individual for refusal to sign the authorization. (Remember that there are very limited circumstances in which action can be a condition on a patient signing an authorization.)</span></li>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">• A statement that informs of the potential for information to be re-disclosed by the person or organization to which it is sent. The privacy of this information may not be protected under the Federal Privacy Rule depending on whom the information is disclosed to.</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">*Authorization for marketing purposes: If the requested use or disclosure is for marketing purposes. If the marketing involves direct or indirect remuneration to the covered entity from a third party, the authorization must state such remuneration.</span><br />
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">The HITECH Omnibus Rule requires a valid authorization be obtained from an individual before the use or disclosure of PHI for marketing purposes involving financial remuneration. The authorization must also include a statement about any direct or indirect remuneration the covered entity has received or will receive from a third party. An authorization for marketing purposes can be included on the organization’s compliant HIPAA authorization form or a separate one may be created.</span><br />
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<span style="font-family: "helvetica neue", arial, helvetica, sans-serif;">The following are exceptions to the marketing rule and do not require an authorization:</span></div>
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<li style="text-align: justify;">Face-to-face communications from the covered entity to the individual </li>
<li style="text-align: justify;">Gifts of nominal value provided by the covered entity</li>
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<span style="font-family: "verdana" , sans-serif;"><span style="font-size: x-small;">Source(s): <a href="https://www.hcsiinc.com/">https://www.hcsiinc.com</a>, <a href="https://www.hhs.gov/">https://www.hhs.gov</a>, <a href="https://en.wikipedia.org/">https://en.wikipedia.org/</a>, <a href="http://bok.ahima.org/">http://bok.ahima.org/</a></span></span></div>
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