HHS releases guidance for securing health information, preventing harm from breaches The U.S. Department of Health and Human Services (HHS) has published guidance regarding technologies and methodologies to secure health information and prevent harm by rendering health information unusable, unreadable,
HIPAA Update Federal Agency Issues New Guidance Regarding Remote Access Security Measures From Venulex.com The HIPAA Security and Privacy Rules require all covered entities – including employer sponsored group health plans– to protect electronic protected health information (EPHI) that they
Important employment-provision effective dates are coming up, including the Genetic Information Nondiscrimination Act of 2008, Michelle's Law and other federal legislation that expands HIPAA requirements.
For the past 40 years, employment laws have favored limits on employer intrusion into employees' personal lives.
Under HIPAA's privacy rule, covered entities must provide patients with a notice of their privacy rights. The notice should be written in “plain language,” so that recipients can easily understand it.
The IRS, EBSA and HHS have issued a model certificate of credible coverage, which may be used to satisfy HIPAA's certification requirements.
The IRS, EBSA, and HHS have issued the following model certificate of creditable coverage, which may be used to satisfy HIPAA's certification requirements.
On or before the time an employee is offered the opportunity to enroll in a group health plan, the plan must provide the employee with a description of the plan
Many employers seek guidance about retaining employee records before and after they are hired. It can get complicated because of federal and state laws and regulations.
Yes, effective for plan years beginning on or after May 21, 2009 (January 1, 2010, for calendar year plans), the Genetic Information Nondiscrimination Act (GINA
To make sure than cafeteria plan election amounts qualify for tax breaks, participants must make their benefit elections before any taxable benefits under the p
Preexisting condition rules.
Under rules effective for plan years beginning on or after October 9, 2002, essentially all documents required to be disclosed under Title I of ERISA may be tra
The law is still developing on the issue of whether employers can implement a ban on the hiring of smokers.
Note: Any provision of state law concerning personal medical information that is determined by the Office of HIPAA Implementation to be preempted by HIPAA shal
The privacy rules are not intended to conflict with an employer's obligation under other laws, such as OSHA, FMLA, workers' compensation, and alcohol and drug-free workplace laws.