What is the name of your state (only U.S. law)? NC
I was terminated for a "HIPAA violation" for answering a question from the case manager. We had just concluded a progression meeting when the case manager asked what kind of surgery a patient had had. The patient happened to also be an employee of the hospital. I answered her question. 6 weeks later I am terminated for having been reported for a HIPAA violation. I don't understand how telling the case manager who is part of the progression team what surgery a patient had is a HIPPA violation. The purpose of the progression meeting is to discuss patient problems and progress to facilitate shorter patient stays. If it is ok to discuss the patients in the meeting ten why was it a violation to answer the case managers question? If She had a right to know about the patient during the meeting why was it a violation for her to know 2 minutes after the meeting when no one had moved from where we were sitting and no one had joined the group?
This makes no since to me. I have always taken HIPAA seriously and would not intentionally violate HIPAA especially for a fellow employee.
I was not given a written disciplinary action termination form at my termination. I was told I was being terminated for violating HIPAA and because I had a leadership position I was to set an example. I had set a bad example and had put the hospital and my self at risk of being sued. Not real sure how since the patient shouldn't have known about the exchange during the meeting unless someone told her. If that were the case, isn't that an even bigger problem?
I appreciate any thought and or advice on thi s matter.
I was terminated for a "HIPAA violation" for answering a question from the case manager. We had just concluded a progression meeting when the case manager asked what kind of surgery a patient had had. The patient happened to also be an employee of the hospital. I answered her question. 6 weeks later I am terminated for having been reported for a HIPAA violation. I don't understand how telling the case manager who is part of the progression team what surgery a patient had is a HIPPA violation. The purpose of the progression meeting is to discuss patient problems and progress to facilitate shorter patient stays. If it is ok to discuss the patients in the meeting ten why was it a violation to answer the case managers question? If She had a right to know about the patient during the meeting why was it a violation for her to know 2 minutes after the meeting when no one had moved from where we were sitting and no one had joined the group?
This makes no since to me. I have always taken HIPAA seriously and would not intentionally violate HIPAA especially for a fellow employee.
I was not given a written disciplinary action termination form at my termination. I was told I was being terminated for violating HIPAA and because I had a leadership position I was to set an example. I had set a bad example and had put the hospital and my self at risk of being sued. Not real sure how since the patient shouldn't have known about the exchange during the meeting unless someone told her. If that were the case, isn't that an even bigger problem?
I appreciate any thought and or advice on thi s matter.