COMPANY HIPAA COMPLIANCE & EMPLOYEE ACKNOWLEDGEMENT
All employees are required to comply with this policy. Any violations will result in disciplinary action up to and including discharge. The Administrative Simplification standards adopted by Health and Human Services (HHS) under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) apply, to any entity that is: A health care provider that conducts certain transactions in electronic form (called hereinafter a “covered health care provider”), a health care clearinghouse or a health plan. An organization or individual that is one or more of these types of entities is referred to as a “covered entity” in the Administrative Simplification regulations and must comply with the requirements of those regulations.
Safe And Sweet Home Care, is NOT a “covered entity” that is required to comply with “PHI” or “HIPAA”; however, SSHC, voluntarily complies as follows: SSHC and its employees shall protect Patient’s privacy and provide for the security of all Protected Health Information “PHI” disclosed to SSHC and its employees in connection with any and all retail pharmacy medical and non-medical services performed in compliance with the Health Insurance Portability and Accountability Act of 1996, 42 U.S.C. §1320d – 1320d-8 (“HIPAA”) and its implementing regulations promulgated by the U.S. Department of Health and Human Services, 45 C.F.R. Parts 160 and 164 (the “Privacy Rule”) and other applicable laws, as amended. “Protected Health Information” or “PHI” means any information, whether oral or recorded in any form or medium: (i) that relates to the past, present or future physical or mental condition of an individual; the provision of health care to an individual; or the past, present or future payment for the provision of health care to an individual; and (ii) that identifies the individual or with respect to which there is a reasonable basis to believe the information can be used to identify the individual, and shall have the meaning given to such term under the Privacy Rule, including, but not limited to, 45 C.F.R. Section 164.501. In compliance with “PHI” and “HIPAA” guidelines, Safe And Sweet Home Care and its employees hereby agree not to disclose Patient’s medical condition(s) and or history either during or after the term of employment to any third parties including but not limited to customers, relatives, friends, family friends, guest, or invitees of Safe And Sweet Home Care. Said medical history and records as described above is deemed confidential information of Safe And Sweet Home Care. Customers must provide Safe And Sweet Home Care with prior written permission before said confidential information will be released to any third-party including customer’s family, guest, invitees or agents.
COMPANY CONFIDENTIAL INFORMATION:
Safe And Sweet Home Care requires that employees do not disclose individual salary information to co-workers, Patient’s lists, SSHC operations or other information deemed confidential by Safe And Sweet Home Care. Any questions about this policy should be addressed to the President and or Safe And Sweet Home Care legal representatives. Further, I am aware that, during the course of my employment, confidential information will be made available to me, for instance, marketing strategies, Patient lists, pricing policies and other information, I understand that this Information is proprietary and critical to the success of Safe And Sweet Home Care and must not be given out or used outside of Safe And Sweet Home Care premises or with non-Safe And Sweet Home Care employees. In the event of termination of employment whether voluntary or involuntary, I hereby agree not to utilize or exploit this confidential information with any other individual or company and will immediately return all Safe And Sweet Home Care materials to include but not limited to; this Employee Handbook Manual, Training Manual, Identification Badge, Patient Information Sheets, etc. I understand and agree that I will be financially responsible for any SSHC related materials that are not turned in upon termination and may be subject to a deduction in my pay from my last paycheck. This may be an amount equal to the value of such material, but not more than the difference of my pay and/or federal minimum wage for the hours worked in the period covered.
