HIPAA definitely does apply to this situation. scroll until you see the table, then read #3.
PM at it Again
- Thread starter peggymailady
- Start date
Shannonboy
Well-known member
Like I said....time for a lawyer.
RammerJammer
Well-known member
A little over a year ago I had to take my wife to ER one morning and called in to supervisor notifying of absence. Next day a clerk came by & asked how my wife was doing. Management has no sense of ethics and most definitely confidentiality.
NorthernPines
Well-known member
Here's what you're specifically looking for, under the EL-307, §162, and applicable law violations.
In accordance with the Rehabilitation Act, the Privacy Act, and Postal Service policy, employees’ medical records are to be treated as confidential information (see Management Instruction EL-860-1998-2, Employee Medical Records). The Privacy Act and the Rehabilitation Act specifically prohibit disclosing medical information except in certain limited situations. For example, when specific information is needed to provide a requested accommodation, responsible officials may give or receive access to the records needed to make that determination.
However, except for managers and supervisors with a legitimate need to know, the law generally prohibits an employer from disclosing that an employee is receiving a reasonable accommodation because that usually amounts to a disclosure that the individual has a disability. (See section 67 for more information.)
In accordance with the Rehabilitation Act, the Privacy Act, and Postal Service policy, employees’ medical records are to be treated as confidential information (see Management Instruction EL-860-1998-2, Employee Medical Records). The Privacy Act and the Rehabilitation Act specifically prohibit disclosing medical information except in certain limited situations. For example, when specific information is needed to provide a requested accommodation, responsible officials may give or receive access to the records needed to make that determination.
However, except for managers and supervisors with a legitimate need to know, the law generally prohibits an employer from disclosing that an employee is receiving a reasonable accommodation because that usually amounts to a disclosure that the individual has a disability. (See section 67 for more information.)
