confident information regarding clients and or services

[aka Bull]

No, I'm being an asshole to prove a point. It's not "Hippa," it's HIIPA. For some reason, people who can't get simple acronyms right really irritates me.

Usually people tend to spell out the acronym according to the verbalized sound, hench many write HIPPA because that's the way you hear it pronounced.

Much like the the Joint Commission on Accrediation of Healthcare Organizations (JCAHO) which gets pronounced "jayco" (with or without the "h"), so many tend to write the acronym out as JACHO.

Sorry it irritates you to have it mis-written, but to me it isn't a major issue when I understand what is meant.

[ycaso77]

No, I'm being an asshole to prove a point. It's not "Hippa," it's HIIPA. For some reason, people who can't get simple acronyms right really irritates me.

Well you've proved your point.

[Jackhole]

If we wish to play this game, I "typed" Hippa. Maybe you misunderstood my pronunciation?

No, I'm being an asshole to prove a point. It's not "Hippa," it's HIIPA. For some reason, people who can't get simple acronyms right really irritates me.

[ycaso77]

No, you said "Hippa." I don't know what that is.

If we wish to play this game, I "typed" Hippa. Maybe you misunderstood my pronunciation?

[N. A. Corbier]

Nathan, I thought it was a bit odd myself when attending a security lecture. Asked the presenter why and was told it is part and parcel of the EEOC rulings. If abnormal behavior was not part of the background investigation and not in violation of approved vetted codes of conduct, then one must “counsel” the employee and give that employee an opportunity “repair.” All adverse personnel actions must be documented and the employee acknowledge he has received the counseling letter and will abide by supervisor and /or HR or personnel officer decisions.
However, if such actions are so egregious so as to shock the conscience of the reasonably prudent man, the employee may, may being the operative word, be terminated forthwith.
Enjoy the day,
Bill

OK, I can see the requirement to counsel. I can also see how FCRA comes to play when I remembered this: The credit reporting agencies are now listing employment history in your consumer credit file.

When you terminate someone, it may lower their credit score.

[HotelSecurity]

So if you have a girlfriend, she can't ever stay at that hotel?

Holiday Inn does not allow an employee to stay in any hotel within 20 miles of the one he works at. (At employee rate-if you want to pay full rate, it's almost a free country!)

[The Lord of the Keys]

I would think that it also would depend on the nature of the information being told. We have areas that we patrol that have our clients confidential information. I think its a completely different offense if you tell someone information found in a research lab and marked confidential then if you tell someone how many officers are on duty. Both are wrong but the first is definete termination the second counseling.
I know at my account the infraction would be handled in house and the client informed only if necessary.

[Jackhole]

HIPPA = Health Insurance Portability and Accountability Act (HIPAA) of 1996, Public Law 104-191.

Which "mandated the adoption of Federal privacy protections for individually identifiable health information".

Violation of HIPPA can result in hefty fines for the person violating the law as well as the organization found in violation.

In the hospital, medical practice, clinic, health care world HIPPA rules supreme.

Right, that's HIIPA, I'm very familiar with it as I also moonlight as an EMT. I don't know what "HIPPA" is.

[Bill Warnock]

Ah, but does their state make violation of confidentiality an offense like Florida does? Remember, while 493 criminalizes it, not all states do. In my state, there are no protections for clients from security companies or employees disclosing confidential information unless a confidentiality clause is created in the contract! In fact, unless the employee agrees to a Non-Disclosure Agreement, and the rules are shown to the employee at time of hiring, they have a case to sue for back wages and re-instatement of job if you attempt to fire them for that.

Bill: I've heard a lot of things, but why FCRA after hiring someone? I know about FCRA protections during the hiring process when performing credit file checks, but during termination phase?

Nathan, I thought it was a bit odd myself when attending a security lecture. Asked the presenter why and was told it is part and parcel of the EEOC rulings. If abnormal behavior was not part of the background investigation and not in violation of approved vetted codes of conduct, then one must “counsel” the employee and give that employee an opportunity “repair.” All adverse personnel actions must be documented and the employee acknowledge he has received the counseling letter and will abide by supervisor and /or HR or personnel officer decisions.
However, if such actions are so egregious so as to shock the conscience of the reasonably prudent man, the employee may, may being the operative word, be terminated forthwith.
Enjoy the day,
Bill

[aka Bull]

No, you said "Hippa." I don't know what that is.

HIPPA = Health Insurance Portability and Accountability Act (HIPAA) of 1996, Public Law 104-191.

Which "mandated the adoption of Federal privacy protections for individually identifiable health information".

Violation of HIPPA can result in hefty fines for the person violating the law as well as the organization found in violation.

In the hospital, medical practice, clinic, health care world HIPPA rules supreme.

[Jackhole]

Thats a no-no in hotels!

So if you have a girlfriend, she can't ever stay at that hotel?

[Jackhole]

Yup, I said you have Hiipa to worry about.

No, you said "Hippa." I don't know what that is.

[aka Bull]

Oh, hell, that is such not a good idea. There should be a clear outlined disciplinary plan for employees. It should be written down, shown to employees as part of the handbook upon hire, and strictly adhered to.


Did this person sign a confidentiality agreement? Were they aware, and can you prove that they were, that confidential material shall not be discussed with others? What does the company do with others who violate this rule?

All these things are relevant if the employee decides to pursue legal action for wrongful termination or other issues arising from negative consequences.

Employees? Suing my company for their own stupidity?
Its more common than you think.

I have to agree with N.A. on this issue. A company wishing to protect itself from unlawful termination lawsuits, as well as to protect it's proprietary information (such as contract information, company operations, etc..) should have formalized policies on the confidentiality of information and a formalized disciplinary (hopefully progressive disciplinary) plan for violations of company policies, rules and regulations.

This will guide supervisory personnel in dealing with problems of this nature as well as the general issues that can bring disciplinary action. The severity of the violation can reflect the point in which the company enters the progressive disciplinary process.

Certainly it will remove problems of the, now terminated, employess filing a lawsuit in which they cite the companies disciplinary action as being arbitrary and capricious.

[HotelSecurity]

Im friends with a few of my tenants but would never tell them sensitive info. Ive even dated one of my tenants. I let the lt know he said it was fine.

Thats a no-no in hotels!

[ycaso77]

No, you have HIIPA to worry about and just because you don't work in a health care facility doesn't mean you don't have to worry about HIIPA.

Yup, I said you have Hiipa to worry about. The fact that Hiipa can be relevant on everything from a prisoners medical condition, another officers health condition and so on is also true. How many people here have ever gotten a phone call from a co-workers dr. asking if they were there, and then proceeding to tell you the results of such and such exam or test to pass on?