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In light of the February 16, 2026, deadline for covered entities to update their notice of privacy practices (NPP), covered entities should consider “more stringent” state laws that may apply to these updated forms and require compliance. The federal Health Insurance Portability and Accountability Act (HIPAA) privacy rule sets the floor for privacy protections and […]
Updates to the Health Insurance Portability and Accountability Act (HIPAA) notice of privacy practices (NPP) are required by February 16, 2026. Below is an overview of what changes are required and how health plan sponsors can comply. Background HIPAA requires covered entities, including group health plans, to maintain and distribute NPPs that outline how a […]
Many employers implement wellness programs into their employee health plan offers. Wellness programs have varying designs but commonly offer premium discounts to participants who are tobacco-free or achieve certain biometric thresholds encouraging healthy living (LDL cholesterol, glucose, blood pressure, BMI). Noncompliant programs have become a frequent target for employees’ lawyers, arguing certain designs violate nondiscrimination […]
In February of this year, the Biden Administration signed an executive order aimed to protect American citizen’s’ personal data, brought about in large part because of the growing awareness that sensitive data, including healthcare data, is being bought and sold internationally. This initiative, combined with a growing number of states enacting laws requiring companies to […]
A number of high-profile companies are speaking out against the U.S. Supreme Court’s (SCOTUS) decision overruling Roe v. Wade, and they are backing up their criticism by vowing to help employees wishing to travel for legal abortions. But employers taking such action may face tricky legal issues.
Whether an employee’s COVID-19 vaccination status is protected by the Health Insurance Portability and Accountability Act (HIPAA) has been (or should be) on the minds of all HR personnel as of late. That’s especially true as we await the Occupational Safety and Health Administration’s (OSHA) impending rule that will likely require employers with 100 or more employees […]
The coronavirus (COVID-19) outbreak is top of mind for HR professionals and employers nationwide. Our latest interactive map of COVID-19 cases has been adjusted to reflect the rise in cases in the United States. Read on to view our updated color-coded map, a list of resources, plus an animation showing how our map has developed […]
An administrative law judge (ALJ) upheld the imposition of $4,348,000 in monetary penalties against The University of Texas MD Anderson Cancer Center under the Health Insurance Portability and Accountability Act (HIPAA).
Security risk analysis and risk management were among the most acute compliance problems found by the U.S. Department of Health and Human Services (HHS) in its recent desk audits of covered entities under the Health Insurance Portability and Accountability Act (HIPAA).
The Connecticut Supreme Court reinforced an earlier ruling on Health Insurance Portability and Accountability Act (HIPAA) privacy as a standard of care in a second opinion in Byrne v. Avery Center for Obstetrics and Gynecology PC, SC 19873 (Conn., Jan. 16, 2018).