Information about clients/patients of the practice is confidential
Basically we are under the same HIPPA rules as pertain to human patients
All information in a medical record pertaining to the client/patient is confidential and can only be shared between staff in the practice as it relates to services provided to that client/patient.
Only specific information, as designated by the client, can be provided to outside sources with written or witnessed verbal consent of the client.
Information regarding a client’s personal relationships, financial status, treatment plans, personality, etc. can not be divulged to others.
Information regarding the status of a patient’s health, chances of recovery and living conditions can not be divulged
Mrs Jones calls. She has found a dog wandering around with one of our rabies tags on. We look up the number.
I can give Mrs Jones the dog’s owner’s name, address and phone number, right?
The following can be divulged without prior written/verbal authorization:
Rabies status to health department or police if a human bite is involved
A copy of all pertinent records to a specialist/emergency center whom the pet is being referred to
Medical records can be provided to the clients/patients pet health insurance carrier
Lost or stolen animal if notified by the owner that the pet is missing and it has one of your rabies tags on.
Name, address and phone number of the owner to:
Police, a shelter, animal control or another practice
Lost or stolen animals - if not notified by the owner, you can not give out information. You can only take their name and phone number. Then you must contact the owner, give them the information and have them directly contact the person who found their pet
You may have the finder bring the pet to you and you call the owner and have them pick up their pet from the practice
Rights as a Job Applicant
See Handout – Lawful and Unlawful Interview Questions
In Heinke, M. and McCarthy, J., Practice Made Perfect, A Guide to Veterinary Practice Management 2001
Rights as a Job Applicant
If an applicant’s job description requires access to and/or handling of controlled substances
The applicant can be asked if they have been convicted of a felony since DEA (Drug Enforcement Agency) regulations restrict who can have access to and handle controlled substances.
Each employee should have a separate employment file
The files must be kept in a locked, secure cabinet that is accessible only to management
Employees should be able to see their own file, but only by request and in the presence of management
The employer must provide a safe workplace environment free of hazards
Free from sexual harassment
Provide OSHA (Occupational Safety and Health Association) training
1990 - Americans with Disabilities Act (ADA)
Disability is defined as – a physical or mental impairment that substantially limits one or more of the major life functions of an individual
The law applies to employers who have 15 or more employees (counted are employees on payroll who work 20 or more calendar weeks per year)
A “ qualified person with a disability “ cannot be discriminated against
The law states that a “qualified” individual is one who “satisfies the requisite skill, experience, education, and other job-related requirements of the position such individual holds or desires, and who, with or without the assistance of a reasonable accommodation, can perform the essential functions of such position”
A written job description prepared before the job is filled will be considered as evidence of the essential functions of the job