2. PRIVACY AND CONFIDENTIALITY
Staff Orientation
• Making sure every new hire understand how important a patient’s
privacy is concerning their personal information is most important to
all managers. First, they must understand the meaning of privacy.
• Privacy is the right of individuals to keep information about
themselves being disclosed
4. TRAINING
• All managers should educate all new hire on confidentiality issues and
the company’s policies and procedures. They should learn about the
following in order to understand what is considered confidential.
5. AMERICAN WITH DISABILITIES ACT OF 1990
Requires employee medical and disability information be kept
confidential and limits access to those employees who have a “business
need-to-know”. New hire will be educated to just what information
they will be obligated to see – which depends on their position.
6. HIPAA HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT OF 1996
According to Erickson & Millar, (2005), HIPAA was the first national
legislation protection of their health insurance information.” This act is
known as Protected Health Information. The act has guidelines every
manager must educate new hire about.
Reference
Erickson, J., & Millar, S., (2005), Caring for Patients While Respecting Their Privacy: Renewing Commitment
The Online Journal of Issues in Nursing, Retrieved from http://www.nursingworld.org
7. STAFF HANDBOOK
• Managers would need to make sure each new staff understand the
written confidentiality policies and procedures placed in their
handbook.
8. NON-DISCLOSURE AGREEMENT
Managers will need to make sure staff understand the importance of a
non-disclosure agreement. Non-disclosure agreements is a legal
contract between at least two parties that outlines what is considered
confidential.
9. EXTRA STEPS
Managers should make sure new hire ( concerning this article it would be
done for all the employees and then continue with new hire) understand all
of the information presented and they could have given out certain codes for
every employee that has the right to access the information presented in the
article. This code will show the manager just who is accessing a certain
patient’s information. This is done within my workplace-we have codes and
our supervisors can tell when we accessed a certain client’s information.
And only our supervisor has access to every possible confidential information
of all of our clients. If this type of software was in place with the UCLA
Hospital the managers would have known a head of time who was looking
into the information concerning the celebrities and they could have dealt
with this infringement quickly.
10. CONSEQUENCES
Managers should make sure all new hire would learn and understand
about the company’s corrective action plan if an employee violate the
policies set forth my a company or organization if they violate the
written confidentiality policies or procedures. Which could me
termination.
11. The manager in this article should have.
UCLA manager should have had a written confidentiality
policy/procedure that needed to be made known to all staff. The staff
should have known about the American with Disabilities Act of 1990
and HIPAA which would enlighten the staff just how important patient’s
privacy really is. The manager should have educated all staff on the
difference between privacy and confidentiality. Non-disclosure
agreement and the company’s corrective action plan should be well
known to all employees. I think concerning this articles I would have
fired all of the staff that infringed on the personal information of the
hospital and this would have been done to make a statement. That we
will not accept this kind of infringement on our patient’s information.
This will cause our patients not to trust the hospital.
