Employee Rights under the Health Insurance Portability and Accountability Act (HIPAA)

Employees have certain rights under HIPAA with respect to Protected Health Information (PHI). All requests must be in writing and a reasonable charge may apply.

1. Disclosures of PHI not covered by the following allowed categories will only occur with an employee's written permission.
    Treatment - to a health care provider rendering treatment on behalf of an employee. For     example, advising an emergency room doctor about an unconscious employee's prescription drugs history is allowed.
    Payment - assisting with claims so healthcare treatment and services can be paid according to the terms of the Plan. For example, assisting with claims issues and communications between a provider and an insurance carrier is allowed.
    Operations - for administrative purposes such as eligibility determination, enrolling and removal from the Plan, coordination of benefits, other customer service activities, and in compliance with a request from an authorized governmental agency or law enforcement group.

2. Employees may inspect and receive copies of their own medical information.

3. Employees may request that they receive PHI communication by an alternate means (at home or work, mail or email, etc.).

4. Employees have a right to an accounting of disclosures for purposes other than payment or operations.

5. Employees may designate in writing a personal representative who can have access to their PHI. Unless a written authorization has been submitted to the Office of Human Resources, HR will not be able to discuss claims issues, etc. with a spouse of an employee or a parent about their non-minor child (a child no longer a minor as defined by state law governing health information).

6. Employees may file a written complaint with the Belmont University Privacy Official or the Secretary of Health and Human Services and will not be penalized for filing complaints.