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Originally Posted by widebody911
Got a reply back. Apparently the regs in her industry are different, and there is also a company policy that is even more restrictive. Long-story-short, she's not willing to fall on her sword for this.
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Sounds like a "higher up" has interpreted the law in a very restrictive way or there is some other federal regulation that applies to her industry (whatever that means as I thought HIPPA applied to all health care entities equally). Whatever the reason, clearly she should not violate a work directive.
I found the above HIPPA information after a short search, and I'm sure there is more to the entire law. I really would like to know why it doesn't apply in this case. Can you give us some more specifics as to what regulations are at play here, and the primary source for the regs that apply?