This particular and jarring debacle had to do with accessibility to patient files and the privacy expected when it involves information contained in patient files. All patients, doctors, and personnel who access computers must adhere to certain rules regarding private information retained in the files of patients (patient medical files and history, prescription details, telephone numbers, social security numbers, etc.). “During a contentious divorce battle between two physicians, the husband was somehow able to gain access to
Medicare is a Federal Government program designed to cover people age 65 or older, people with certain disabilities and serious kidney failure. Within this program, there are four sub divisions also called “parts”. • Part A - cover hospital insurance such as hospital stays, nursing facilities, supplies, etc. • Part B – cover Supplementary Medical Insurance such as physician and nursing services, home – health services, outpatient visits. This part carries a deductible and a monthly premium.
- simple maintenance can be carried out by the trained wearer, but more intricate repairs should only be done by specialists. The Regulations require employers to: - avoid the need for hazardous manual handling, so far as is reasonably practicable; - assess the risk of injury from any hazardous manual handling that can’t be avoided; and - reduce the risk of injury from hazardous manual handling, so far as is reasonably practicable. Employees should: - follow appropriate systems of work laid down for their safety; - make proper use of equipment provided for their safety; - co-operate with their employer on health and safety matters; - inform the employer if they identify hazardous handling activities; - take care to ensure that their activities do not put others at risk. 2. What are the specific regulations and safe working practices and procedures that apply to your work activities?
An employer is not liable for the torts of an independent contractor, but he will be responsible where the contractor's negligence produces a breach of the employer's primary duty Every employer has a common law duty to provide a safe workplace, safe equipment and a safe system of work for employee in order to avoid injury to employee in all area of their employment, Connolly v. Dundalk UDC (1990). The Common law duties to take reasonable steps to provide a safe place of work for employees by employers are such that they can not be delegated to independent contactors so as to avoid primary liability been transferred on employer, and to make sure that their duties are carried out efficiently, Heeney v. Dublin
Usually the parties included must agree to a contract that outlines the following or some sort of this; Their relationship is voluntary and consensual, they agree to abide by the employers antidiscrimination , anti-harassment, and workplace conduct policies, they promise to report any perceived harassment to management, if it occurs, they agree to behave professionally and not allow the relationship to affect their work performance, they agree to avoid behavior that offends others in the workplace and they agree to not engage in any favoritism (Hellrigel & Slocum, 2010). These sorts of agreements are of great use in the workplace because they provide a set of rules for the employees to follow. As well as make sure that upper-level employees are not taking advantage their position or using it as leverage for the start or continuation of a romantic relationship. Consensual Relationship Agreements are also a great resource because it allows the employees to do the inevitable and embrace romantic attractions while letting them know the consequences that will result if they do not follow company policy at the end of their relationship or because of
Expectance of privacy in the workplace is determined by the levels of responsibilities and mission that the employee is set to fulfill by their respective employers. Office spaces allow for different levels of privacy but in the end require the same commitment and protection of employees to safeguard information that they do not want to have intercepted by any means. Mr. Herman learns throughout interactions with his sales personnel that although his intentions
Drug use in the work place Drug use by an employee is rightfully private unless the reason that an employer needs to know is for the safety of their employees. There are many reasons to support employer’s right on regulation of their employees drug use. Amongst these are the arguments focusing on the personal rights of other employees and safety by having a drug- and alcohol-free workplace policy in place. While I support the rights of privacy for consenting adults. I feel that once you use drugs in a work place you put other employees at risk.
There is no specific legal prohibition on working alone, but the general legal duties of employers under theOccupational Health and Safety Act (2004) still apply. "An employer shall provide and maintain so far as is reasonably practicable for employees a working environment that is safe and without risks to health." [Section 21(1)] Establishing safe working conditions for lone workers is no different from organising the safety of other employees. Employers should identify the hazards of the work, assess the risks involved, and implement changes to the workplace and safe working arrangements to ensure the risks are either eliminated or adequately controlled. When it is not possible to devise arrangements for the work to be done safely by one person, alternative arrangements providing help or back-up have to be devised.
Understanding Employment Responsibilities and Rights in Health and Social Care Task 1 – Statutory responsibilities and rights of employees and employers List the aspects of employment covered by law • Health and Safety at Work Act 1974 – This law states that your employer must make sure that there is protection in place to safeguard against any risks and dangers within the work place. Also, it states that employees must refrain from taking any unnecessary risks, use protective equipment provided and follow any training/instructions given. • Equality Act 2010 – This law protects the rights of every individual, regardless of gender, sexual orientation, race etc, and ensures equal opportunities for all. • The Disability Discrimination Act 2005 – This law protects rights of people with disabilities. • The Data Protection Act 1998/2002 – This law protects the information about individuals whether its electronic, written or verbal.
The Act, when first introduced, provided an integrated system dealing with workplace health and safety and the protection of the public from work activities. By placing duties upon employees, employers, the self-employed, manufacturers, and importers of work equipment and materials, the protection of the law, rights and responsibilities are available and given to all in a workplace. An employer has a general duty to, as far as is reasonably practicable, safeguard the health, safety and welfare of employees by ensuring that places and equipment are safe; safe handling, storage, maintenance and transport of articles and substances; provision for employees of information, instruction, training and supervision; a safe working environment and adequate welfare facilities; safe access and a safe system of work. The Health and Safety Poster must be displayed in the setting. COSHH – The Control of Substances Hazardous to Health Regulations 2002.