Providing accurate information on HIPAA Compliance is one of the areas Diversified Benefit Services excels in. We are industry leaders in providing low cost solutions to all of your regulatory responsibilities. Both fully-insured and self-insured plans have responsibilities under HIPAA.
HIPAA's Impact on Employees
Under HIPAA, there are two components of an employer the group health plan and the plan sponsor. The group health plan is directly regulated by HIPAA regulations. Employers, as plan sponsors, will indirectly be subject to portions of HIPAA law. HIPAA regulations may vary for your company depending on which component wishes to receive PHI. The following scenarios apply to Self-Insured plans receiving Summary Health Information (SHI) and Protected Health Information (PHI).
The following guidelines are provided as an information service only. This is not intended to serve as legal counsel. Use the information below as a quick reference only. To ensure your health plans are in compliance, call us (DBS).
Group Health Plans (Employees who administer on behalf of employer)
- Refrain from interfering with employees exercising their rights under the Privacy Rule (e.g., requesting access to or a copy of their health information, filing a privacy complaint).
- Refrain from requiring any person to waive rights under the Privacy Rule as a condition of receiving payment, enrolling in a health plan or being eligible for benefits.
- Designate a Privacy Official who is responsible for the development and implementation of the group health plans policies and procedures; and who is responsible for receiving complaints filed under the Privacy Rule.
- Establish policies and procedures concerning PHI that comply with the Privacy Rule.