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Time to Update Your HIPAA Compliance Plan for Telehealth Policies and Procedures

Client Alert

The delivery of healthcare in this country may be forever changed following the COVID-19 pandemic. Providing services through telehealth technologies initially allowed providers to connect with patients in a safe and socially distant manner and helped keep vital hospital beds free for COVID-19 care. Now, while still a safe, socially distant option, telehealth allows patients to access healthcare services in an efficient manner, decreases the likelihood of cancellations, and expands access to services that do not require an in-person encounter (i.e., surgery, procedure, or test). Telehealth is now widely reimbursed by both federal and commercial payors and more provider types are able to provide telehealth services within their licensed scope of practice.

While the use of technology by both providers and patients is now commonplace in the industry, protected health information (PHI) must be safe and secure. Providers are still obligated to keep PHI confidential and comply with the rules and requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA). An increased frequency of technology introduces another avenue for potential risk and unauthorized uses or disclosures of PHI.

At the start of the COVID-19 public health emergency, the Office of Civil Rights (OCR), responsible for enforcing HIPAA, issued a notice of enforcement discretion to not impose penalties against healthcare providers for noncompliance with the regulatory requirements under HIPAA in connection with the good faith provision of telehealth through the duration of the national emergency. As of September 8, 2020, this enforcement discretion is still in place. It will not remain forever and enforcement actions are still at the decision of the OCR. Therefore, in a world with an increased use of technology for healthcare services and the risk of more unauthorized uses or disclosures of PHI, providers should still comply with all of the HIPAA rules and regulations and incorporate telehealth in a compliance plan and/or HIPAA policies and procedures.

The Healthcare and Hospital Law Department at Brennan Manna & Diamond, LLC is here to help account for telehealth and the increased use of technology in your current HIPAA compliance plan to ensure the safety and privacy of the PHI you create and/or maintain. The BMD team can help your practice mitigate risk in the ever changing healthcare delivery world. 

 


Chemical Dependency Professionals Board Rule Changes: Part 2

New rule changes for Certification of Chemical Dependency Counselor Assistants (CDCA)

Board of Pharmacy Rule Changes

Board of Pharmacy made changes to rules effective on March 4, 2024

Counselor, Social Workers, and Marriage and Family Therapist (CSWMFT) Board Rule Changes

The Counselor, Social Workers, and Marriage and Family Therapist (CSWMFT) Board has proposed changes to the Ohio Administrative Code rules discussed below. The rules are scheduled for a public hearing on April 23, 2024, and public comments are due by this date. Please reach out to BMD Member Daphne Kackloudis for help preparing comments on these rules or for additional information.

Latest Batch of Ohio Chemical Dependency Professionals Board Rules: What Providers Should Know

The Ohio Chemical Dependency Professionals Board recently released several new rules and proposed amendments to existing rules over the past few months. A hearing for the new rules was held on February 16, 2024, but the Board has not yet finalized them.

Now in Effect: DOL Final Rule on Classification of Independent Contractors

Effective March 11, 2024, the U.S. Department of Labor (DOL) has adopted a new standard for the classification of employees versus independent contractors — a much anticipated update since the DOL issued its Final Rule on January 9, 2024, as previously discussed by BMD.  In brief, the Fair Labor Standards Act (FLSA) creates significant protections for workers related to minimum wage, overtime pay, and record-keeping requirements. That said, such protection only exists for employees. This can incentivize entities to classify workers as independent contractors; however, misclassification is risky and can be costly.