Rasmussen College Soft Skills Project: Week 1 to 4 Summary Assignment You section of the Employee Handbook is now complete! This week you will be compiling

Rasmussen College Soft Skills Project: Week 1 to 4 Summary Assignment You section of the Employee Handbook is now complete! This week you will be compiling your course project. You will need to create:a cover pagea table of contents1-2 paragraphs summarizing the material you have preparedPlease order your project – parts 1-4WEEK 1-4 LISTED BELOW Running head: LETTER
1
Sample Rejection Letter
Part B
Date: 7/15/2018
Representative or Patient John Smith
Address: 2111 Colfax Ave.
Chicago, IL. 60620
Dear John Smith
Re: Denial Requests for Access to your Health Information
This is to let you know that your request to access and amend the information in your billing and
medical is denied because of the:
•
Information is complete and accurate.
•
The information is not part of the medical information which you can be allowed to
access and copy.
•
The information is not part of our facility medical information.
•
The information not created by our facility. In case you can offer us a reasonable proof to
make us believe that the creator of your protected and the safeguarded information is no
longer there to act on your requests, we shall be willing and ready to reconsider these
LETTER
2
decisions and proceed to allow you to access and amend the protected health information.
Kindly contact the person above at (address and phone number) if you believe this to be
the case.
If you do not agree with our conclusions, you may file a disagreement statement with our facility
as soon as possible. Submit your written statement of disagreement to Michael Jackson, the
facility administrator, phone number (773-211-1212) or office responsible for handling the
billing or medical records amendments.
❖ If our facility disagrees with your disagreement statement, we shall offer you with our
rebuttal copy. If you are unwilling or not ready to submit a written disagreement, you may
still ask that we offer your amendment requests and our denials with any further disclosures
associated with protected health information. Submit your written statement of disagreement
to Michael Jackson, the facility administrator, phone number (773-211-1212) or office
responsible for handling the billing or medical records amendments.
You may file your complaints in writing to the Privacy Officer, phone number (773-211-1212) at
Orthodox Privacy Center. You may also submit your complaints to the Health and Human
Services Department Secretary, Professor Dean Kenned (phone number 773-211-1212, address
P.O Box 257-8000)
……………………………………………………………………………………………………….
Signature of Facility Representative
Running head: HIPAA ORGANIZATIONAL POLICY
HIPAA Organizational Policy
Jolanda Harrison
Rasmussen College
1
HIPAA ORGANIZATIONAL POLICY
2
HIPAA Organizational Policy
Policies set within various organizations are always intent on ensuring that the
stakeholders therein act according to the expectations of the company’s management. On the
other hand, the management needs to conduct itself according to the shareholders’ and
stakeholders’ expectations, failure to which the management could lose its position within the
company, or the company could end up having adverse relations with the stakeholders in the said
industry. Therefore, the primary role of organizational policies is to ensure that every member of
the organization meets the expectations of others working within the said company. The HIPAA
act is one of the most critical legal provisions within the healthcare industry, and policies related
to the act are critical to the success of healthcare organizations (Cannon & Caldwell, 206).
Consequently, the policy that healthcare workers should never share patient information with
third parties without the patient’s consent is an ideal derivative of the HIPAA that would be
effective within the healthcare organization.
Notably, the policy is based on the ethical belief that patients have the authority to decide
who accesses their information, while the health practitioners have a responsibility to maintain
confidentiality with the clients. Otherwise, the patients may find it hard disclosing some of their
issues to the health practitioners due to lack of trust that the information will not reach some
unintended audience. Therefore, following the HIPAA guidelines not only guarantee that the
organization follows the law, but also increases the level of trust for the business from the
customers. Ultimately, following the guidelines will help reduce the chances of adverse legal
actions against the company, which also improves the facility’s image within the healthcare
industry.
HIPAA ORGANIZATIONAL POLICY
3
In essence, the HIPAA guidelines deter health practitioners from divulging patient
information, which contributes to a high level of value for the patient’s privacy (Cannon &
Caldwell, 2016). Consequently, with the hospital policy indicating that the professionals therein
shave no right to share patient information with third parties, it shows the value attached to
integrity and care for the patient’s welfare. Notably, healthcare facilities ought to provide a
conducive environment in which the patient can recover his or her health status. Otherwise, the
said patient may not be in a position to regain his or her health if the environment is mentally
unconducive. Having to deal with the potential that friends and family may confront the patient
over some revelations made to them by the management may not be an appropriate environment.
Therefore, adhering to the HIPAA provisions increases the ability of the health facility to meet
its responsibilities to the consumers.
Nonetheless, different people have different opinions of privacy and, while the patients
may be satisfied at the lack of disclosure without patient’s authorization, some of their
significant others may not welcome the idea. The hospital policy could elicit different reactions
from an array of stakeholders, which makes it essential for the hospital to be committed and
appropriately face challenges to the implementation of the policy. Consequently, the staff
members should be of high enough integrity, to the extent that they would not bend to the plight
of people from different cultural settings, who may find it necessary to break patient
confidentiality simply because their culture allows such. A uniform approach to the application
of the HIPAA policy will be to the benefit of the company as it helps guarantee that the
practitioners have an official position in the event of possible ethical dilemmas.
HIPAA ORGANIZATIONAL POLICY
4
References
Cannon, A. A., & Caldwell, H. (2016). HIPAA violations among nursing students: Teachable
moment or terminal mistake-A case study. Journal of Nursing Education and
Practice, 6(12), 41.
Running head: HIPAA ORGANIZATIONAL POLICY
HIPAA Organizational Policy
Jolanda Harrison
Rasmussen College
1
HIPAA ORGANIZATIONAL POLICY
2
HIPAA Organizational Policy
Policies set within various organizations are always intent on ensuring that the
stakeholders therein act according to the expectations of the company’s management. On the
other hand, the management needs to conduct itself according to the shareholders’ and
stakeholders’ expectations, failure to which the management could lose its position within the
company, or the company could end up having adverse relations with the stakeholders in the said
industry. Therefore, the primary role of organizational policies is to ensure that every member of
the organization meets the expectations of others working within the said company. The HIPAA
act is one of the most critical legal provisions within the healthcare industry, and policies related
to the act are critical to the success of healthcare organizations (Cannon & Caldwell, 206).
Consequently, the policy that healthcare workers should never share patient information with
third parties without the patient’s consent is an ideal derivative of the HIPAA that would be
effective within the healthcare organization.
Notably, the policy is based on the ethical belief that patients have the authority to decide
who accesses their information, while the health practitioners have a responsibility to maintain
confidentiality with the clients. Otherwise, the patients may find it hard disclosing some of their
issues to the health practitioners due to lack of trust that the information will not reach some
unintended audience. Therefore, following the HIPAA guidelines not only guarantee that the
organization follows the law, but also increases the level of trust for the business from the
customers. Ultimately, following the guidelines will help reduce the chances of adverse legal
actions against the company, which also improves the facility’s image within the healthcare
industry.
HIPAA ORGANIZATIONAL POLICY
3
In essence, the HIPAA guidelines deter health practitioners from divulging patient
information, which contributes to a high level of value for the patient’s privacy (Cannon &
Caldwell, 2016). Consequently, with the hospital policy indicating that the professionals therein
shave no right to share patient information with third parties, it shows the value attached to
integrity and care for the patient’s welfare. Notably, healthcare facilities ought to provide a
conducive environment in which the patient can recover his or her health status. Otherwise, the
said patient may not be in a position to regain his or her health if the environment is mentally
unconducive. Having to deal with the potential that friends and family may confront the patient
over some revelations made to them by the management may not be an appropriate environment.
Therefore, adhering to the HIPAA provisions increases the ability of the health facility to meet
its responsibilities to the consumers.
Nonetheless, different people have different opinions of privacy and, while the patients
may be satisfied at the lack of disclosure without patient’s authorization, some of their
significant others may not welcome the idea. The hospital policy could elicit different reactions
from an array of stakeholders, which makes it essential for the hospital to be committed and
appropriately face challenges to the implementation of the policy. Consequently, the staff
members should be of high enough integrity, to the extent that they would not bend to the plight
of people from different cultural settings, who may find it necessary to break patient
confidentiality simply because their culture allows such. A uniform approach to the application
of the HIPAA policy will be to the benefit of the company as it helps guarantee that the
practitioners have an official position in the event of possible ethical dilemmas.
HIPAA ORGANIZATIONAL POLICY
4
References
Cannon, A. A., & Caldwell, H. (2016). HIPAA violations among nursing students: Teachable
moment or terminal mistake-A case study. Journal of Nursing Education and
Practice, 6(12), 41.
7/26/2018
•••
Jolanda Harrison
The Doctors’ Office
2342 Harrison Ave.
Chicago, IL. 60612
John Doe
2411 South Halsted St.
Chicago, IL. 60620
Customer Satisfaction Survey
Dear valued customer, first I would like to thank you for choosing us to do business with, I
know you have a great deal choices so we appreciate you choosing us. To ensure we maintain
the highest standers we would like to ask for your valued opinion on how we can make thing
even better. Simply rate us from one to five where one is “improvement needed” and five is
“fantastic”.
All information gathered is taken in strictest confidence and data is not sold on to third parties,
your data is always secure. Please click the link to complete survey.
https://www.surveymonkey.com/r/Preview/?sm=uJM_2B_2FbRTAAY7O0eYRtBXu5Nts298r6Jv
9QaVvkdrDrskVM_2F1YT5LBCgMyrnJ3krb
Thank you for your time and help in making us the best!
Jolanda Harrison
Medical Administrative assistant
The Doctors’ Office

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