ASSIGNMENT
UNIVERSITY FOR DEVELOPMENT STUDIES
SCHOOL OF PUBLIC HEALTH
DEPARTMENT OF EPIDEMIOLOGY, BIOSTATISTICS AND DISEASE CONTROL.
HEALTH INFORMATION MANAGEMENT
LEVEL 300
COURSE : MEDICAL LAW AND ETHICS (HIM301)
INDEX NUMBER:HIM/0022/22
Workplace Issues: Medical Records, Employment Practices, and Legal Implications
1.Workplace issues
Workplace issues related to medical records and employment practices encompasses a
multifaceted array of intricate problems that arises within the organizational ecosystem,
affecting employees,productivity,and overall work environment by carrying significant legal
implications, particularly concerning privacy, discrimination, and compliance with regulatory
frameworks.
2.Medical Records in the Workplace:
Medical records in the workplace are sensitive documents that entails patients medical history
including diagnosis, treatment, medication,test results and other health information, that
requires strict confidentiality and security measures. Employers often need access to limited
medical information for purposes like workplace accommodations under the Americans with
Disabilities Act (ADA) or compliance with occupational health standards. However,
inappropriate handling of medical records can lead to privacy breaches, resulting in legal effects
for instance under laws like the Health Insurance Portability and Accountability Act (HIPAA) in
the United States. Employers must store such records separately from regular personnel files
and restrict access to authorized personnel only.
3.Employment Practices:
Employment practices encompass policies and procedures for hiring, managing, and
terminating employees. Best practices involve ensuring fairness, managing performance, and
adherence to labour laws. For example, during recruitment, employers should avoid questions
that could lead to discriminatory practices, such as inquiries about an applicant's medical
history, tribeet.etc.Workplace policies should also address accommodations for employees with
disabilities, pregnant workers, and those with chronic medical conditions. Ensuring compliance
with labor laws, such as the Fair Labor Standards Act (FLSA) and the Equal Employment
Opportunity Commission (EEOC) regulations, is critical to avoiding potential
lawsuits.
Legal Implications
Legal implications arise when workplace practices violate employees' rights or fail to meet
regulatory standards. For example, mishandling medical records can lead to lawsuits under
privacy laws, while discriminatory practices in hiring, promotions, or terminations may result in
claims under Title VII of the Civil Rights Act. Additionally, failure to provide reasonable
accommodations for employees with disabilities may breach ADA requirements. Employers
should implement robust policies, regular training, and audits to minimize legal risks and foster
a compliant workplace environment.
Conclusion
Employers must handle employee medical records and employment practices fairly and legally
by following laws like HIPAA,ADA .etc
References
1. U.S. Equal Employment Opportunity Commission. (n.d.). Prohibited Employment
Policies/Practices. Retrieved from https://www.eeoc.gov
2. U.S. Department of Health and Human Services. (n.d.). HIPAA for Professionals. Retrieved
from https://www.hhs.gov
3. Occupational Safety and Health Administration. (n.d). Record keeping.Retreive from
https:www.osha.gov
