Quote from jadu 1106
a full term mother at 38 weeks came into the hospital last month and delivered a baby. the mother states she did not know she was pregnant, and thought her labor pains were "gas" pains. this mother delivered at shift change, and mother nor baby came to the nursery before this particular shift ended. my question is if a message seen on facebook later that day suggests a comment/opinion about this situation: something is just not right if a mother is full term and delivers a newborn without knowledge of being pregnant due to "gas" pains.
is this considered ok or in violation of hipaa?
first of all thank you for spelling hipaa correctly.
please! please! please! tell me this is a homework assignment....please!?!
do people insist on posting this stuff to facebook??
what is it about facebook? i'm on facebook. yet.......i don't feel obligated to post my every thought and move to a public forum.
this stuff will haunt you. the laws have not yet caught up to the technology. i know of a case that was fought and won about an employee saying my boss is ^&*^%*(%^(..........never mentioning the bosses name but had their place of employment on their profile.....they got fired. they sued and aclu protected their right to assemble and voice descent........they got a "settlement" but still did not have their job.
new haven, conn. — an amr paramedic in connecticut was illegally terminated after criticizing her boss on facebook, according to an initial ruling by the national labor relations board.
officials rule conn. amr wrongly fired medic for facebook post
ultimately amr settled out of court to prevent case law precedent.
"dawnmarie souza, the emt who was fired after she posted unflattering descriptions of her supervisors at amr on her facebook page, has agreed to a 2-part settlement with amr and the encouragement of the federal judge hearing the complaint.the associated press [color=#0168d2]sums it up
the national labor relations board sued the company last year, arguing the worker’s negative comments were protected speech under federal labor laws. the company claimed it fired the emergency medical technician because of complaints about her work.
under the settlement with the labor board, american medical response of connecticut inc. agreed to change its blogging and internet policy that barred workers from disparaging the company or its supervisors. the company also will revise another policy that prohibited employees from depicting the company in any way over the internet without permission.
terms of a private settlement agreement between the employee, dawnmarie souza, and the company were not disclosed, but kreisberg said the parties reached a financial settlement. souza will not be returning to work there.
many people had been anticipating a legal decision that defined the limts an employer could impose on an employee’s right to talk about their workplace and superiors. they will have to wait longer, now." amr vs. facebook settlement | firegeezer
amr settles dawnmarie souza's wrongful termination lawsuit - wrongful termination - philadelphia employment law news
if there is no patient name or identifier it may not be hipaa. but, if your employer is listed it might be.......it is at the very least a violation of the hospitals confidentiality policy and social media policy.
please......just keep this stuff off facebook. pm your friends....talk them in person. don't place it in social media for the world to see......forever! what is muttered underneath your breath at work doesn't need to be posted on the world wide web!
just a good rule of thumb.....keep work stuff off social media.
don't get fired for facebook: 10 ways to use social media safely