quote:

Originally posted by LHeym500:
HIPPA only applies to the medical provider. It would be a HIPPA violation for the Med provider to disclose that information without you having executed a HIPPA Compliant waiver.

The employer asking you to provide it is not a HIPPA violation.

HIPPA also has no criminal penalty. The law specifically places enforcement a state AF in a civil context.

quote:

It generally prohibits healthcare providers and businesses called covered entities from disclosing protected information to anyone other than a patient and the patient's authorized representatives without their consent. The bill does not restrict patients from receiving information about themselves (with limited exceptions).[5] Furthermore, it does not prohibit patients from voluntarily sharing their health information however they choose, nor does it require confidentiality where a patient discloses medical information to family members, friends, or other individuals not employees of a covered entity .

quote:

Originally posted by LHeym500:
HIPPA only applies to the medical provider. It would be a HIPPA violation for the Med provider to disclose that information without you having executed a HIPPA Compliant waiver.

The employer asking you to provide it is not a HIPPA violation.

HIPPA also has no criminal penalty. The law specifically places enforcement a state AF in a civil context.

The info is HIPPA protected, but it is not a violation for your employer to require you to be vaccinated and confirm as a condition of employment.

The S. Ct., ruled on that during the Pandemic. Subject to a sincerely held religious belief analysis or reasonable accommodation for people w disabilities concerning vaccines.



It is important to note that the OSHA Ruling does not affect private employers’ ability to voluntarily implement mandatory vaccination or testing policies so long as employees are permitted to seek accommodations under both federal and state law. Although the OSHA ETS may have provided employers with an argument as to preemption of state or local restrictions on employers’ abilities to impose vaccination mandates.

The fact you got your employer to blink does not reflect the status of Fed law.

Sone states have passed laws preventing private employers from requiring vaccination.

The Feds can and have required vaccination and proof thereof for certain healthcare professionals who work in fields that receive federal funds.

From Thomas Reuters:

A spokesperson for the Texas Workforce Commission (TWC) has confirmed with Thomson Reuters that it is unlikely that a claimant will be disqualified from receiving unemployment benefits if the work separation was caused by the employee’s failure to receive the COVID-19 vaccine, although each individual case is different. The last employer on an individual’s claim may be exempt from paying reimbursements if the person separated due to misconduct or quit without good cause. Being vaccinated or lack thereof is not determinative in and of itself regarding work separation. Facts will be reviewed on a case-by-case basis. The TWC has set up a webpage that allows individuals to report a vaccine job loss.

quote:

Autism dx has increased about 300%, not 5000. And, it's mostly because the definition has broadened and screening is much more sophisticated than it used to be. Not because of vaccines. There is zero credible science on that....zero.

https://publichealth.jhu.edu/2...e-an-autism-epidemic