Health Information Compliance Alert
Assess Employee's Reasons
Question:
Florida Subscriber
Answer: You have no mitigation obligation if no harm was caused by the employee's action, notes attorney Robyn Meinhardt of Foley & Lardner in Denver. Next step: You must determine the employee's level of culpability."Ask yourself: Did she know this was against the rules?" she says.
The bottom line: While you do not need to mitigate this violation, you do need to figure out what went wrong in the situation and make sure it doesn't happen again. "Work through your sanction policy and do what is appropriate" for the situation,Meinhardt asserts.
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