Question

Give a thorough justification for each action taken – explain & elaborate

Scenario Responses:

Scenario #1: HIPAA Violation

Disciplinary Action:

Justification:

Scenario #2: Filing Errors

Disciplinary Action:

Justification:

Scenario #3: Unsecured Department

Disciplinary Action:

Justification:

Answer 1

Scenario #1: HIPAA Violation

Disciplinary Action:

Since the introduction of the HIPAA Enforcement Rule,  the HHS' Office for Civil Rights has possessed the capacity to seek after money related punishments for HIPAA infringement. Associations found to have damaged HIPAA Rules or neglected to have executed strategies and systems in accordance with HIPAA Rules can confront serious money related punishments. In any case, shouldn't something be said about individual representatives who incidentally or intentionally damage HIPAA and patient security?

Justification:

Not all HIPAA violations are equal, although any violation of HIPAA Rules is a serious matter that warrants investigation and action by healthcare organizations. At the point when a HIPAA infringement is accounted for – by a worker, associate or patient – human services associations will research the occurrence and will endeavor to decide if HIPAA laws were damaged, and provided that this is true, how the infringement happened, the suggestions for patients whose protection has been abused, potential lawful issues emerging from the infringement and conceivable activity by controllers. Social insurance associations will be quick to make a move to guarantee that comparable infringement are avoided later on.

When an employee is discovered to have knowingly or unknowingly violated HIPAA Rules there are likely to be repercussions for the individual concerned.

An inadvertent obtaining, access, or utilization of ensured wellbeing data by a workforce part in which the procurement, access, or utilize was made in compliance with common decency and inside the extent of power would not be a reportable break and may not really result in disciplinary activity.

Scenario #2: Filing Errors

Disciplinary Action:

In unfair dismissal claims, employment tribunals (except in Northern Ireland) take the "Acas code of training on disciplinary and complaint techniques" into record where pertinent and may build a honor of pay by up to 25% for a business' preposterous inability to tail it.

Some dismissals can be fair if the employer follows their disciplinary procedures correctly, but some dismissals are automatically unfair. In any case, numerous businesses commit errors when taking care of disciplinaries and this can result in you having a case for unreasonable expulsion in the event that you have two years of persistent administration. Here we take a gander at the normal slip-ups Employers make.

Justification:

If your employer has a contractual disciplinary policy but doesn’t follow this your employer will be in breach of contract.  In case you're rejected without your boss after an authoritative disciplinary arrangement you can bring a case for rupture of agreement in a County Court or High Court, or improper expulsion (i.e. expulsion in break of agreement – with respect to the notice time frame and loss of compensation over the period in which the disciplinary period ought to have been pursued) and uncalled for rejection in an Employment Tribunal. In the event that you're expelled before you have two years ceaseless administration, you don't have a privilege to guarantee out of line expulsion however you may have the privilege to guarantee break of agreement if the circumstance above applies to you.

In a case in March 2014 the Supreme Court ruled that there’s an implied contractual right to a fair disciplinary process, a serious breach of which could enable an employee to obtain an injunction preventing the employer from completing the process without starting again.

Scenario #3: Unsecured Department

Disciplinary Action:

This document establishes a Security Incident Procedure which includes a graduated scale of disciplinary actions. Its motivation is to improve the assurance of ordered data, materials, gear, or zones by distinguishing, assessing, and doling out obligation regarding ruptures of security related with the previously mentioned things. A graduated size of disciplinary activities is required under area 1-304 of the National Industrial Security Program Operating Manual (NISPOM), DOD 5220.22-M, February 28, 2006, to which The University of Alabama at Birmingham consented to submit to consenting to a security arrangement, Form DD-441, with the U.S. Branch of Defense (DOD).

Justification:

The significance of a security incident does not depend upon whether information was actually compromised. It depends upon the intentions and attitudes of the individual who committed the violation.

Capacity and readiness to pursue the standards for insurance of characterized data is an essential for keeping up a trusted status. Albeit unintentional and rare infractions or minor infringement are normal, conscious or rehashed inability to pursue the principles is certainly not. It might be a manifestation of basic dispositions, passionate, or identity issues that are a genuine security concern.

The accompanying practices are of specific concern and may influence your trusted status:

An example of routine security infringement because of absentmindedness, imprudence, or a pessimistic state of mind toward security discipline.

Taking ordered data home, apparently to take a shot at it at home, or conveying it while in a movement status without appropriate approval.

Prying into undertakings or exercises for which the individual does not have (or never again has) a need to know. This incorporates demands for grouped productions from reference libraries without a legitimate need to know, or any endeavor to increase unapproved access to PC frameworks, data, or databases.

Inebriation while conveying ordered materials or that makes one talk improperly about grouped issues or to unapproved people.

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