With all the new information about HIPAA, due to be fully implemented by April 2005. You need to be aware of the laws governing your practice regarding confidentiality. One confidentiality aspect relates to employment law. Federal and state guidelines address employment laws and discrimination laws.You may want to check out Beeman Heifner Benge P.a. for more.
In terms of punishment and employment obligations, common law regulates the relationship between employer and employee. Such rules form part of the law of organizations and the partnership between the Principle (employer) and the employee (employee). In some cases, but not all of them, this law was replaced by statutory enactments, mainly at the Federal level. Employer-employee arrangement and work arrangements are significantly affected by government regulations. Employment terms between management and employee are governed by federal statute, which is designed to promote workplace management and employee welfare. Federal law also regulates and forbids employment discrimination based on race, gender, religion , age , disability or national origin. Furthermore, Congress has required that employers provide a safe and healthy environment for their employees to work in. All states have adopted Worker’s Compensation Acts which provide compensation for employees who have been injured to the employer in the course of their duties.
As I said above, the employee is a relationship which is closely related to the agency. And Contractor independent of principle. The employer has the right to monitor the employee’s physical behaviour within the employer-employee relationship, often called the (master-servant relationship). A individual who employs an independent contractor to do a specific job does not have the right to control the independent contractor ‘s conduct in executing his or her contract. The contract time to complete the job depends on the timeframe of the employer to complete the job(s) desired. Bear in mind that, within the framework of their jobs, the employer can still be held responsible for the abuse committed by an employee. In contrast, an employer is not generally responsible for torture performed by an independent contractor, although there are cases where the employer can be held liable for the independent contractor ‘s actions. Know the laws that regulate hiring an employee as an independent contractor.
In a professional setting, labour law isn’t really applicable to your chiropractic work. We’ll focus on employment law and discrimination law. There are a number of Federal Statutes which prohibit discrimination based on race, sex, religion, national origin, age and disability in employment.