- Protesting Against Actions Resulting in Emotional Distress
- Protesting Wrongful Job Termination
- Requesting Access to Personnel File
- Protesting Derogatory Reference Given to a Prospective Employer
- Requesting Severance Pay
- Demanding Final Pay
- Protesting Wrong Information in the Personnel File
- Protest Against Racial Harassment
- Protesting Retaliation Discrimination
- Filing Appeal Against Wrongful Disciplinary Action
- Appealing Denial of Unemployment Insurance
- Denial of Overtime
- Filing Claim Against Discriminatory Pay
- Protesting Against Unsafe Working Condition
- Filing Complaint Against Age Discrimination
- Protesting Race Discrimination
- Protest Against Blacklisting
- Demanding Accrued Vacation Pay
- Demanding Earned Bonus
Employee Privacy Right-Medical Records
Many states prohibit unauthorized disclosure of an employee’s medical records as well as the unauthorized acquisition of medical information. Some states require that an applicant or employee not be charged the cost of an employer-requested physical test and given a copy of the result. In other states, for example California, it is mandatory to obtain the written consent of the job applicant or the employee before disclosing the information to the employer.
What does medical record contain?
Medical records are created when an individual receives treatment from a health professional, such as physician, nurse, dentist, chiropractor or psychiatrist. The record may also include individuals or family medical history, details about smoking habits or past drug or alcohol abuse. Records also contain laboratory test results, medications prescribed, and operation undergone, etc.
- The employee has considerable rights in the event that if confidential medical information is conveyed to outsiders without the consent or knowledge and is used to the employee’s disadvantage.
- Medical data, all information related to the employee’s health, diagnosis and treatment of illness or any information revealed during medical consultations must be maintained in the strictest confidence to avoid violations of state privacy laws.
- Medical records should be kept separately from personnel records.
- The confidentiality of medical records is covered by the American with Disabilities Act (ADA). Under ADA, result of any medical examinations or information must be kept on separate forms and in a separate file and should be kept confidential.
Sign-Up Today For Your FREE "Know Your Rights" Mini-Course to Learn:
|What 3 Steps To Take If You Suspect Your Rights Were Violated!|
|How To "Fight Back Legally" When Your Rights Are Violated!|
|Why Trusting Your Employer Could Cost You Big Time!|
|How to Protect Yourself When the "Unthinkable" Happens!|
|And Much, Much More!|
Fill-out the form below for your FREE "Know Your Rights" Mini-Course Today!
- Employee Rights on Personnel Files
- Employee Distress Rights
- Employee Rights on Employer Policies
- Employee Right on Discipline
- Employee Defamation Right
- Employees Right-Whistle Blowing
- Leave of Absence and Vacation
- Employee Rights-Injuries and Illness
- Non-compete Agreement
- Employee Pension Right
- Employee Benefit Right
- Employee Rights on References
- Employee Rights on Criminal Records
- Employee Rights on Fraud
- Employee Right on Assault and Battery
- Employee False Imprisonment Right
- Employee Negligence Right
- Employee Right-Political Activity
- Government Agencies
- Employees Right on Union/Group Activity
- Worker's Compensation Right
- Tables - State Law
- Employee Right Glossary