What should your first course of action be if a provider and secretary are found violating privacy regulations?

Getting Human Resources involved and recommending that discipline should be fair, equitable, and consistent is an appropriate first course of action when a privacy violation occurs. This approach ensures that any action taken aligns with the organization's policies and procedures, promoting accountability and fairness. HR is typically responsible for managing employee conduct and ensures that any disciplinary measures are handled in accordance with established guidelines, safeguarding employees' rights while addressing the violation.

This action also allows for a proper investigation to occur. A thorough HR-led investigation can provide insights into the context of the violation, allowing for appropriate disciplinary measures that are proportional to the severity of the infraction. By involving HR, organizations also ensure compliance with labor laws and regulations related to employee treatment.

Other options may not be suitable. For instance, doing nothing would create a culture of non-compliance and undermine the organization’s integrity. Immediate reporting to the Office for Civil Rights (OCR) could be premature without a full understanding of the incident, potentially straining the relationship with regulatory bodies. Additionally, involving labor departments prematurely may complicate matters and detract from the organization's ability to address the violation effectively within its own systems.