The rapid evolution of electronic health records has dramatically changed the healthcare system in the past two decades. Healthcare organizations, both large and small, have transitioned from paper records to hybrid records, and then finally, for many organizations, to completely electronic data. In 2009, the American Reinvestment & Recovery Act (ARRA) created the federal “Meaningful Use” program. This program essentially amounted to a significant government subsidy for practices transitioning to electronic health records and provided funding for organizations to purchase electronic health records subscriptions from health information technology companies in exchange for complete adoption, implementation, and the regular development of quality reporting measures using the new software.
At first glance, the Fair Housing Act is fairly straightforward: one must not discriminate on the basis of race, color, national origin, religion, sex, familial status, or disability. These classes are protected by federal law and applicable universally in the United States of America. In practice, however, the fine line complying with FHA anti-discrimination laws and complying with internal leasing policies – aimed at protecting the company from high-risk renters — can be difficult to discern for apartment leasing agents.
In October of 2017, the downfall of disgraced sexual harasser Harvey Weinstein made national news and started what is now popularized as the #MeToo movement. Since then, numerous people have come forward to share their stories of workplace harassment in various industries. This leaves those in the human resources and/or compliance departments with a two-fold task: (1) protecting their employees, and (2) protecting the organization from legal liability regarding sexual (and other forms of) harassment in the workplace.