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Since: Jun 12

Rock Hill, SC

#1 Jun 15, 2012
What is Lowe's policy on the spread of employee gossip in the store? The rumours run rampant, some of them highly personal and damaging. One particular instance is where our dept manager is revealing very sensitive information regarding a fellow employee in my department. It's very disturbing to me and I find it very unprofessional. What can I do about this without confrontation or losing my job? Does anyone else have a problem with this?
Mike

Altamont, NY

#2 Jun 16, 2012
H.R
DMxMD

United States

#3 Jun 16, 2012
Ah... I remember MY first job...

Are you 16? Why do you care what is being said about your "fellow employee"? Management is not going to teach you how to be adults. If your DM is doing something illegal or unethical then go to HR or your ASM. But beware, if you bring some stupid highschool crap to them its only going to make YOU look bad. What do you mean by personal and damaging? This just doesn't sound right.

Since: Jun 12

Boiling Springs, SC

#4 Jun 16, 2012
Ahhh, no. I'm not 16 and it certainly isn't my first job. I'm not talking about everyday gossip. The DM has leaked confidential health information about another employee to others. I think it's very unprofessional and possibly illegal.
nedm

Pembroke, MA

#5 Jun 17, 2012
Yeah that's illegal via the HIPPA laws but if lawsuits fly anything against the company goes directly to corporate.
letitbknown

Mooresville, NC

#6 Jun 17, 2012
I would let him/her know how I felt about and let it be known that I won't tolerate it. It could be construed as creating a hosile work environment. It's not only un-proffessional it's a dousche bag thing to do. speaking of which @ nedm 'HIPAA' laws apply to the medical proffessions - perhaps you should og googled that first so that you would have at least a miniscule idea as to what you are saying
nedm

United States

#7 Jun 17, 2012
Actually it pertains to employers as well
http://en.wikipedia.org/wiki/Health_Insurance...

"EDI Benefit Enrollment and Maintenance Set (834) can be used by employers, unions, government agencies, associations or insurance agencies to enroll members to a payer. The payer is a healthcare organization that pays claims, administers insurance or benefit or product. Examples of payers include an insurance company, health care professional (HMO), preferred provider organization (PPO), government agency (Medicaid, Medicare etc.) or any organization that may be contracted by one of these former groups."

I've also worked at a drug store chain before and one item you always keep private is patient information. Yes you aren't technically working in healthcare technically but it still applies.
Doodle Bug

Mooresville, NC

#8 Jun 17, 2012
DMxMD wrote:
Ah... I remember MY first job...
Are you 16? Why do you care what is being said about your "fellow employee"? Management is not going to teach you how to be adults. If your DM is doing something illegal or unethical then go to HR or your ASM. But beware, if you bring some stupid highschool crap to them its only going to make YOU look bad. What do you mean by personal and damaging? This just doesn't sound right.
Ahhhh, the goose stepping, boot licking, sycophant felcher again gives us his perverted and distorted view of the way things ought to be if Lowes had a Gestapo division. Crawl back under your bridge. You are a disgrace to even the bad managers.
Hope

Pittsfield, MA

#9 Jun 17, 2012
HR would likely look at it in regard to Title I of the Americans with Disabilities Act.
DMxMD

Gardner, KS

#10 Jun 17, 2012
Doodle Bug wrote:
<quoted text>
Ahhhh, the goose stepping, boot licking, sycophant felcher again gives us his perverted and distorted view of the way things ought to be if Lowes had a Gestapo division. Crawl back under your bridge. You are a disgrace to even the bad managers.
Dude, you're an idiot. You're the type that any policy or rational business decision you don't agree with or don't feel like should apply to you is automatically perverted, distorted, or something drempt up by Nazis. I was simply poking a little fun at the fact that these "supposed" adults are actually having a serious issue with gossip. Everyone should have common sense enough to know what is ok to say at work, and what isn't and should be reported.

And NEDM, your copy and paste clip has nothing to do with whether or not hippa applies to employers. A simple Google search of "does hippa apply to employers" shows that it only really applies to employers that have health services like clinics, pharmacies, etc. Lowes does have a self funded insurance system (which also applies), so reccords you send corp about your med bills etc are private, but when you go to work and simply open your big mouth to the wrong person, no, that is not covered, because they have had no access to your medical records and no ability to release info you didn't voulenteer to release.

Since: Jun 12

United States

#11 Jun 17, 2012
OK, thanks. I'm finally getting some helpful, rather than flippant, answers. I think the DM realizes she was in the wrong because she didn't speak a word to me all weekend. She wouldn't even look at me. She knows I'm pissed. The information she leaked regarding my co-worker pertains to his alleged struggle with drug addiction. Does that go under health information? I don't know if it's true, nor do I want to know, but I don't feel comfortable knowing about it, or her discussing it with anyone else in the department. I think it's a breach of confidentiality and I'm seriously considering going to HR with this.
intelligent imbecile

Mooresville, NC

#12 Jun 18, 2012
nedm wrote:
Actually it pertains to employers as well
http://en.wikipedia.org/wiki/Health_Insurance...
"EDI Benefit Enrollment and Maintenance Set (834) can be used by employers, unions, government agencies, associations or insurance agencies to enroll members to a payer. The payer is a healthcare organization that pays claims, administers insurance or benefit or product. Examples of payers include an insurance company, health care professional (HMO), preferred provider organization (PPO), government agency (Medicaid, Medicare etc.) or any organization that may be contracted by one of these former groups."
I've also worked at a drug store chain before and one item you always keep private is patient information. Yes you aren't technically working in healthcare technically but it still applies.
"Actually it pertains to employers as well" Ummmm,,,you may want to do more research before you spew out non-sense,,,better to be thought the fool than to open your mouth and eliminate all doubt.
nedm

Pembroke, MA

#13 Jun 18, 2012
"Lowes does have a self funded insurance system (which also applies), so reccords you send corp about your med bills etc are private, but when you go to work and simply open your big mouth to the wrong person, no, that is not covered, because they have had no access to your medical records and no ability to release info you didn't voulenteer to release."

Voulenteer? Anyways technically if someone looks like they were addicted to drugs then there is a procedure to have a few witnesses (it's some old policy) verify and they can be told to go home.

Generally speaking medical records are the only records in the country that have privacy built into them.
http://www.privacyrights.org/fs/fs8-med.htm

HR isn't supposed to tell personal details of peoples lives. You are not supposed to leak confidential information. Just like state laws differ on the release of the results of criminal background checks.What is seen and unseen and for how long varies dramatically.
igiveup

Mooresville, NC

#14 Jun 18, 2012
nedm wrote:
"Lowes does have a self funded insurance system (which also applies), so reccords you send corp about your med bills etc are private, but when you go to work and simply open your big mouth to the wrong person, no, that is not covered, because they have had no access to your medical records and no ability to release info you didn't voulenteer to release."
Voulenteer? Anyways technically if someone looks like they were addicted to drugs then there is a procedure to have a few witnesses (it's some old policy) verify and they can be told to go home.
Generally speaking medical records are the only records in the country that have privacy built into them.
http://www.privacyrights.org/fs/fs8-med.htm
HR isn't supposed to tell personal details of peoples lives. You are not supposed to leak confidential information. Just like state laws differ on the release of the results of criminal background checks.What is seen and unseen and for how long varies dramatically.
K you're tight,,,u r always right,,,whack job
Furby

Mooresville, NC

#15 Jun 19, 2012
nedm wrote:
Yeah that's illegal via the HIPPA laws but if lawsuits fly anything against the company goes directly to corporate.
Contrary to what world you may live in, in our world there is no federal law requiring me to keep my mouth shut if one of my employees tells me they have medical problems. Perhaps common sense and decency, but no laws.

The first step to recovery is admitting you have a problem. Man up and admit you are wrong, it will make you feel better.
nedm

Bridgewater, MA

#16 Jun 19, 2012
Nice half truth there. You stated federal but said nothing of state or local.

http://www.sog.unc.edu/node/827

"Who is required to comply with the HIPAA Administrative Simplification regulations?"

"The term "health care provider" is defined very broadly to include any person or organization that furnishes, bills or is paid for health care in the normal course of business. For example, local health departments, mental health area authorities, departments of social services and emergency medical services agencies may all be "health care providers" that transmit HIPAA transactions electronically. Some of these departments or agencies may serve multiple counties. In some instances, counties contract with private entities for the provision of some types of health care (such as emergency medical services)."

You also have to keep in mind is that when any organization contracts with the Federal government that Federal standards apply. The GSA contract for example means that the hiring practices of lowes have to be open. Some businesses don't want to contract to the government for some of these same reasons. It isn't worth the hassle.
Say What?

United States

#17 Jun 19, 2012
ChucktownChick wrote:
What is Lowe's policy on the spread of employee gossip in the store? The rumours run rampant, some of them highly personal and damaging. One particular instance is where our dept manager is revealing very sensitive information regarding a fellow employee in my department. It's very disturbing to me and I find it very unprofessional. What can I do about this without confrontation or losing my job? Does anyone else have a problem with this?
Here is some advice. Use connections or HR for this question. Not Topix! Do you think what you get here for answers are valid truth?
Say What?

United States

#18 Jun 19, 2012
ChucktownChick wrote:
Ahhh, no. I'm not 16 and it certainly isn't my first job. I'm not talking about everyday gossip. The DM has leaked confidential health information about another employee to others. I think it's very unprofessional and possibly illegal.
The Dept. Mngr. Is not privy to that kind of info.
Furby

Mooresville, NC

#19 Jun 19, 2012
nedm wrote:
Nice half truth there. You stated federal but said nothing of state or local.
http://www.sog.unc.edu/node/827
"Who is required to comply with the HIPAA Administrative Simplification regulations?"
"The term "health care provider" is defined very broadly to include any person or organization that furnishes, bills or is paid for health care in the normal course of business. For example, local health departments, mental health area authorities, departments of social services and emergency medical services agencies may all be "health care providers" that transmit HIPAA transactions electronically. Some of these departments or agencies may serve multiple counties. In some instances, counties contract with private entities for the provision of some types of health care (such as emergency medical services)."
You also have to keep in mind is that when any organization contracts with the Federal government that Federal standards apply. The GSA contract for example means that the hiring practices of lowes have to be open. Some businesses don't want to contract to the government for some of these same reasons. It isn't worth the hassle.
Me personally, as a department manager, am not bound by HIPPA for any information any of my empolyees choose to share with me. That is how this thread started, talking about a DM spreading gossip about a fellow employee. This is not covered by HIPPA in any way shape or form, no matter how you try to spin it.
Based on your arguement, if an employee tells me they have herpes, they can sue me under HIPPA if I tell another person. That is completely wrong. Learn the law before you try applying it.
nedm

Bridgewater, MA

#20 Jun 19, 2012
Medical records are supposed to be private. What I argue is that if HR decides to say tell other employees what meds people take or their kids etc. I'm talking about if actual records are being released not he said/she said material.

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