Content by Keyword: Employment

Although the majority of Americans with health insurance obtain their coverage through group health plans offered through their employers, many individuals obtain their coverage through the nongroup (or individual) insurance market.  Currently almost 18 million persons, or almost seven percent of the United States nonelderly (under age 65) popula

5.3.1 Work Schedule More than half of the direct care operators (54 percent) reported working around the clock with an additional 9 percent working more than 60 hours per week ( Exhibit 5-7 ). Only 11 percent worked 40 hours per week and another 11 percent worked part time. The mean number of hours worked per week specified by those operators wh

This state profile also available at: http://aspe.hhs.gov/pdf-report/improving-coordination-services-adults-mental-health-and-substance-use-disorders-massachusetts-state-profile A. Program Description Overview

This state profile also available at: http://aspe.hhs.gov/pdf-report/improving-coordination-services-adults-mental-health-and-substance-use-disorders-louisiana-state-profile A. Program Description Overview

States are experimenting with an array of strategies to address the fragmented delivery of services for Medicaid beneficiaries with behavioral health conditions. This report highlights the approaches adopted by four states--Illinois, Louisiana, Massachusetts, and Tennessee--to improve the coordination of physical health, behavioral health, housing

Each state implemented a different approach to improving care coordination for Medicaid beneficiaries with behavioral health conditions. Despite these diversities, state Medicaid officials, managed care representatives, providers, and consumer representatives in all states identified similar facilitators, challenges, and lessons learned for improv

A. Background and Statement of the Problem

1 1975 data conveyed to staff of the Privacy Protection Study Commission by staff at the National Center for Health Statistics. 2 National Center for Health Statistics, Health: United States 1975, (Rockville, Maryland: Department of Health, Education, and Welfare, 1975), p. 3. 3 Section 5(c)(2)A) of the Privacy Act of 1974 authorized the

The Commission considered several ways in which its medical-record recommendations might be implemented and enforced. The alternatives considered ranged from a wholly voluntary approach to Federal legislation which, like the 1974 Drug Abuse and Alcoholism statutes, 49 would make compliance with the recommendations a requirement attached to the di

The Commission's inquiry into the creation, maintenance, use, and disclosure of medical records and medical-record information led it to six basic conclusions. First , medical records now contain more information and are now available to more users than ever before.

In the early part of this century, physicians, most of them practicing alone, delivered 85 percent of all medical services in the country.

1 The Use of Polygraphs and Similar Devices by Federal Agencies, Report of the Government Operations Committee, U.S. House of Representatives, 94th Congress, 2d Session, 1976, p. 61; Rights to Privacy of Federal Employees, Hearings before the Subcommittee on Retirement and Employee Benefits of the Committee on Pos1 Office and Civil Service, U

With a few important exceptions, the Commission's specific recommendations on record keeping in the employee-employer relationship also embody a voluntary scheme for resolving questions of fairness in the collection, use, and dissemination of employee records. The reasons for not recommending statutory implementation of many of these recommendatio

External forces can impinge heavily on employment-related record keeping. Government action, technological change, evolving managerial viewpoints and techniques, perspectives and goals of business firms and labor unions, market forces, and change in the composition and character of the work force can all have an effect. Yet because policy must be

To the Commission's knowledge, no systematic analysis of how employee records affect employment decisions has ever been made. After an extensive survey of the literature, one writer characterized employment decision making as a "black box" problem: an individual can find out what information was available, and can know the outcome, but he may not

In a small organization the various items of information maintainedabout an employee are frequently mingled in one file, and the custodian ofthe file may perform a number of loosely related record-keeping functions.In a large organization, on the other hand, the need to deal in a consistentway with large numbers of employees, and to match applican

The record-keeping policies and practices of private-sector employers are best understood by viewing them in the context of the employee-employer relationship. The legal framework of that relationship is contractual. That is, in theory, the employer and employee make a contract on mutually agreed terms, with termination equally available to both p

A comprehensive study of the effects of record keeping on personal privacy must include records generated in the context of the relationship between employer and employee. The employment relationship affects most people over the greater part of their adult lives, and is basic to the economic and social well-being of our society. Loss of work is fo

Individual: any natural person who is a past, present, or proposed named or principal insured (including any principal insured under a family or group policy or similar arrangement of coverage for a person in a group), policyowner, or past or present claimant. Insurance Institution:

The activities of the nation's 4,700 insurance companies touch the lives of all Americans in a variety of ways. Two out of three Americans have life insurance protection; 1 90 percent of the civilian population under age 65 is covered by individual or group health insurance policies; 2 and 15 million are covered by the pension plans that life in