The threat of being in violation of some aspect of HIPPA or other employee privacy regulations are usually enough to get an employer to back off. They take the threat of civil lawsuits seriously as well. Most employers only want to be in compliance with what is legally required for them to do and stay out of the court system. Employers for the most part, are just as confused as the general public as to the difference between what they are legally compelled to do and what they are is just recommended to do. This veil of confusion is rampant in the workplace and is deliberate. Often, when and employer has a clearer understanding of exactly where that line is, they can make better decisions and not cause so much disruption among their employees. They just want to avoid lawsuits and state OSHA regulators. Given legal loopholes most employers will opt to take them. Once they understand they are not compelled to any of this crap, they probably won't - that is of course unless the employer is part of the wokies.

The threat of being in violation of some aspect of HIPPA regulations are usually enough to get an employer to back off. Most employers only want to be in compliance with what is legally required for them to do. Employers for the most part, are just as confused as the general public as to the difference between what they are legally compelled to do and what they are is just recommended to do. This veil of confusion is rampant in the workplace and is deliberate. Often, when and employer has a clearer understanding of exactly where that line is, they can make better decisions and not cause so much disruption among their employees. They just want to avoid lawsuits and state OSHA regulators. Given legal loopholes most employers will opt to take them. Once they understand they are not compelled to any of this crap, they probably won't - that is of course unless the employer is part of the wokies.

The threat of being in violation of HIPPA regulations are usually enough to get an employer to back off. Most employers only want to be in compliance with what is legally required for them to do. Employers for the most part, are just as confused as the general public as to the difference between what they are legally compelled to do and what they are is just recommended to do. This veil of confusion is rampant in the workplace and is deliberate. Often, when and employer has a clearer understanding of exactly where that line is, they can make better decisions and not cause so much disruption among their employees. They just want to avoid lawsuits and state OSHA regulators. Given legal loopholes most employers will opt to take them.