I liked the way you handled that. But, just for some clarification, I want to pass this information along regarding HIPAA for the benefit of others because this is an area that is very commonly misunderstood. I have worked in health care for decades and have myself been involved in bringing providers in compliance with OSHA standards.

HIPAA only applies to health care providers regarding patient's private medical information. The handling of certain private employment records is regulated by OSHA. Some states like CA, have their own regulations regarding the handling of this type of employee records. This includes injury reports, physicals, drug testing, and vaxxine records. An employee's private medical records must not be kept in an employee's regular file where almost anyone can gain access. Medical records must be kept secure where only a very few designated individuals have access. Any private medical information that is distributed WITHOUT written consent of the employee is in violation of OSHA regulations. A company can be held liable for the unauthorized release of such private medical information.

The ignorance of these regulations regarding an employee's medical information has left many employers vulnerable to lawsuits and fines. You did the right thing by refusing to divulge a medical status. A text could be construed as a written permission of sorts. Whether a text would hold up in a legal sense as consent is debatable because of the fact that did the employee know that their text is being viewed as giving written permission. A good question to ask would have been, "Are you authorized under OSHA regulation to ask an employee for such private medical information?" That would bring the conversation to a halt and would be a means to hopefully bring it to the attention of the higher ups that they may be crossing a line here. Smaller employers may not know this stuff, but there is no excuse for middle sized or large employers to not know how to handle these sensitive records. The whole way these employers have handled this vaxxine crap is inexcusable and they should be held accountable.

I liked the way you handled that. But, just for some clarification, I want to pass this information along regarding HIPPA for the benefit of others because this is an area that is very commonly misunderstood. I have worked in health care for decades and have myself been involved in bringing providers in compliance with OSHA standards.

HIPPA only applies to health care providers regarding patient's private medical information. The handling of certain private employment records is regulated by OSHA. Some states like CA, have their own regulations regarding the handling of this type of employee records. This includes injury reports, physicals, drug testing, and vaxxine records. An employee's private medical records must not be kept in an employee's regular file where almost anyone can gain access. Medical records must be kept secure where only a very few designated individuals have access. Any private medical information that is distributed WITHOUT written consent of the employee is in violation of OSHA regulations. A company can be held liable for the unauthorized release of such private medical information.

The ignorance of these regulations regarding an employee's medical information has left many employers vulnerable to lawsuits and fines. You did the right thing by refusing to divulge a medical status. A text could be construed as a written permission of sorts. Whether a text would hold up in a legal sense as consent is debatable because of the fact that did the employee know that their text is being viewed as giving written permission. A good question to ask would have been, "Are you authorized under OSHA regulation to ask an employee for such private medical information?" That would bring the conversation to a halt and would be a means to hopefully bring it to the attention of the higher ups that they may be crossing a line here. Smaller employers may not know this stuff, but there is no excuse for middle sized or large employers to not know how to handle these sensitive records. The whole way these employers have handled this vaxxine crap is inexcusable and they should be held accountable.