The case that we discussed in regard to the disclosure of PHI was the case of Feige v. Novitas Sols.Amy Feige, a nurse analyst, worked for Novitas Solutions Inc, a company that has a contract with the government handling Medicare and Medicaid claims, paperwork, etc. After almost a year of working there, she began to take multiple FMLA that eventually led her to work remotely from home. Throughout her leave, Feige and co-worker McCarty communicated via telephone, email, and text messages about sensitive patient records violating patient confidentiality and protection of patient information. As a result, Feige was eventually terminated from Novitas for her improper conduct.

In general, a covered entity may only use or disclose PHI if either: (1) the HIPAA Privacy Rule specifically permits or requires it; or (2) the individual who is the subject of the information gives authorization in writing or verbally (Brooks, Savage 2017).

the HIPAA Privacy Rule specifically permits a use or disclosure of PHI for the covered entity that collected or created it for its own treatment, payment, and healthcare operations activities (Brooks, Savage 2017).

Severe issues may result from unauthorized disclosure of PHI. Potential consequences include employment termination, medical identity theft, lawsuits against the healthcare organization, and damage between the provider and patients relationship of trust that their health information is safe.

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