HIPAA Readiness Sample Clauses

HIPAA Readiness. Business Associate agrees that it will be fully compliant with the requirements of HIPAA and the HITECH Act, as applicable, and will provide the Covered Entity with written certification of such compliance upon request.
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HIPAA Readiness. On December 30, 2000 the Department of Health and Human Services, under congressional direction, issued the final version of the Privacy regulation outlined under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The rule guarantees that patients shall be protected against disclosure or misuse of their Protected Health Information. A stipulation of this regulation requires that a Business Associate Agreement should exist between a "covered entity" (healthcare provider) and a "non-covered entity" (Business Associate) that provides products or services for the "covered entity" that involves disclosure or exchange of a patient’s Protected Health Information. Amerinet Choice and Amerinet are seeking HIPAA readiness information from each of our contracted suppliers. This information will be provided to our membership through the "Members Only" Section of Member Resources, our contract information catalogue. The information provided by Amerinet Choice and Amerinet can then be used by Participating Facilities to help them determine if they should take further action (e.g., develop a Business Associate Agreement) with Supplier. Please xxxx one of the choices below: x Yes, Supplier is HIPAA ready (HIPAA ready means Supplier can execute a Business Associate Agreement per the terms of HIPAA Regulations) o No, Supplier is not HIPAA ready o HIPAA is not applicable to Supplier’s Products or services Amerinet Choice, L.L.C. 37 License and Supply Agreement Revised: 7/18/12 Supplier Initials Amerinet Initials
HIPAA Readiness. On December 30, 2000 the Department of Health and Human Services, under congressional direction, issued the final version of the Privacy regulation outlined under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The rule guarantees that patients shall be protected against disclosure or misuse of their Protected Health Information. A stipulation of this regulation requires that a Business Associate Agreement should exist between a "covered entity" (healthcare provider) and a "non-covered entity" (Business Associate) that provides products or services for the "covered entity" that involves disclosure or exchange of a patient’s Protected Health Information.
HIPAA Readiness. The Sellers represent and warrant that the Company has processed test claim files on its processing system, has submitted these test files to ClarEdi for HIPAA compliance review, and ClarEdi certifies that the specific capabilities represented in the data stream are in compliance with the HIPAA implementation guides. ClarEdi has issued to company certification through level 6 for Medical, Dental, and Institutional claims. As of the Effective Date, all internal programming necessary to achieve ClarEdi's level 6 certification status has in fact been completed. However, as of the Effective Date, the Company does not have any client submitting HIPAA-compliant 837 transactions nor do any of our existing payer connections accept a HIPAA-compliant 837 transaction; therefore, the Sellers are not able at this time to warrant that no additional programming to the processing system will be required in order for such processing system to process HIPAA-compliant claims once the Company's clients are ready to be or are in full production with the ANSI 837 HIPAA-compliant transactions.

Related to HIPAA Readiness

  • Workloads The parties agree to the following provisions relating to faculty members' workload. (a) The registration limits for all courses currently offered by the Employer in the academic, career and technology areas are 35 unless established by practice as lower, excepting multiple sections where the limit is the correct multiple of the number of sections involved. (b) The registration limits for English are as follows: (i) Writing and Composition Courses - 25 (ii) Writing Skills -17 (iii) Creative Writing - 22

  • Workload An employee who believes that her workload is unsafe or consistently excessive shall discuss the problem with her immediate supervisor. If the problem is not resolved in this discussion, the employee may seek a remedy by means of the grievance procedure. If the matter is not resolved in the grievance procedure, it may be referred to troubleshooter who shall: a) investigate the difference; b) define the issue in the difference; and c) make written recommendations to resolve the differences.

  • Loading RPMG shall schedule the loading and shipping of all outbound corn oil purchased hereunder, but all labor and equipment necessary to load trucks and rail cars and other associated costs shall be supplied and borne by Producer without charge to RPMG. Producer shall handle the corn oil in a good and workmanlike manner in accordance with RPMG’s written requirements and normal industry practice. Producer shall maintain the truck and rail loading facilities in safe operating condition in accordance with normal industry standards and shall visually inspect all trucks and rail cars to assure (i) cleanliness so as to avoid contamination, and (ii) that such trucks and railcars are in a condition suitable for transporting the corn oil. RPMG and RPMG’s agents shall have adequate access to the Ethanol Facility to load Producer’s corn oil on an industry standard basis that allows RPMG to economically market Producer’s corn oil. RPMG’s employees shall follow all reasonable safety rules and procedures promulgated by Producer and provided to RPMG reasonably in advance and in writing. Producer shall supply product description tags, certificates of analysis, bills of lading and/or material safety data sheets that are applicable to all shipments. In the event that Producer fails to provide the labor, equipment and facilities necessary to meet RPMG’s loading schedule, Producer shall be responsible for all costs and expenses, including without limitation actual demurrage and wait time, incurred by RPMG resulting from or arising in connection with Producer’s failure to do so.

  • Flextime ‌ (a) For the purpose of this agreement, flextime means the hours worked by an employee, or group of employees, who are given authority by the Employer to: (1) choose their starting and finishing times; and (2) choose their length of workday within a stated maximum number of hours, subject to meeting the required annual hours of work in accordance with this agreement, through a specified averaging period. (b) The full-time employee on flextime who has a day of absence, whether with or without pay, will be deemed to be absent for the agreed upon hours, providing at least the agreed upon hours are required to complete the averaging period. If less than the agreed upon hours are required to complete the averaging period, such number of hours will be deemed to be the hours of absence. (c) The averaging period for employees on flextime will be two pay periods. (d) The workday for those employees on flextime will not exceed 10 hours.

  • Leave Loading The employer and the individual employee must have genuinely made the agreement without coercion or duress.

  • Contractor shall Perform fully under the Contract;

  • Work Scheduling Except at the request of an affected employee, no employee shall have the number of hours they are normally scheduled to work reduced as the result of the use of non-permanent employees such as, but not limited to: seasonal, intermittent, student interns, interns, interim, established term, or temporary employees, due to the performance of such employee’s duties by the nonpermanent employee.

  • Commissioning Commissioning tests of the Interconnection Customer’s installed equipment shall be performed pursuant to applicable codes and standards. The ISO and Connecting Transmission Owner must be given at least five Business Days written notice, or as otherwise mutually agreed to by the Parties, of the tests and may be present to witness the commissioning tests.

  • – HOURS OF WORK & SCHEDULING 15.01 The normal hours of work for an employee are not a guarantee of work per day or per week, or a guarantee of days of work per week. The normal hours of work shall be seven and one-half (7½) hours per day, and seventy-five (75) hours in any bi-weekly period. 15.02 The normal daily shift shall consist of seven and one-half (7½) consecutive hours, exclusive of a one-half (½) hour unpaid meal period. Employees shall be entitled to a fifteen (15) minute paid break during each half of the normal daily shift, at a time designated by the Employer. 15.03 Employees required for reporting purposes shall remain at work for a period of up to fifteen (15) minutes which shall be unpaid. Should the reporting time extend beyond fifteen (15) minutes however, the entire period shall be considered overtime for the purposes of payment. 15.04 Requests for change in posted work schedules must be submitted in writing and co-signed by the employee willing to exchange days off or shifts and are subject to the discretion of the Administrator or her designate. In any event, it is understood that such a change initiated by the employee and approved by the Employer shall not result in overtime compensation or payment or any other claims on the Employer by any employee under the terms of this Agreement. 15.05 Where there is a change to Daylight Savings from Standard Time or vice-versa, an employee who is scheduled and works a full shift shall be paid for a seven and one-half (7½) hour shift rather than the actual hours worked. 15.06 In the event that a meal period is interrupted requiring an employee to attend to a work related problem, then the balance of the unused meal period will be taken within two (2) hours of the interruption. If the employee is unable to reschedule such time, she shall be paid time and one-half (1½) her regular straight time hourly rate for all time worked in excess of her normal daily hours, in accordance with Article 16.01.

  • Work Shifts Employees shall be scheduled to work on regular work shifts having regular starting and quitting times. Except for emergencies (see Section D), employees' work schedules shall not be changed without written notice to the employee at least five (5) working days prior to the date the change is to be effective. Irregular work schedules shall not be changed without written notice to the employee at least ten

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