Speaker 1: Creating and maintaining a successful dental practice is not easy. Attracting and keeping patients, building an efficient staff, and staying aware of the latest trends takes effort. Keeping your dental office compliant with HIPAA and OSHA regulations is one more thing to juggle. HIPAA and OSHA training for dental offices is an essential part of compliance. Ideally, you'd like to have one solution to manage both. Here are four reminders to help as you work through the compliance conundrum. Give the right training to the right employees annually. Be able to prove HIPAA and OSHA training was done. Understand the consequences of not staying HIPAA and OSHA compliant. And know the most common HIPAA and OSHA citations and violations. Give the right training to the right employees annually. HIPAA and OSHA training for dental offices must take into consideration both laws. OSHA mandates that every practice employee be trained, including full and part-time employees. Whether you're a dentist, dental assistant, part of the administrative staff, or custodian, there are no exceptions. HIPAA training is mandatory for any employee who comes in contact with patient-protected health information. This applies to all employees and includes interns working at the office. Both HIPAA and OSHA have specific topics that must be covered during training. One crucial step to achieving OSHA dental office compliance is annual training for all employees. They further specify that new hires must receive the appropriate safety training within 10 days of starting their job. HIPAA requires training for all employees, including new hires and periodic refresher training. Because regulations may change yearly, annual training is considered a best practice to keep your office up to date on what they need to know. Be able to prove HIPAA and OSHA training was done. The enforcement arms of HIPAA and OSHA are much like your high school algebra teacher. Having the correct answer is meaningless if you can't show your work. HIPAA requires that training is documented. They don't define how it should be done, but it's a violation if you can't retrieve the information during an audit. OSHA is much more specific about documenting training. OSHA training records should include the training date, training content, trainer names and qualifications, and attendees' names and job titles. OSHA also requires employee training records to be maintained for three years. Employee training records to be available to the employee if a practice is sold. Employee records to be transferred to the new owner. And if a practice closes, employee records to be offered to the National Institute for Occupational Safety and Health. Understand the consequences of not staying HIPAA and OSHA compliant. Training isn't the only requirement to stay compliant with HIPAA and OSHA, but training must be a foundational piece of your overall compliance strategy. OSHA citations can be issued if just one employee misses required training. Fines can be as high as $70,000 per citation depending upon the severity of the violation. Depending upon the part of the regulation that was violated, HIPAA fines can be as high as $1.5 million. In the event of a breach, undocumented training creates a greater risk of lawsuits. Medical professionals could face charges for ethical violations leading to sanctions or even the loss of a license. Know the most common HIPAA and OSHA citations and violations. Citations issued by OSHA can vary widely across industries. Here are five of the most common OSHA citations issued to dentistry offices. Failure to implement and maintain an exposure control plan. Failure to train and maintain records of training. Failure to supply and use appropriate personal protective equipment. Failure to provide safety data sheets. And failure to adequately implement a hazard communication plan. Here are five of the most common HIPAA violations. Failure to perform a comprehensive risk analysis. Failure to adequately manage security risks. Failure to provide patients access to their health records in a timely manner. Failure to enter into business associate agreements with vendors. And failure to adequately safeguard EPHI on portable devices. Is there an easy way to keep your dental office HIPAA and OSHA compliant? Because there are so many moving parts involved in both HIPAA and OSHA compliance, it helps to have experienced advisors who will show you the right path to take. Your advisors should help you build a system that streamlines the process, reminds you when things need to be done, and keeps records that can stand up to any audit or inspection. Find out how Compliancy Group can help. Contact us today.