Fitbit Dat Summary And Analysis

Both of these scenarios are tricky ones. On the one hand, any employer would want to get drugs out of the workplace. On the other hand you don’t want to invade an employee’s privacy. At the same time some jobs may require employees to conform to a certain standard of behavior both on and off the job,

I know if an employee with our corporation violates the HIPPA law, we will lose our job. That is pretty much the bottom line. We have training, meeting when it comes to protecting and keeping health records

employer would be at risk in an invasion of privacy lawsuit. A final issue is that of consistency.

All this information will be relating directly or indirectly to the patient’s past, present or future medical conditions. There are two way covered entities do not need to keep medical information confidential are when the information does not reveal the identity of the patient and the patient authorizes the release of information through a written HIPAA authorized release. There are some situations where non-covered entity does not need the patient’s authorization for their health records; these situations would be a court order. If a health care personal violate HIPAA, it can be very costly to the organization. The HIPAA fine have different categorize, if you will and have their own fines. One example, say a health care did not know they violated HIPAA. The investigation would have to prove that they did not know what he or she was doing. When that is said and done, a fine still needs to be paid. The find for this type would be a minimum of $100 per violation and the maximum is $50,000. On the other end of the scale, a person who knows that they are violating HIPAA, they will be hit with a $50,000 fine for each incident. With his fine, the company has the right to either fire the employee or take other disciplinary action, depending on the

Personal health information can be anything from general information such as the patient’s name, medical record number, social security number, address, or even their date of birth. Any health information pertains to the patient such as diagnosis, medical history, medications. Employees must make sure no medical paper work is visible as well as screen protectors are on all computer screens, where you may be documenting health information. It is important that all health care employees log out of a computer when they leave that station. Employees that are aware of a breach of confidently should use their change of command set up by their facility also notify their incidents or situations to their hospital’s privacy officer. To promote the proper use of health information, the Health Information Technology for Economic and Clinical Health Act, or HITECH Act, was created. Prior to the HITECH Act, HIPAA violations only resulted in minimal fines. Violations would result in a $100 fine, and a covered entity could only achieve a total of $25,000 in fines in one calendar year. The HITECH Act has broken the violations down into four categories, and has distributed the fines across them based on the category of violation. The first category would be a violations that caused by someone who didn’t know they were violating HIPAA. The fines for this tier are in the range

Fitbit Charge 2: Fitbit charge2 dashboard provide information on daily steps, calories burned ,distance in mile ,floor counting and hear rate in bpm.

The decline of jobs involving high intensity manual labor, the the rise of internet, computer, and T.V. access means that we are more sedentary than in the past. Engaging in physical activity prevents and alleviated many common disorders and diseases such as: obesity, hypertension, cardiovascular disease, depression, and type 2 diabetes. The Center for Disease Control and Prevention (CDC) recommends that adults get 2 and a half hours of moderate exercise during a week (CDC, 2008). In the past, few years several companies have produced smart devices to help monitor and motivate physical activity.

Autonomy, Nonmaleficence, Beneficence, and Justice are four bioethical principles in health care. It seems that all new technologies and devices which are used in different health care fields have been trying to respect these principles. However, sometimes using new technologies in health care could have negative impacts for patients, such as leaking their health information and being accessible to unauthorized persons, but in my opinion, most new technologies are helping health care professionals and patients for better care outcome. One of these technologies is sensors and wearable technology which helps patients to collect their health data and transfer them to the providers. Then, those data are used by health care providers to see if

Everyone is in control of his or her life. No one, except the individual, knows exactly what tactics work when it comes to health. It can often be a process of trial and error. Andria Martin’s experience with her Fitbit Flex is exemplified through a summary, the writer’s personal reaction, as well as conclusions that are derived from personal opinions.

Let face it, everybody wishes they could be healthier. Whether it by exercising more, making better decisions about what we eat, or a combination of both. There are many ways for a college student to stay healthy. However, what I lack is the control needed in keeping up with these life changing habits.

My computing innovation represented by my computational artifact is Fitbit. Fitbit was created in San Francisco, California by a group of inventors with knowledge in technology (1). Fitbit is a device that is worn, usually on the wrist, that collects data that includes the amount of calories you burn, steps climbed, distance traveled, etc (4). With the data that is collected there is an app that stores it. The Fitbit app keeps all of the data collected by the hardware and compiles it into graphs and charts so it is convenient to view the collected data (1).

Employers have the right and responsibility to monitor their place of business to protect themselves and their employees from invasion . The irony is that this can only be possible if an employer is able to monitor communications and exchanges . Therefore , for a company to be able to afford the protection that employees need , they must surrender in trust their privacy to the company

The participant began the project by collecting baseline data using ABC data, frequency data, and thoughts and emotions in her though journal. She also wrote out possible obstacles that would deter her form reaching the daily step count of 5000 steps. In addition, she also wrote out the possible short term and long-term positive and negative effects of change in relation to the target behaviour. These were all recorded in the beginning of the journal, which the individual referenced throughout the project on an as needed basis throughout the study, as well as in the initial phase of conducting the study.

The first questions to ask when it comes to e-mail and websites at work is, “Am I being watched?” The answer is most likely yes. Employers have begun to watch their employee’s activities with greater detail over the years. In 2001, CNN.com posted an article titled, Is your PC watching you? Find out!, which looked into this further. In this article “A study by the Privacy Foundation claims employers are monitoring the Internet and e-mail use of 14 million employees. (Articles.CNN, 2001)” While it can be assumed that number has grown over the last decade, it can also be said with certainty that measures have been put in place to ensure information transmitted via business internet connections have increased. The U.S. government, for example, has set up content filters and points of encryption to safeguard against system penetrations and intrusions. Although these measures are not practical for home use, limiting the information you supply to through the internet will help. One topic of contention that does not seem to have a resolution, however, is the subject of electronic medical records.

Generally, employers are concerned about the various issues that could transpire in the workplace such as poor performance, viewing of inappropriate and derogatory things on the organization's equipment, lower productivity, and injuries on the job (“Managing Workplace Monitoring”, 2016). Therefore, “employers also have a duty to their employees to protect the privacy and confidentiality of the personal information gathered and maintained in the course of employment (“Managing Workplace Monitoring”, 2016, para. 1). Moreover, the main reason for monitoring employees is solely tied into limiting the amount of litigation the organization can potentially be subjected to. Therefore, to minimize exposure and risk to