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Disability laws for small business under the state of Missouri run parallel and overlap with the understanding of the Health Insurance Portability and Accountability Act of 1996. As such, it is necessary to be informed of both ideas: Missouri law and HIPAA.
Basic Understanding of Disability Law
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Any business of two to 50 employees is considered a a "small employer." According to Linda Bohrer, the state's Department of Insurance, Financial Institutions and Professional Registration director, "that [law which] previously only applied to groups of 3 to 25 employees will now apply more broadly." Small business owners should understand the implications of this law and who it effects because they are responsible for human resources and payments within the company.
Disability Law for Small Businesses
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The "Small Employer Health Insurance Availability Act" can determine -- as provided by HIPAA -- who is eligible for coverage under a small-business group health insurance plan. The small business owner, however, is responsible for injuries that occur during the employee's work hours as defined by law.
HIPAA's Implications
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HIPAA enforces the employers or their doctors to keep all medical information confidential. Only the patient has the right to have her information released and tell her employer or doctor who may receive it. A state is allowed to enforce the law of HIPAA further but it cannot mitigate it.
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