Producers Agreement Adds HIPAA Requirements for Insurance Agents and Risks for Insurance Carriers

In a recent blog, I discussed the Business Associate provisions found within the Health Insurance Portability and Accountability Act (HIPAA). In that discussion, I pointed out that most healthcare organizations and health plans do not carry out all of their healthcare activities and functions by themselves. Instead, they often use the services of a variety of other persons or businesses (Business Associates).

The Privacy Rule allows covered entities and health plans to disclose protected health information to these “business associates” if the providers or plans obtain satisfactory assurances that the business associate will use the information only for the purposes for which it was engaged by the covered entity, will safeguard the information from misuse, and will help the covered entity comply with some of the covered entity’s duties under the Privacy Rule. The satisfactory assurances must be in writing, whether in the form of a contract or other agreement between the covered entity and the business associate.

Insurance Carriers Contract with Agents (Business Associates)

As a result of the Business Associate provisions of HIPAA, insurance carriers have added HIPAA Business Associate specific requirements to the Producers Agreement, due to the fact:

1.Insurance carriers most often use independent insurance agents

2.Allow the disclosure (and collection) of protected health information to the agent

3.Are required to obtain satisfactory assurances in writing, whether in the form of a contract or other agreement between the covered entity and the business associate.

A Developing Risk for Insurance Companies and Their Agents

In speaking with insurance company officials, I have asked how their agents meet the “contractual” obligations of their producer’s agreement, as it relates to the administrative, physical and technical safeguards the agents are required to implement? The answers vary from, “we provide HIPAA training for those agents who attend one of our conferences” to “we leave that up to the agents”.

In my opinion, the risk associated with thousands of agents handling protected health information, without a formal HIPAA compliance program adds unnecessary risk to the company and agent. To get a better idea of exactly what an agent is contractually agreeing to, let’s take a look at an example of a producer’s agreement covering confidentiality of information and security and privacy (HIPAA)…


4. Producer agrees that it will implement appropriate safeguards to prevent the use or disclosure of Protected Health Information in any manner other than pursuant to the terms and conditions of this Agreement.

5. Producer shall, within five (5) business days of becoming aware of a disclosure of Protected Health Information in violation of this Agreement by Producer, its officers, directors, employees, contractors or agents or by a third party to which Producer disclosed Protected Health Information pursuant to paragraph 2 of this Section of the Agreement, report any such disclosure to Company.

6. Within five (5) business days of a request by Company for access to Protected Health Information, Producer shall make available to Company such Protected Health Information for so long as such information is maintained. In the event any individual requests access to Protected Health Information directly from Producer, Producer may not deny access to the Protected Health Information requested. Rather, Producer shall, within two (2) business days, forward such request to Company.

7. Within ten (10) business days of receipt of a request from Company for the amendment of an individual’s Protected Health Information, Producer shall incorporate any such amendments in the Protected Health Information that Producer maintains. In the event that an individual’s request for the amendment of Protected Health Information is made directly to the Producer, Producer may not deny the requested amendment. Rather, Producer shall, within two (2) business days, forward such request to Company.

8. Within ten (10) business days of notice by Company to Producer that it has received a request for an accounting of disclosures of Protected Health Information regarding an individual during the six (6) years prior to the date on which the accounting was requested, Producer shall make such information regarding its disclosures available to Company as is required for Company to make the accounting. At a minimum, Producer shall provide Company with the following information: (i) the date of the disclosure, (ii) the name of the entity or person who received the Protected Health Information, and, if known, the address of such entity or person, (iii) a brief description of the Protected Health Information disclosed, and (iv) a brief statement of the purpose of such disclosure that includes an explanation of the basis for such disclosure. In the event the request for an accounting is delivered directly to Producer, Producer shall within two (2) business days forward such request to Company.

9. Producer hereby agrees to implement an appropriate recordkeeping process to enable it to comply with the requirements of this Section.

10. Producer hereby agrees to make its internal practices, books and records relating to the use and disclosure of Protected Health Information received from, or created or received by Producer on behalf of, Company available to the Company and to the Secretary for purposes of determining Company’s and Producer’s compliance with the Privacy Standards.

11. At termination of this Agreement, if feasible, Producer shall return or destroy all Protected Health Information received from, or created or received on behalf of, Company that Producer maintains in any form and shall not retain any copies of such information, or if such return or destruction is not feasible, extend the protections in this Agreement to such information and limit further uses and disclosures to those purposes that make the return or destruction of such information infeasible.

12. With respect to Electronic Protected Health Information, no later than the compliance date for the Security Standards and at all times thereafter, Producer shall comply with the requirements of the HIPAA Security Standards set forth in 45 C.F.R. Parts 160 and 164, Subpart C (“Security Standards”), and, in particular, shall:

a) Implement administrative, physical, and technical safeguards that reasonably and appropriately protect the confidentiality, integrity, and availability of the Electronic Protected Health Information that Producer creates, receives, maintains, or transmits on behalf of Company as required by the Security Standards;.

b) Ensure that any agent, including a subcontractor, to whom Producer provides such information agrees to implement reasonable and appropriate safeguards to protect it; and

c) Report to Company any Security Incident of which it becomes aware.

13. This confidentiality provision shall survive the termination of this Agreement.

Diffusing Liability for Insurance Company and Agent

After reviewing the sample confidentiality and HIPAA provisions of the producer’s agreement above, the question becomes -

1.How will an agent accomplish (or more specifically, meet the contractual obligations) of the producer’s agreement?

2.What compliance management tools will be available as an agent resource?

Take a look at a sampling of agent requirements and resource needs below.

Clearly, the table above points out the need for a formal compliance program for agents. Equally important, is the opportunity for the Company to make HIPAA management tools available to agents to in order to obtain satisfactory assurances that the agent (business associate) will use the information only for the purposes for which it was engaged by the covered entity, will safeguard the information from misuse, and will help the Company comply with the duties under the Privacy Rule and Security Rule. In doing so, HIPAA liability will be diffused for both the agent and Company.

Grant Peterson, J.D. leads the HIPAA Analytics team. For questions or comments, please refer to Contact Us

Why Outsourcing is Healthcare’s Newest Compliance Tool

I recently had the chance to meet with a healthcare organization to discuss the issues facing midsize medical groups. As you might guess, HIPAA compliance made the top ten list.

Here’s what I learned. First, there is general acknowledgement that it takes time to keep current with HIPAA compliance tasks. Second, most administrators (particularly in organizations smaller than a hospital) have added duties of “Compliance Officer” to their already full plate of tasks and finally, compliance officers believe that they do not have the time nor skill sets to meet the objectives of strong privacy and security management.

You can probably see a good news/bad news story developing here! You’re right. Let’s start with the bad news first. HIPAA is not going away and in fact most predict it to follow other regulations (OSHA as an example). Already we are seeing a strengthening of enforcement – read more about  Providence Health & Services loss of electronic backup media and laptop computers containing individually identifiable health information in 2005 and 2006.

In addition, a Senate bill (called HIPSA) has been introduced to significantly enhance the enforcement of HIPAA, read more at:

So what about the good news? Thanks to technology, coupled with experienced compliance specialists, outsourcing a compliance officer may be your newest compliance tool. Here’s how it works – to adequately manage HIPAA compliance, consultants like this author use a comprehensive Web-based program to create, manage and monitor the outsource client. In doing so, it allows the consultant to track all staff, manage polices & procedures and forms, monitor training and conduct a limited number of on-site visits to conduct a periodic gap assessment and report on the client’s compliance status.

The result,  you have a professional compliance officer managing your HIPAA compliance program, reducing administrative costs, increasing ability for the administrator to focus on core business activities and improved compliance excellence.

Grant Peterson, J.D. leads the HIPAA Analytics team. For questions or comments, please refer to Contact Us

Long-Term Care: Quality Training on Your Budget!

I recently read an interesting long-term care report on the topic of Driving for Quality in Long-Term Care: A Board of Directors Dashboard.

The report was the result of roundtable discussion involving 35 long-term care (LTC) professionals and 10 government representatives. The participants represented a wide spectrum of LTC organizations and professionals, including not-for-profit and for-profit organizations, multi-facility and single facility organizations, nationally and locally based organizations, clinicians, administrators, compliance officers, outside and corporate counsel, and monitors involved in OIG quality of care Corporate Integrity Agreements.

Breakout discussion groups were designed around three perspectives on the oversight of quality of care: (1) organizational commitment to quality; (2) processes related to monitoring and improving quality; and (3) outcome measures related to quality.

Some of the tools recommended to assist the board in evaluating these issues included:

  1. Promote Active Questioning by the Board – The board of directors needs to ask questions as to (1) why a quality problem occurred, and (2) what management is doing to fix the problem and to prevent it from happening again. Simply put, board members should not be afraid to ask difficult questions.
  2. Retain an Outside Expertise/Consultant – The board could engage an external expert or consultant to review the organization’s policies, procedures, and processes, as needed.
  3. Monitor Staff Training and Turnover – Lack of staff competency and high staff turnover could indicate that the organization’s processes are not adequate. Staff education should be provided on an ongoing basis due to staff turnovers and to ensure that the organization has trained, updated staff.

Based on my professional experience with long-term care organizations, I viewed the report as practical measures for board and management to effectively address organizational quality.

The idea of retaining outside expertise is another plus for the report, since consultants have the expertise to review organizational policies and procedures and in turn, share their findings and skills with the board and management.

Monitoring staff training and turnover caught my attention, since all too often training lacks the prioritization of other LTC business functions, yet training is the basis for quality care. To put training in perspective, imagine pilots, physicians or accountants lacking training or continuing education. Then apply that same concept to those who deal 24/7 with our loved ones.

The “Challenges and Opportunities” breakout group discussions related to broader issues of board of director involvement with quality of care and the use of a Quality of Care Dashboard. One of the challenges and opportunities suggested,  “Quality and financial data are interwoven. When a facility is having cash flow problems, the quality of care delivered may suffer. Similarly, care will suffer when there are insufficient funds for training, education, and staffing. Money and quality are two sides of the same coin. When board members are effectively monitoring the quality indicators at a facility, they will also be learning valuable information about the financial health of the entity” (emphasis added).

Bottom Line.
While it’s true that quality and financial data are generally interwoven, I see the opportunity for LTC board and management to engage consultants that are willing to partner in the goal of achieving quality, despite a tight budget – and that of course is the challenge.

Consultants can help to deliver compliance tools using Web-based programs that unify all locations and standardize such things as HIPAA policies & procedures, forms, required logs, reports, training and more.

Grant Peterson, J.D. leads the HIPAA Analytics team. For questions or comments, please refer to Contact Us