kaiserfraud ([info]corphq) wrote,
@ 2005-10-14 19:08:00
Previous Entry  Add to memories!  Tell a Friend  Next Entry
Entry tags:kaiser permanente, kaiser privacy, kaiser tech

Kaiser Gets Away with Violating Privacy
I haven't had much to say lately, but I wanted to post to make sure people know I'm still maintaining this blog and responding to comments.

One thing I've wanted to remark on is Kaiser's general record on patient privacy. Kaiser has a history of minimizing and covering up breaches, and this is a significant danger to the public. If the public can't follow and connect all the incidents, there will be no public pressure to motivate Kaiser to improve their stewardship over information. Right now Kaiser just claims they protect patient privacy, and they shift the blame for any evidence to the contrary on mysterious outside forces. Once Kaiser publishes, discloses, or otherwise spills patient information, the damage has been done. If people want to protect their privacy, they need to demand that Kaiser protect their information in the first place, before it gets out. People need to demand an account of how Kaiser is addressing the gross negligence and incompetence that leads to careless treatment of the information that Kaiser was entrusted with.

Here are some of the incidents I've mentioned before in my blog. I'm sure with a little work, I could find more.

Over the last few years, Kaiser has had a string of technical "accidents" that leaked or published patient information. In 2000 Kaiser sent 858 emails to the wrong people. In 2003, Kaiser messed up the prescription label for 4700 patients.

Kaiser has broadcast patient information by email and mailing labels. People have been able to read other people's medical history online (this same note also mentions that Kaiser is being sued for passing medical records through lawyers - this happened to a friend of mine who is not party to this suit since she lives in another state).

One woman found social security numbers of Kaiser members in a box of recycled carbon paper from the Office Depot.

There have also been several incidents where employees were able to just walk out with patient information that was used for credit card fraud. From a quick scan, here's credit scam in Victorville, CA, credit card theft in Sacramento, CA, and mention of an earlier case here (I think this is the same as the 2002 phlebotomist case - I need to look into this).

Other people, besides myself, have pointed out Kaiser's security carelessness, which is a direct result of putting manager's with a poor understanding of technology in charge of technical issues. For instance, Kaiser sent out unsecured email. People also pointed out flaws that could expose Medical Record Numbers on KPOnline here. KPOnline was hacked in 2000.

And let's not forget that Kaiser dropped its Intranet firewall in the Colorado region last year, and all sorts of stuff spilled out onto Google.

Kaiser actually seems to be more interested in keeping information from rightful owners than preventing spillage. It's a universal complaint that Kaiser is slow to turn over medical records and is not above withholding or manipulating them in the case of a complaint. It took me months to get my email records from Kaiser, and I didn't get them until I complained to the DMHC. I'm not sure the set I ultimately got is complete, but a year later, I wasn't confident enough in my memory to press that complaint.

On occasion, Kaiser's leakiness has been a good thing. For instance, it's in the public's interest to know that Kaiser tracks doctors willing to kill you.

People may assume that government agencies will some how find out about it and do something. My own case shows that they do nothing even when informed. There needs to be a public outcry before anything was done.

Something I'd like to make clear about myself is that I'm a strong supporter of privacy. My social security number and other information was stolen in the U.C. Berkeley incident. My mother was the victim of identity theft, and she has to do the work to prove her identity every time some collections agency pursues the charges run up by the person who stole her credit cards. A couple years ago, a burglar broke into my house and took everything I owned, including my underwear drawer and my dissertation. This blog was started when a Kaiser employee (Douglas Lynch) violated my privacy. I was further horrified when Kaiser's attorneys exploited my concern about the privacy of my friends as a form of hardball. One constant in my life, is that I've never been able to repair the damage done in these sorts of incidents. Especially when a big institution or corporation is involved: they won't repair anything, and they know most people don't have the resources to fight for restitution. While all of America will pitch in to help people who are victims of big disasters, there is nothing to help people through individual disasters. Therefore, in my view, it's important for society to do everything possible to protect privacy in the first place.

A good place to start is to make the institutions responsible for protecting your privacy *responsible*. If a corporation like Kaiser is failing to protect your information, then there should be no endless bureaucratic red tape, cover ups, or attempts to create an outside scapegoat. Kaiser should not be able to brush it off with some drop-in-the-bucket fine. Kaiser needs to be accountable and address the negligence, gross incompetence, and the cronyism and corruption behind it all. Otherwise this sort of thing will happen again and again and again. It's time for Kaiser to engage in some Evidence-based Leadership.




(14 comments) - (Post a new comment)


(Anonymous)
2005-10-14 08:48 pm UTC (link)
As always you're a voice of moral reason in a dessert of apathy. People need to wake up. At best corporate giants view issues of medical privacy and identity theft as not their problem. At worst personal identifiers such as social security numbers are exploited by these plutocratic goons as commodoties or assets to be utilized for profit. If we don't hold them accountable no one will. Not the media. Not the State or Federal Agencies who are suppossed to implement oversite protocols for the public's protection. And sadly not our elected officials who take money from people who profit at our expense. Consequently your blog is an indispensable public service. The public is benefitting from your struggles and efforts at making information that wouldn't otherwise be available. Too bad you've had to suffer so much at the hands of these people. Hopefully it will not be in vain and the culture of greed and corruption that permeates Kaiser will be replaced by a culture of transparency, accountability, and civic responsibility.

(Reply to this) (Thread)


[info]corphq
2005-10-14 09:37 pm UTC (link)
Last night I was talking to a friend of mine about how we've become the instruments of our own slavery by allowing law and government to be shaped by business interests. It's a business interest to keep people dependent and grateful for the most exploitative conditions. It's a business interest to keep people chained by debt. It's a business interest to make sure average people have no recourse to law for the sake of justice, while businesses can afford platoons of lawyers that use the law to conduct warfare by other means.

//culture of transparency, accountability, and civic responsibility.//

From your mouth to God's ear. :-)

(Reply to this) (Parent)(Thread)


(Anonymous)
2005-10-14 10:18 pm UTC (link)
It is my guess that corporate demagogues are joining forces with those who are trying to "dumb down" the majority to make the general public ready to accept one world government. Corporations do not seem to want people who are intelligent and think for themselves, people who stand up for right and wrong, people with ethics and morals, people who have the brains to see through the subterfuge and refuse to be led along like blind and deaf puppets who have had lobotomies. Personally, I regard Kaiser as one of these corporate demagogues.

(Reply to this) (Parent)(Thread)


[info]corphq
2005-10-14 10:35 pm UTC (link)
//not seem to want people who are intelligent and think for themselves//

This is where the economy is really messed up. People are investing in education, corporations are wringing their hands over training, but workplace culture permits and even encourages weeding out people who are exceptional in any way. I just read an HR article that, sight unseen, attributes any "office sickness" to people with valuable technical skills: http://www.bizjournals.com/extraedge/consultants/at_work/2005/09/12/column182.html

What incentive could people possibly have to strive for excellence in any field, if that very effort instantly tags them as "troublemakers" in the workplace. Isn't it possible that the disruption may be coming from people who haven't put in the effort and are trying to ahead by undermining the people who have? Companies are hiring consultants at a premium to *advise* them to get rid of the people who have the talent and do the work! No wonder the U.S. economy has been shot to hell.

I also agree that companies automatically reject people who might trouble them with references to conscience or moral code: this is regarded as a sign of potential disloyalty. I certainly wouldn't bring up my moral commitments in any job interview.

(Reply to this) (Parent)(Thread)


(Anonymous)
2005-10-15 02:30 pm UTC (link)
but workplace culture permits and even encourages weeding out people who are exceptional in any way. I just read an HR article that, sight unseen, attributes any "office sickness" to people with valuable technical skills: http://www.bizjournals.com/extraedge/consultants/at_work/2005/09/12/column182.html

the article states

What makes matters worse, usually the biggest troublemakers are prized by the doctor for their technical skills. As a result, the doctor is reluctant to do anything that would make their good technicians unhappy or leave. Of course, the problem employees then feel protected and even more powerful. I've worked with many cases like this. Unfortunately, I've seen some cases where the doctor was unwilling to step in and cut out the cancer, and as a result the entire staff was terminally ill. Only after extreme turnover, did the doctor take action, but by then it was too late and even the patients were feeling the pain.
THIS IS the opposite of what I see at Kaiser -- in my office those with the highest technical skills, the top performers, the ones who have the fewest errors, are not the bullies -- they are the targets of bullying by jealous, insecure, sort of sociopathic, workers, male and female. I was asked once to join in with an assault on another worker who was having problems and I asked why do you want to do this? The reply from the bully was "BECAUSE IT'S FUN" Those who come in with the highest skills are literally run out of there by the workers who do the minimal amount to keep their jobs -- there is a set "quota" and they make sure they meet that but rarely go above it.

(Reply to this) (Parent)(Thread)


[info]corphq
2005-10-15 09:09 pm UTC (link)
//opposite of what I see at Kaiser -- in my office those with the highest technical skills, the top performers, the ones who have the fewest errors, are not the bullies -- they are the targets of bullying by jealous, insecure, sort of sociopathic, workers, male and female.//

Exactly my point! I know it's true. This woman is just validating managers who make life miserable for technical people. I hope she got a hundred complaint letters for a reality check.

(Reply to this) (Parent)


(Anonymous)
2005-10-15 02:39 pm UTC (link)
reject people who might trouble them with references to conscience or moral code: this is regarded as a sign of potential disloyalty. I certainly wouldn't bring up my moral commitments in any job interview.

If it worked into the conversation well, I would bring up my moral commitments, even if it means I will not get the job. If I did not and saw all of these things we are discussing going on, I would stand out like a sore thumb. I cannot willfully and maliciously hurt another, and in places like Kaiser, these are the types used as puppets to do this. Today many companies are not only looking at one's skills, degrees, abilities, but at how well a prospective hire will "fit in" with the other workers. I could pretend I was like them, but then I would have to allow myself to be used as a puppet for evil or stand aside and not participate and become a target myself.

(Reply to this) (Parent)(Thread)


[info]corphq
2005-10-15 09:39 pm UTC (link)
//I would bring up my moral commitments, even if it means I will not get the job.//

I'd like to think I could stand on my moral code, but I've been unemployed too long to think the world's going to accomodate my hope for integrity. :-/

//cannot willfully and maliciously hurt another//

I would have described myself that way up until what happened at Kaiser. I'm pretty much a radical egalitarian, and if I see a heap of people, I make a beeline straight for the bottom. However, Kaiser actually changed my personality. I now think it's important that people who are doing egregious harm to others need to be pointed out and stopped. Otherwise they will just keep floating up the ladder and doing even more harm.

//hire will "fit in" with the other workers.//

Yes, Toby told me that I did not "fit in" when he couldn't figure out what I'd actually done to deserve to lose my job. I was heartened recently to read an article about Martha Stewart's Apprentice show. Apparently she uses "you just don't fit in" as her catchphrase. The article noticed that this was actually more cruel than "you're fired". Maybe that will turn into a consensus, and managers will no longer be able to use "you don't fit in" as code for "we're breaking employment law now, and we're smiling at you to let you know that we love being able to get away with that."

//I could pretend I was like them, but then I would have to allow myself to be used as a puppet for evil or stand aside and not participate and become a target myself.//

One problem with this is that you don't really know how well you will fit in until you start the job. And also, people can always just decide you don't fit when it's convenient. I worked in my department for over year, on short-term temp contracts that were repeatedly renewed, before my manager turned on me.

Another problem is that once other employees regard "fit" as a criteria, they start manipulating it. They look for ways to make others not fit in. Managers love this sort of thing, because they can compile a list of what's basically nothing more than negative spin on neutral activities: if they like the employee they will go with the positive spin, and if they want to beat down on employee, they go with the negative spin. It would be nice if people started being employed for doing their jobs again...



(Reply to this) (Parent)


(Anonymous)
2005-10-15 02:33 pm UTC (link)
I have heard a department administrator at Kaiser say to another "I eat those people for breakfast" in reply to the comment by the visiting manager from another facility that she was noticing low morale and people wanting to file grievances. Only after over 1000 grievances were filed with the union did Kaiser do something, and that was to promote the DA.

(Reply to this) (Parent)(Thread)


[info]corphq
2005-10-15 09:19 pm UTC (link)
//Only after over 1000 grievances were filed with the union did Kaiser do something, and that was to promote the DA.//

Wow - is there anywhere I can get more information about the 1000 grievances?

I've heard some pretty eyebrow-raising comments myself. One of the project managers kept complaining "who is going to do the work?" - meaning, how was she going to get people who weren't being paid by her and weren't reporting to her to pitch in with her projects. I suggested at least setting up a web site for public acknowledgement and thanks, and her response was that she didn't care about those people, and doing that wouldn't affect her performance review. She said something to this effect several times - once right out in the cubicle area where other people must have heard. She later tried to tell me that she just thought the navigation idea for the web site was wrong - hopefully because she realized how she sounded. But it was pretty clear she just didn't think it was part of her job to appreciate other people when she was ranting about it out in the cubicle area. Hopefully she also eventually made the connection on why she might be having trouble drafting people to do uncompensated work for her.

(Reply to this) (Parent)(Thread)

grievances 1000
(Anonymous)
2005-10-16 03:44 pm UTC (link)
The union will not release these documents -- they say for reasons of confidentiality each grievance is maybe discussed with others but the name of the one filing the grievance is not uttered and no one can see the grievance itself. But -- the female DA in this HHIM department -- no one was spared her sociopathic and malicious comments. I do not doubt the number the union rep mentioned is true. The female DA started there 5 years ago and as soon as she started the grievances started piling up. It's hard to say for sure if her boss knew she was so malicious or not -- at one point the clerks in her department wanted as much overtime as they could get (some want this all the time because they need the money to support families). The female DA (EI) brought the hours available for overtime to some very low number of hours per week, I don't remember exactly. Many grievances were filed over this one issue because the people needed the hours and money and because the hospital needed the work done in a timely manner. One day I was sitting in EI's office when her boss called her -- the end of the conversation I heard was a complete lie to the boss -- she said she didn't know why but the people just did not want to cooperate with her and she really hated to make overtime mandatory. It is interesting that EI owned a service that supplied transcriptionists, coders and clerks and the overtime denied the employees was given to her own service and a couple of other services as well (who were caught padding the bill in one case and whose work was complained about by physicians as being of substandard). Kaiser had a policy prohibiting what EI was doing, but people were terrified to turn her in. At this point in time the union rep is not returning any of my calls -- there is something going on between management and union. They have what is called a labor/management partnership agreement and since that was launched, we might as well not have a union. Three employees in the HHIM department were written up for not having met their line count (MTs) when actually they had and proved it. The manager would not rescind the writeups even when it was proven her calculations were incorrect. Grievances were filed and in the union/manager/complaint were in the same room, the union rep really did nothing at all, absolutely nothing.

(Reply to this) (Parent)(Thread)

Re: grievances 1000
[info]corphq
2005-10-16 05:08 pm UTC (link)
//reasons of confidentiality each grievance//

I would believe this if they would then go back to the person who filed the grievance to see if they can answer questions or provide additional evidence to address any questions, but grievance "investigators" never do this. Hence, my opinion that they don't really investigate anything - they just build the case that their employer wants to make.

//hours available for overtime//

I can vouch that at Kaiser they hold your career over your head (possibility of being hired, being promoted, etc.) to encourage you to work overtime without being paid at all.

As a temp, I worked in another place where they insisted everyone arrive 15 minutes early to prepare/warm up their computer - *before* their official start time on their computers. Everyone knew this was illegal, but you couldn't complain because you would lose your job. (The employer would probably tell the temp agency you just weren't a good fit...). Does Kaiser do something similar with hourly jobs?

//people were terrified to turn her in.//

360 degree feedback doesn't work either. People are still afraid that anonymous complaint will somehow be tracked back to them. Or worse, they pile on the compliments in hopes that those will be attributed to them. A thank you card system doesn't work, because the people with the best writing skills will issue more, and friends will issue them to each other. The only thing that will make things better for employees is a zero-tolerance policy for illegal management practices.

// labor/management partnership//

The Kaiser manager's who aren't part of the "partnership" still have the traditional attitude toward unions: they try to avoid them at all costs. I heard a lot of muttering about the union in the office where I worked.

//written up//

The concept of write ups is just stupid. If employees have to wait a year for a performance review, then why should employers be able to issue "write ups" for their file at any time? It's not like managers make a practice of issuing positive write ups to balance out the bad ones. Write ups which accumulate in your file make it seem like employment is one long experience of a case being built against you.

//The manager would not rescind the writeups even when it was proven her calculations were incorrect.//

Yep, manager's have a bigger stake in making sure no one questions their authority, which means they never fix anything they've done wrong.













(Reply to this) (Parent)


(Anonymous)
2005-10-16 03:59 pm UTC (link)
I forgot to mention the result of those five years of grievances. The union president finally went over the head of EI's boss, the hospital administrator, who had ignored all the complaints for years. Because EI's immediate superior the hospital administrator could not shove things under the carpet any more at this point in time because now her boss was involved and had told her to get the situation resolved, there was eventually an employee survey which was said to be anonymous. The results were scored by the EPA(?) rep. The results went to management. Finally there was a meeting with all the department employees, EI, her boss the hospital administrator, union reps and the EPA rep. The results of that survey were such that EI surely should have been terminated from employment. She was not. She resigned (but not because of the survey) and then was hired again by Kaiser but this job was, in effect, a promotion. Her boss was also promoted. For a while things were quiet. Now there is a new bully boss, trained under EI. But there is a subtle difference and I am not sure what it is yet. Something is brewing.

(Reply to this) (Parent)(Thread)


[info]corphq
2005-10-16 05:14 pm UTC (link)
//She resigned (but not because of the survey) and then was hired again by Kaiser but this job was, in effect, a promotion. Her boss was also promoted.//

That means Kaiser regards poor treatment of employees as a sign of effectiveness. When the matter came to a head in your department, they just threw her fresh meat.

One thing to ask is what are the Key Performance Indicators that the new boss will be measured by. That will be his/her priority, not advocating for their employees. If the performance indicators conflict with legal treatment of employees (for instance, productivity expectations higher than allocated overtime), then the employees in your department will continue to be abused.

(Reply to this) (Parent)


(14 comments) - (Post a new comment)

Create an Account
Forgot your login or password?
Login w/ OpenID
English • Español • Deutsch • Русский…