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Can I use third-party HR tools that collect personal information in North Carolina? What are the requirements?

Requirements for Using Third-Party HR Tools in North Carolina

If you plan to use third-party HR tools that collect personal information in North Carolina, you must comply with state and federal privacy laws. The following are some of the requirements you need to consider:

  1. Data Collection: Any collection of personal information must be relevant and necessary to accomplish the purposes specified. Special emphasis must be placed on reducing the use of sensitive personal information, where practical. [1]
  2. Use Limitation: Any sharing of information outside of the agency must be consistent with the use or purpose originally specified. [1]
  3. Confidentiality: Federal regulations generally prohibit the disclosure to third parties of information contained in or pertaining to asylum applications, credible fear determinations, and reasonable fear determinations. [1]
  4. Privacy Rule: If you receive personal information from a third-party lender under an exception to the Privacy Rule, your ability to use and disclose the information is limited. The limits are discussed in Section G of the Frequently Asked Questions for the Privacy Regulation. [2]
  5. Electronic Data Interchange (EDI): The NC Industrial Commission has established a method of reporting workers’ compensation claims electronically using EDI. Reporting of Medical Billing can also be submitted electronically. [4]

If you have any doubts or questions about the requirements, you should consult with a legal professional.

Note that the documents reviewed do not provide a comprehensive list of all the requirements that may apply to your specific situation.

[1][2][4]

Source(s):
Jurisdiction

North Carolina