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For healthcare organizations

Built for the size you actually are.

A single-specialty practice can hand everyone the same HIPAA course and be roughly fine. A multi-specialty group can’t — GI, neurology, psychiatry and primary care don’t carry the same obligations, and assigning them all the same training is how compliance becomes theater.

Four specialties, four different pictures

GI / endoscopy Procedural exposure most offices don't have. HIPAA (clinical add-on) plus OSHA Clinical for sharps and bloodborne-pathogen handling.
Billing / AR HIPAA plus RCM Compliance — the False Claims Act and fraud-waste-and-abuse exposure that comes with coding and claims.
Neurology / primary care HIPAA (clinical add-on), without the procedural exposure of an endoscopy suite. Assignment reflects the actual risk, not a blanket policy.
Psychiatry / behavioral health HIPAA applies the same as any other role. One honest boundary: additional federal confidentiality rules that apply specifically to substance-use records sit outside the current curriculum — worth confirming separately with counsel if it applies to your group.

If your customers ask for proof, you need proof.

Billing companies, RCM vendors, credentialing firms, and IT/MSPs serving healthcare are increasingly asked by their own clients to show HIPAA training records as a condition of the contract. LaborGenie gives a business associate the same attestation record a covered entity gets — proof of who, when, and on which version of the training, ready before the request comes in.

See the difference: covered entity vs. business associate

One roster, precision by role.

Upload a roster once. Each person resolves to the tracks and add-ons that fit their role — not a single course assigned to two hundred people and hoped for the best.

See exactly how that resolves Browse all tracks

Four sets of obligations, one roster.

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