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The email itself is not protected by HIPAA, as it is not an actual medical record, so there is no specific law that disallows the forwarding of the email exactly. What would matter here is the employer's motivation for doing so. If it was intended as a means of discrimination or harassment, then perhaps a claim could be made to the EEOC based on discrimination but just the email alone isn't enough to support a claim. You'd need some follow on harassment caused by the sending of the email.
While I certainly caution my employers in the forwarding of emails, just to maintain a harmonious workplace, there is not a claim that can be made solely based on these facts.
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