1) If there was no HIPAA release signed regarding your husband having access to your medical records and the hospital released personal healthcare information to your husband without you signing a HIPAA release, then this is a violation. Under HIPAA there is no private right to sue, you must file a complaint with the Department of Health and Hospitals and they have the sole authority to investigate and penalize the healthcare provider for any violations. If the Department of Health and Hospitals finds that there was a violation of HIPAA, then you could sue the hospital under the state privacy of medical records law for breach of the duty of Confidentiality in releasing your medical records without your written consent.

2) As far as your termination, this is a much more difficult question. Employment in NV is considered at will absent a written employment contract to the contrary and the at will employee may be fired for no reason at all or for any reason not based only on their age/race/sex/Disability. An employer cannot terminate you based on your disability or perceived disability under the Americans with Disabilities Act. The timing of the termination makes this at the least a circumstantial case that you were terminated based on the emergency room visit and circumstances surrounding that visit. However, you would have to prove that this was either a qualified disability (one that permanently impairs a major life function) or that the employer perceived it as a qualified disability in order to have a case for wrongful termination under the ADA. This is going to depend on any witnesses or physical evidence you can put together to overcome whatever alleged legitimate business reason the employer has for your termination pursuant to the US Supreme Court Case of McDonnell Douglas v. Green. If you cannot overcome the employer's alleged legitimate business reason for the termination with some evidence, then your circumstantial case would fail. In order to pursue a case of a discriminatory discharge under the ADA, you would have to file a complaint with the EEOC and they would have to investigate to grant you a right to sue letter and you have 180 days from the date of the discharge to file such a complaint or you would lose your rights to pursue the matter any further.

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