Subject to paragraph (2) of this subsection, an employer of a physician assistant shall report to the Board, on the form prescribed by the Board, any termination of employment of the physician assistant if the cause of termination is related to a quality of care issue. Subject to subsection (c) of this section, a physician or group of physicians that develops a collaboration agreement with a physician assistant or an employer of a physician assistant shall notify the Board within 10 days of the termination of employment of the physician assistant for reasons that would be grounds for discipline under this title. A physician or group of physicians that develops a collaboration agreement with a physician assistant or the physician assistant shall immediately document the termination of the relationship in the collaboration agreement on file at the physician assistant’s primary place of business. Except as otherwise provided under subsections (c) and (e) of this section, each employer of a licensed physician assistant shall submit to the Board a report if: The employer: Reduced, suspended, revoked, restricted, denied, conditioned, or did not renew the licensed physician assistant’s clinical privileges, employment, or other ability to practice or treat patients; Involuntarily terminated or restricted the licensed physician assistant’s employment or staff membership; or Asked the licensed physician assistant to voluntarily resign because of the licensed physician assistant’s conduct or while the licensed physician assistant is being investigated; and The action described under item (i) of this paragraph was taken: For reasons that might be grounds for disciplinary action under § 15–314 of this title; Because the licensed physician assistant may have engaged in an act that may constitute unprofessional conduct; Because the licensed physician assistant may be unable to practice as a physician assistant with reasonable skill and safety because of a physical or mental condition or professional incompetence; or Because the licensed physician assistant may have harmed or placed one or more patients or the public at unreasonable risk of harm by engaging in an act that creates an immediate or continuing danger. Each report submitted under paragraph (1) of this subsection shall include: The action taken by the employer; A detailed explanation of the reasons for the action, including references to specific patient medical records, if any, that informed the employer’s action; and The steps taken by the employer to investigate the conduct of the licensed physician assistant. The Board may request from the employer additional information regarding an action described in paragraph (1) of this subsection that was taken by the employer. If an employer receives a request made under subparagraph (i) of this paragraph, the employer shall promptly provide the additional information. If an employer knows that the conduct of a licensed physician assistant requires that the employer submit a report under subsection (b)(1) of this section because the physician assistant is impaired by alcohol or another substance, the employer is not required to report the licensed physician assistant to the Board if: The employer knows that the licensed physician assistant is: In a substance use disorder treatment program that is accredited by The Joint Commission or is certified by the Department; or Under the care of a health care practitioner who is competent and capable of dealing with substance use disorders; The employer is able to verify that the physician assistant remains in the treatment program until successful discharge; and The action or condition of the physician assistant has not caused injury to any person while the physician assistant is practicing as a licensed physician assistant. If the employer knows that the licensed physician assistant is noncompliant with the substance use disorder treatment program, the employer of the licensed physician assistant shall report the licensed physician assistant’s noncompliance to the Board. The Board may extend the reporting under this section for good cause shown. A person is not required under this section to make any report that would be in violation of any federal or State law, rule, or regulation concerning the confidentiality of substance use disorder patient records. The Board may enforce this section by subpoena. Any person shall have the immunity from liability described under § 5–715(d) of the Courts Article for giving any of the information required by this section. An employer required to make a report to the Board under this section shall submit the report within 10 days after the action requiring the report. A report under this section is privileged, not subject to inspection under the Public Information Act, and not subject to subpoena or discovery in any civil action other than a proceeding arising out of a hearing and decision of the Board or a disciplinary panel under this title. A disciplinary panel may impose a civil penalty of up to $5,000 for knowingly failing to report under this section. A disciplinary panel may impose a civil penalty of up to $5,000 per incident for a report made by an employer in bad faith. The Board shall pay any fees collected under this subsection into the General Fund of the State. An employer shall make the report required under this section to the Board within 5 days after the date of termination of employment. The Board shall adopt regulations to implement the provisions of this section.