ACA ‘repeal’ bill eases employer requirements, faces uphill battle in Senate

May 08, 2017 0 COMMENTS

Now that the House has passed the American Health Care Act (AHCA)—a proposal to repeal and replace Obamacare—the ball is in the Senate’s court. And while Senate Republicans say they won’t adopt the House’s version wholesale, most of the provisions easing requirements on employers are likely to appear in the Senate’s bill as well.

The measures in H.R. 1628 that affect employers are relatively uncontroversial, according to Eric Schillinger, a contributor to Federal Employment Law Insider and an attorney at Trucker Huss. Senate Republicans probably will push back against some of the changes affecting Medicaid and the individual market, Schillinger said, but “the employer provisions aren’t attracting the same controversy.”

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Government Issues Health Care Reform Regulations on ‘Grandfathered’ Plans

June 16, 2010 0 COMMENTS

On June 14, the U.S. Departments of Health and Human Services (HHS), Labor, and Treasury issued new regulations addressing grandfathered plans under health care reform and how such plans can keep their grandfathered status. Although the new health care reform legislation (the Patient Protection and Affordable Care Act and the Health Care and Education Affordability Reconciliation Act of 2010) requires health plans to provide new benefits, the legislation “grandfathers” plans that existed on March 23, 2010, by exempting them from certain new requirements.

According to a fact sheet released by the departments, the regulations clarify that grandfathered plans will be able to make certain routine changes to their plans without losing their grandfathered status. Such changes include: read more…

Mental Health Parity Changes Take Effect January 1, 2010

September 01, 2009 3 COMMENTS

It’s time for employers to examine their health benefits to see if they’re in compliance with the Mental Health Parity and Addiction Act of 2008, which takes effect on January 1, 2010.

The law applies to most employers with more than 50 employees. It requires covered employers that offer a health insurance plan with mental health coverage to provide the mental health benefits at the same level as medical and surgical benefits, including deductibles, copayments, out-of-pocket expenses, inpatient stays, and outpatient visits. The law ends limits on mental health coverage, such as 30-day hospital stays and 35 visits a year to a mental health professional, if a company’s plan doesn’t have similar limits for physical ailments. Also, if a plan offers out-of-network coverage for physical illnesses, beginning January 1, 2010 it will have to offer similar out-of-network coverage for mental health care.

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