The Mental Health Parity prevents mental health treatment or substance abuse treatment from being more onerous than other medical or surgical treatments.
In other words, you can’t have higher copays, larger deductibles or more unique deductibles; really, any extra “hoops” to jump through. Although these rules have been in place for a while, the new rules are more challenging for employers to follow. The new rules have caught many off guard and they’re effective immediately.
Our compliance experts welcome podcast guest Compliance Strategist Ron Bargatze for episode two of the Health Care Happenings Podcast, to break down the new rules, explore the comparative analysis and how best to handle non-quantitative coverage. They also break down the conversations to have with carriers to access and clarify this information and make available and recommended actions.
Did you miss Episode One of Health Care Happenings? Check it out now: 2021 Capitol Conference Recap.
About the Authors
SVP of Regulatory Affairs and Reform Initiatives
As senior vice president of regulatory affairs and reform initiatives, Bechtold is responsible for health care reform initiatives, compliance, and strategic development at OneDigital. She advises, educates and supports OneDigital's overall corporate tactics and client support issues. She joined OneDigital in 2005 as vice president of operations and was later promoted to senior vice president of operations and strategic development before taking on her current role.
Scott dedicates his time to gaining a comprehensive understanding of how the changing health care climate impacts employers of various sizes. He is passionate about helping employers leverage their health and welfare benefits platform to optimize the vitality of their workforce in a conscientious and compliant manner.
Samantha partners with employers and insurance consultants to develop practical solutions to compliance issues. She has experience practicing employee benefits law and employment law, serving clients with a variety of employment-related issues, including health and welfare employee benefits, employee leave policies, accommodations, discrimination and employment contracts.
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