On-site medical clinics are one of the fastest growing trends in health care. Learn how to reduce legal risk and ensure compliance while giving employees the health care services they want.
Providing employee - and in some cases, dependent - health, preventive and wellness care through an on-site medical facility as an adjunct to a group health plan, continues to be one of the fastest growing trends in employer-provided health care, along with another phenomenon, remote health care, or telehealth. This trend was well established before the advent of the Patient Protection and Affordable Care Act of 2010, as amended (ACA). Many employers that utilize this form of health care delivery report that it is popular with both employees and the medical providers.
The question for employers considering this approach is how to reduce legal risk and assure compliance with the applicable regulatory laws while delivering superior services to employees at a truly affordable cost. Employers who are contemplating establishing on-site medical facilities, or those who have them now, may be at a loss as to legal compliance issues. Is the facility a health care plan under ERISA? Does it have to comply with COBRA? HIPAA? Is it subject to other employer-provided health coverage mandates, such as Mental Health Parity, Michelle's Law, or even the ACA market reform requirements? These and other dizzying questions will be addressed in this material.
- You will be able to discuss the advantages of on-site or remote health care.
- You will be able to review the structuring of on-site health care.
- You will be able to identify ERISA, COBRA, HIPAA and other health care mandates including ACA.
- You will be able to recognize the risks and rewards.
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