Employers that sponsor health plans for employees are dealing with increasing costs and the difficulties of providing quality care at affordable prices. Two approaches that employers are increasingly adopting or considering are the addition of telemedicine, onsite clinics, or both as methods of providing primary care for employees and moving primary care to the worksite. Both telemedicine and onsite clinics can help health plans save on costs and, if properly structured and administered, can provide quicker and more economical care for employees. But implementing either approach requires that the onsite or telemedicine programs be carefully coordinated with other coverage offered by the employer, especially high-deductible health plans (HDHPs) and health savings accounts (HSAs). In addition, state laws governing the practice of medicine may come into play, even for self-funded plans, and the use of telemedicine or onsite clinics may raise problems under the Mental Health Parity and Addiction Equity Act (MHPAEA).
Join Christine Williams, founder of Health Plan Plain Talk, as she explains the potential issues and how to deal with them.
This webinar will cover:
- How telemedicine and onsite clinics operate and what they usually cover
- How telemedicine and onsite clinics can interfere with HDHP and HSA eligibility
- The relationship between ERISA and the ACA with telemedicine and onsite clinic offerings
- How state laws apply to telemedicine and onsite clinics
- HIPAA and COBRA issues for telemedicine and onsite clinics
- Business associate issues for telemedicine and onsite clinics
- How MHPAEA comes into play
- Important contracting issues for telemedicine and onsite clinics
- Mobile devices and telemedicine
- And much more!
Continue by clicking on the following link: