The Mental Health Parity and Addiction Equity Act (MHPAEA) was first passed in 2008 but there is still confusion about how it applies to employer-sponsored health plans and what it requires. In spite of final regulations, multiple FAQs, and other guidance from the federal government, the term “parity” can mean different things to different people, and there are still issues relating to the application of annual and lifetime limits; the small-employer exemption; treatment for autism and eating disorders; residential treatment; and non-quantitative limits (NQLs). In addition, a new form has been published by the U.S. Department of Labor (DOL) to assist employees in requesting information on MHPAEA treatment limitations from their employers and the DOL seems to be emphasizing MHPAEA enforcement.
Please join Christine Williams, founder of Health Plan Plain Talk, as she reviews the MHPAEA requirements and how to avoid compliance problems.
Just a sampling of what this webinar will cover:
- What constitutes parity for purposes of the MHPAEA
- The small employer exemption
- Permissible use of medical management techniques
- Non-quantitative limits and compliance issues
- Coverage of treatment for autism, addiction, and eating disorders
- Prescription drug requirements and use of fail-first requirements
- DOL enforcement activity
- The DOL MHPAEA self-compliance tool and other resources
- The DOL disclosure form for use by employees seeking information about mental health and addiction coverage
- The MHPAEA in the courts
- And much more!
Presenter: Christine Williams, Attorney at Law, Founder, Health Plan Plain Talk
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