Regional Vice President of Sales The Retirement Plan Company
|
Bates & Company, Inc.
|
AimPoint Pension
|
Loan & Distribution Specialist AimPoint Pension
|
Defined Benefit Combo Cash Balance Compliance Consultant Loren D. Stark Company (LDSCO)
|
Compass
|
“BenefitsLink continues to be the most valuable resource we have at the firm.”
-- An attorney subscriber
Employers Offering Mental Health/Substance Use Benefits Should Evaluate Group Health Plan Design to Ensure Compliance with Requirements of Interim Final Regulations
McDermott Will & Emery [Guidance Overview] Feb. 17, 2010
Excerpt: Specifically, group health plans must ensure that the financial requirements (such as copayments and deductibles) and treatment limitations (such as a limit on covered office visits) applicable to mental health and/or substance use disorder benefits are no more restrictive than the predominant requirements and limitations applied to substantially all medical and surgical benefits. The interim final regulations clarify that substantially all means at least two-thirds and predominant means more than one-half.
|
Please click here to report this link if it is broken (for example, if you see a "404 File Not Found" error message after you click on the linked news item's title). |
An important word about authorship: BenefitsLink® created this link to the news item, but we are not the news item's author (unless expressly shown above). |