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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 Link to more items from this source
[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.

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