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Mental Health and Substance Abuse: What Benefit Plan Sponsors Need to Know in Light of DOL’s Increased Mental Health Parity Enforcement

Mental Health and Substance Abuse: What Benefit Plan Sponsors Need to Know in Light of DOL’s Increased Mental Health Parity Enforcement

Product Code: YPWB080117

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Mental Health and Substance Abuse: What Benefit Plan Sponsors Need to Know in Light of DOL’s Increased Mental Health Parity Enforcement

Live Webinar: Tuesday, August 1, 2017

1:30 p.m. to 3:00 p.m. Eastern/10:30 a.m. to 12:00 p.m. Pacific


WEBINAR SNAPSHOT: Learn how to ensure that mental health and substance abuse group healthcare plan offerings don’t violate Mental Health Parity and Addiction Equity Act requirements and raise red flags with DOL enforcement investigators.


 

Last year, the Department of Labor (DOL) stepped up enforcement of mental health parity requirements for group health plans. This represents a growing effort by the federal agency to ensure such plans align with the Mental Health Parity and Addiction Equity Act (MHPAEA).

The DOL investigated 330 health-care plans for FY 2016 and found dozens of violations for MHPAEA non-compliance—with most of the citations issued for how the plans handled non-quantitative treatment limits (NQTLs).

If your organization’s group health plan covers mental health and substance abuse disorders (MH/SUD), there are specific financial parity requirements the plans must meet concerning things like copays and deductibles. Also, parity is required concerning benefit limitations affecting the scope or duration of treatment. In total, there are six categories of benefits where parity between MH/SUD and medical/surgical coverage must be demonstrated.

Join us on August 1 for an in-depth webinar designed for employers whose group health plans include MH/SUD offerings. Our presenter, a skilled employee benefits attorney, will explain the 2013 final MHPAEA rule requirements and the most common compliance trouble spots to watch out for.

You’ll learn:

  • The most common ways MHPAEA violations occur with respect to NQTLs
  • Key questions to ask, so you can evaluate whether your company is at high risk for DOL enforcement violations
  • Potentially problematic healthcare plan treatment limits, including practices that deal with:
    • Pre-authorization for chronic disorders 
    • In-patient/in-network treatment for mental health issues
    • Intensive outpatient programs for substance abuse treatment
    • And more
  • When your employee assistance plan (EAP) offerings are covered under the MHPAEA, and when they aren’t
  • And more


Not sure if you can make it? On-demand recording included with purchase for your convenience!

About Your Presenters:

Callan CarterCallan G. Carter, Esq.
Counsel
Trucker Huss

Attorney Callan Carter, counsel in Trucker Huss’ San Francisco office, has extensive experience in the areas of health and welfare plans, qualified plans and deferred compensation. Today, she focuses her practice primarily on health and welfare plans, cafeteria plans and the effects of healthcare reform. She advises clients on plan design, prepares required documents, and assists in compliance with applicable laws, including ERISA, HIPAA, IRC, USERRA, COBRA and the ACA (as well as state and local requirements). She advises clients on the complex application of non-discrimination rules, prohibited transactions, fiduciary issues, controlled group determinations, and benefits issues in mergers and acquisitions. She also negotiates services contracts on behalf of her clients with insurance companies and other health and welfare plan vendors.

Jennifer MatthewsJennifer Matthews, Esq.
Associate
Trucker Huss

Jennifer Matthews, an associate in Trucker Huss’ San Francisco office, focuses her practice on a wide range of employee benefits issues. She has extensive experience helping clients with their health and welfare plans, as well as with 401(k), executive compensation and equity plans. She counsels clients regarding ERISA plan fiduciary requirements, as well as HIPAA, Affordable Care Act, and other compliance issues. She assists plan sponsors with plan design and administrative matters, including benefit claims and appeals, and participant communications. Prior to joining Trucker Huss, Jennifer worked at Genentech as Senior Corporate Counsel, where she advised the company regarding all aspects of benefit plans and programs, negotiated benefits contracts and provided counsel regarding new regulations. She also served as an advisor regarding benefits aspects of the mergers and acquisitions process.


Have a specific question related to the topic of this audio conference? Post it here and get an answer during the event, time permitting, or in a follow-up e-mail from the audio conference presenter. This is only available to audio conference registrants.

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