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Parity: New Mental and Behavioral Health Mandates and Your Options. Presented by: Steve Wagner – Health Services Consultant, Aurora EAP Pauline Krutilla – Regional Manager, Aurora EAP . Mental Health Parity and Addiction Equity Act of 2008. What is it?
Steve Wagner – Health Services Consultant, Aurora EAP
Pauline Krutilla – Regional Manager, Aurora EAP
The parity provisions will not apply to plan years beginning before the LATER of:
the date on which the last of the collective bargaining agreements relating to the plan terminates
January 1, 2010
Standards for determining medical necessity and reasons for denial of any mental health or substance abuse-related benefits MUST be made available upon the plan participants’ request
Why the Change?
The MHPA of 1996 ONLY recognized to mental health benefit coverage (I.E. no substance abuse treatment benefit) and parity ONLY applied to dollar limits placed on mental health coverage
What does this mean for my premiums?
Does this mean all or nothing for mental health?
I can’t afford to pay MORE!
Is there any way around this?
What about those who are NOT exempt?
It’s ALL or NOTHING!
Psychologically distressed patients utilize health care at a rate of 2 to 3 times higher than non-distressed patients.
How can that be?
90% of the 10 most common complaints in primary care have NO ORGANIC BASIS!
Kaiser performed a ten-year follow-up study & found no organic conditions emerged to explain the somatized complaints.
The problem employee costs the typical American company an average of 25% of his or her salary per year.
Up to 68% of all workers will, at some time, experience workplace problems severe enough to prevent them from coping with day-to-day duties.
Have YOU ever taken a “mental health day”?
Every year DEPRESSION costs US businesses…
70% of drug users are employed.
US Department of Labor
Employees experiencing conflict between work and family demands are 3 times more likely to consider quitting their jobs.
Work Family Institute
Replacing an employee costs a company an additional one-third to one-half of the employee's annual salary
(U.S. Department of Labor).
Long Story Short…
THE NEED IS REAL!
Consider Employee Assistance Programs
Employee assistance programs (EAP) can provide relief to those in of need help AND it’s an ALTERNATIVE to billable mental health treatment
For every dollar invested in EAP, employers save from $5.00 - $16.00.
Department of Labor
Educate your staff
Teach your employees to become resilient
Offer educational programs & resources that teach PREVENTATIVE care
Like Further Info?
Contact us at 1-800-511-4804