What benefits managers should know about the Mental Health Parity Act of 1996.
In consideration of the statutory requirements of the Mental Health Parity Act of 1996, the author stresses that benefits managers should consider three issues. First, the financial impact of the act should be minimal for most plans. Second, minimal compliance may require more extensive changes to the plan than originally anticipated. Finally, the process of compliance offers opportunity to examine broader issues of mental health coverage. The article explains what the act does and does not require. The article concludes with a presentation of a comparative analysis of the cost impact of the act on five prototype plan designs.
Bachman
R E
RE
Coopers & Lybrand, Atlanta, GA, USA.
D019461:Employee Retirement Income Security Act / Q000331:legislation & jurisprudence; D018588:Fee-for-Service Plans / Q000191:economics; D006264:Health Benefit Plans, Employee / Q000191:economics / Q000331:legislation & jurisprudence*; D017048:Health Care Costs; D006279:Health Maintenance Organizations / Q000191:economics; D007358:Insurance, Psychiatric / Q000191:economics / Q000331:legislation & jurisprudence*; D008605:Mental Health Services / Q000191:economics*; D011243:Preferred Provider Organizations / Q000191:economics; D014481:United States