The Employee Retirement Income Security Act, passed in 1974, regulates private providers of health and pension plans to protect their recipients.
To extend the umbrella of protection, Congress has passed several different amendments to the Employment Retirement Income Security Act, or ERISA.
First, ERISA requires private health and pension entities to supply their participants with plans and information regarding coverage, as well as a process where the participants can bring forth their grievances and appeals.
Additionally, ERISA outlines the fiduciary responsibilities for the people who are in charge of the plan assets, and it gives recipients the opportunity to sue if these responsibilities are breached.
Due to the regulative success of ERISA, there have been five additional health plan regulatory acts passed that have amended the original act as well as added more protection for different types of people.
These include the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Health Insurance Portability and Accountability Act (HIPAA), the Newborns' and Mothers' Health Protection Act, the Mental Health Parity Act, and the Women's Health and Cancer Rights Act.
The Consolidated Omnibus Budget Reconciliation Act, or COBRA, does not sound at all like what it does.
In fact, COBRA offers workers the right to continue their health insurance coverage for a certain period of time when they may have upheavals in their lives that affects their work.
Additionally, someone can choose to continue his or her group health plan in cases of: Voluntary or involuntary job loss Reduced hours at work Transition between jobs Death Divorce The Health Insurance Portability and Accountability Act, or HIPAA, is divided into five different sections that work to provide health insurance to people with preexisting health conditions that might otherwise be denied.
Additionally, it regulates electronic transmissions of health information to protect the privacy and security of health data, as well as many other things.
Next, the Newborns' and Mothers' Health Protection Act requires plans that offer maternity coverage to pay for a 48 hour hospital stay after the birth, 96 after a caesarean section.
The Mental Health Parity Act basically states that group health insurance plans must offer the same amount of financial help for mental health as they do with physical health.
Lastly, the Women's Health and Cancer Rights Act is meant to help women with breast cancer who choose to undergo surgical reconstruction after a mastectomy.
As you can see, navigating the governmental regulation laws regarding health insurance coverage can be tricky, especially for those with long-term disabilities.
To extend the umbrella of protection, Congress has passed several different amendments to the Employment Retirement Income Security Act, or ERISA.
First, ERISA requires private health and pension entities to supply their participants with plans and information regarding coverage, as well as a process where the participants can bring forth their grievances and appeals.
Additionally, ERISA outlines the fiduciary responsibilities for the people who are in charge of the plan assets, and it gives recipients the opportunity to sue if these responsibilities are breached.
Due to the regulative success of ERISA, there have been five additional health plan regulatory acts passed that have amended the original act as well as added more protection for different types of people.
These include the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Health Insurance Portability and Accountability Act (HIPAA), the Newborns' and Mothers' Health Protection Act, the Mental Health Parity Act, and the Women's Health and Cancer Rights Act.
The Consolidated Omnibus Budget Reconciliation Act, or COBRA, does not sound at all like what it does.
In fact, COBRA offers workers the right to continue their health insurance coverage for a certain period of time when they may have upheavals in their lives that affects their work.
Additionally, someone can choose to continue his or her group health plan in cases of: Voluntary or involuntary job loss Reduced hours at work Transition between jobs Death Divorce The Health Insurance Portability and Accountability Act, or HIPAA, is divided into five different sections that work to provide health insurance to people with preexisting health conditions that might otherwise be denied.
Additionally, it regulates electronic transmissions of health information to protect the privacy and security of health data, as well as many other things.
Next, the Newborns' and Mothers' Health Protection Act requires plans that offer maternity coverage to pay for a 48 hour hospital stay after the birth, 96 after a caesarean section.
The Mental Health Parity Act basically states that group health insurance plans must offer the same amount of financial help for mental health as they do with physical health.
Lastly, the Women's Health and Cancer Rights Act is meant to help women with breast cancer who choose to undergo surgical reconstruction after a mastectomy.
As you can see, navigating the governmental regulation laws regarding health insurance coverage can be tricky, especially for those with long-term disabilities.
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