Tag: non-discrimination

Value for Whom? HHS Office of Civil Rights Seeks Input on the Impact of Payers’ Value Assessments on Health Equity

As health care costs continue to rise, stakeholders are looking to innovations in provider payments and benefit designs grounded in the known “value” of different health services. But these strategies might fail to reflect the needs, values, and preferences of certain patients. This tension is evident as the Department of Health and Human Services’ Office of Civil Rights considers whether value assessment methodologies discriminate against protected groups, such as people with disabilities and older adults.

Stakeholders Respond to the Proposed Health Reimbursement Arrangement Rule. Part 2: Insurers

In October, the Departments of Treasury, Labor, and Health and Human Services issued a proposed rule that aims to expand the “flexibility and use” of health reimbursement arrangements. To understand reactions to the proposal, CHIR reviewed a sample of comments from state officials, insurers, consumer advocates, and employer, broker and benefit advisor groups. In Part 2 of this blog series, we highlight comments from ten major medical insurers and associations, who argued that stronger non-discrimination provisions are needed to prevent adverse selection and ensure stability in the individual market.

Taking a Look at ACA Non-Discrimination Rules: When Does Medical Management Cross the Line?

The ACA prohibits benefit limits and cost sharing that discriminate against individuals based on health status and other factors, but federal rules also stress that insurers can continue to use reasonable medical management, which would allow benefit limits based on certain circumstances. JoAnn Volk looks at what this may mean for regulators and consumers trying to tell the difference.

Workplace Wellness Programs in the News

Your employer may want to help you meet your New Year’s resolutions to lose weight or get fit by providing you with some financial incentives. JoAnn Volk takes a look at the current state of workplace wellness programs and recent action at the Equal Employment Opportunity Commission (EEOC).

The opinions expressed here are solely those of the individual blog post authors and do not represent the views of Georgetown University, the Center on Health Insurance Reforms, any organization that the author is affiliated with, or the opinions of any other author who publishes on this blog.