More Related Content
Similar to Web 05172018 Health Plan Hot Spots (20)
More from Carol Buckmann (20)
Web 05172018 Health Plan Hot Spots
- 1. www.alston.com
© Alston & Bird LLP 2018
Health Plan Design and Administration
Challenges: Hot Spots
Prepared by Steven C. Mindy, Esq.
Alston & Bird, LLP
May 17, 2018
1
- 2. © Alston & Bird LLP 2018 2
Agenda
Future of employer sponsored health care (update from last year)
Mental health and substance abuse “parity”—what is parity exactly and what
are the traps/pitfalls
Emergency Services—Where do emergency services have to be provided and
what is the allowed amount for emergency services?
Imposing service and treatment limits—what are the challenges?
Wellness program traps and pitfalls
2
- 3. © Alston & Bird LLP 2018 3
Agenda
Out of Network Provider Payments—how should allowed amount be
calculated and how do I document that?
Cross Plan Offsetting—What is it and can you do it?
Responding to requests for documents from third parties—to whom, when,
and what.
HIPAA Privacy and Security Audits—how to avoid and how to prepare for them
3
- 4. © Alston & Bird LLP 2018 4
Agenda
Regulatory roundup
Other litigation trends
4
- 5. www.alston.com
© Alston & Bird LLP 2018
Mental Health and Substance Abuse Parity?
What is parity exactly and what are the traps/pitfalls?
5
- 6. © Alston & Bird LLP 2018 6
Benefits Subject to MHPAEA
Scope of the rule:
“Mental Health Benefits” and “Substance Abuse Benefits”
Neither term specifically defined in rules; Plan gets to define generally
Definition in plan must be consistent with applicable federal and/or
state law AND must be consistent with generally recognized
independent standards of current medical practice
Are benefits for autism “mental health benefits”?
Does not specifically require plans to cover MH or SA benefits but . . .
If you provide mental health/substance abuse benefits in one category,
you must provide them in all categories in which you provide
medical/surgical
6
- 7. © Alston & Bird LLP 2018 7
Financial and Quantitative Limitations
A plan may not apply any financial requirement or [quantitative]
treatment limitation to MH or SA benefits in any category that is:
More restrictive that the predominant financial requirement or treatment
limitation applied to substantially all medical/surgical benefits in the same
category
2 tests for measuring benefits:
predominant
substantially all
Special rule for prescription drugs
7
- 8. © Alston & Bird LLP 2018 8
Measuring Benefits
Measure benefits within a category
Identify “types” of financial requirements/treatment limitations
Copayment
Coinsurance
Days limit
Treatment limit
Identify levels
Determine expected plan benefits for plan year for benefits subject to a type
of financial requirement/treatment limitation in each category
8
- 9. © Alston & Bird LLP 2018 9
Measuring Benefits
Based on amount the plan “allows”—not on what it pays specifically.
Any reasonable method may be used
Do not have to recalculate each year if no plan design changes that
would affect financial requirement/treatment limitation
Determine first by type of limitation (this is for purposes of
substantially all test)
Then determine by “level” (this is for purposes of predominant test)
9
- 10. © Alston & Bird LLP 2018 10
Measuring Benefits
Issues:
TPA or carrier using claims for entire book of business to calculate substantially
all/predominant
Permitted in very limited instances
Assuming that mental health/substance abuse provider is a “specialist” when
you analyze outpatient services
10
- 11. © Alston & Bird LLP 2018 11
Non-quantitative Treatment Limitations
General rule: a plan may not impose a non-quantitative treatment
limitation with respect to MH/SA benefits in any classification unless,
under the terms of the plan OR IN OPERATION, any processes,
strategies, evidentiary standards (Standards) or other factors used in
applying the nonquantitative treatment limitation to MH/SA are
comparable to the Standards applied to medical/surgical and are
applied no more stringently to MH/SA
11
- 12. © Alston & Bird LLP 2018 12
Non-quantitative Treatment
Limitations
Medical management standards limiting or excluding benefits based on medical necessity or medical
appropriateness, or based on whether a treatment is experimental or investigative;
Formulary design for prescription drugs;
Standards for provider admission to participate in a network, including reimbursement rates;
Plan methods used to determine usual, customary, and reasonable fee charges;
Refusal to pay for higher-cost therapies until it can be shown that a lower-cost therapy is not effective (also
known as fail-first policies or step therapy protocols);
Prior authorization; and
Exclusions based on failure to complete a course of treatment.
12
- 13. © Alston & Bird LLP 2018 13
Non-quantitative Treatment Limitations
Issues:
No prior authorization on medical/surgical but prior authorization required for
mental MH/SA
Prior authorization required in practice after 7 days of inpatient care for
medical/surgical but after 1 day for MH/SA
Medical/surgical provider/facility need only be licensed but MH/SA
provider/facility must be licensed and _________ (fill in the blank)
13
- 14. © Alston & Bird LLP 2018 14
Disclosure of Medical Necessity Requirements
Criteria for Medical Necessity must be made available to any current or
potential participant/beneficiary or contracting provider upon request
Broader than just claims procedure rules
I.e. this requirement not limited to requests made in accordance with claims
determinations and appeals
104(b)(4) document—subject to $110 per day penalty if not provided
within 30 days.
14
- 15. © Alston & Bird LLP 2018 15
Regulatory and Legislative Developments
Cures act:
Clarified that eating disorder is a mental health condition
Medical necessity disclosure requirements and model forms
Proposed FAQ and Self compliance tool
15
- 17. © Alston & Bird LLP 2018 17
Emergency Care
Calculating the out of network “allowed amount”
Greater of:
Median network rate
Medicare rate
The Plan’s typical rate (e.g. R&C)
How do you calculate network rate?
What is R&C?
17
- 18. © Alston & Bird LLP 2018 18
Emergency Care
If a plan provides benefits for any services in an emergency
department of a hospital, the plan must provide coverage
for emergency services in accordance with the following
requirements:
No prior authorization
Without regard to whether in-network or not
Same cost sharing for out of network
Special rules for calculating the allowed amount
18
- 19. © Alston & Bird LLP 2018 19
Are you required to provide coverage for coverage provided in a
freestanding emergency center?
Maybe not.
The rule applies to plans that provide benefits for services provided “in
an emergency department of a hospital”
The definition of “emergency services” and “emergency medical
condition” are based on EMTALA definitions
EMTALA would only apply to dedicated emergency departments owned
and operated by Hospitals (as a threshold matter)
19
Emergency Care
- 21. © Alston & Bird LLP 2018 21
Treatment Limitations
Self funded plans are not required to provide essential health benefits
But, if a plan provides essential health benefits, the plan may not impose
annual or lifetime dollar limitations on essential health benefits
What is an essential health benefit?
Pick a benchmark plan in a state (no nexus to the plan required apparently)
If covered by that plan, then it is an essential health benefit (with a few
exceptions)
21
- 22. © Alston & Bird LLP 2018 22
Treatment Limitations
Are service/treatment limitations on essential health limits
permitted?
Yes!
Be careful of traps:
Service limit combined with a per day $ limit=annual
dollar limit
Mental health/substance abuse parity rules
ADAAA
HIPAA nondiscrimination
22
- 23. © Alston & Bird LLP 2018 23
Wellness Program Traps
HIPAA/ACA rules:
All outcome based programs must offer a reasonable
alternative to those who are unable to satisfy the initial
standard
Must provide notice of reasonable alternative in ALL wellness program materials
Must give a reasonable period of time to complete alternative
Cannot require them to meet the initial standard
Can’t make tobacco users quit!
Must make reward available for entire year IF they satisfy the standard
23
- 24. © Alston & Bird LLP 2018 24
Wellness Program Traps
GINA/ADA
Can’t give incentive for dependent Child’s medical history
Disease management programs with incentives could be a problem
Also a potential problem under HIPAA
Future of incentives under ADA/GINA in question vis a vis AARP case
24
- 26. © Alston & Bird LLP 2018 26
Out of Network Provider Payment Issues
Dispute over method of calculating
OON providers claim plans use artificially low benchmarks to
calculate allowed amount
Several cases over the last few years:
North Cypress v. Cigna
United Healthcare settlement (Downey Surgical Clinic vs.
OptumInsight, Inc.)
Ingenix
26
- 27. © Alston & Bird LLP 2018 27
Out of Network Provider Payment Issues
How do you protect against such claims:
Clear unambiguous terms in plan documents
SPDs/documents often fall short on adequately describing “reasonable and customary”
Often refer to claims administrators policies and procedures
Follow the plan/procedures
27
- 29. © Alston & Bird LLP 2018 29
Cross Plan Offsetting
Participant in Plan #1 receives services at Doctor A’s office. Claims Administrator,
ABC, overpays Doctor A by $100.
Plan/Claims administrator provides notice of overpayment. Doctor A disputes
it.
Participant in Plan #2 that is administered by ABC receives services at Doctor A’s
office. Eligible benefits for services equals $200; however, ABC only pays Doctor A
$100. The additional $100 in eligible benefits offsets the overpayment made by
ABC to Doctor A with respect to participant in Plan #1.
29
- 30. © Alston & Bird LLP 2018 30
Cross Plan Offsetting
8th
circuit case filed against United Healthcare
Issues generally (not necessarily raised in 8th
circuit case)
Possible violation of claims procedure rules
Exclusive benefit violation/prohibited transaction
Breach of fiduciary duty
Arguments made that proper language in plan document cures.
Does it?
What about intra-plan offsetting?
30
- 32. © Alston & Bird LLP 2018 32
Responding to Requests for Documents
ERISA Section 104(b)(4) requires plan administrators to furnish
the following to participants and beneficiaries:
Most recent SPD
Most recent Form 5500
Trust agreement
CBA
contract or other instruments under which the plan is
established or operated
$110 per day penalty for failing to furnish within 30 days of
request
32
- 33. © Alston & Bird LLP 2018 33
Responding to Requests for Documents
Who is a participant?
Employee or retiree or authorized representative of either
Who is a beneficiary?
Dependent covered under plan
Third parties who are “authorized” by a beneficiary
Providers with assignments
Network providers even without assignments
33
- 34. © Alston & Bird LLP 2018 34
Responding to Requests for Documents
ERISA Section 503
All documents and information that are “relevant” to the claim
Relied on
Generated but not relied on
Demonstrates compliance with procedures
Statement of policy or guidance with respect to the plan concerning the
denied treatment
Claimant and any authorized representative
Consequences of failing to provide:
Lower standard of review/lose exhaustion defense
Is there a $ penalty for failing to provide such documents?
34
- 35. © Alston & Bird LLP 2018 35
Responding to Requests for Documents
Controversial documents:
ASO agreement
Policies and Procedures documents/guidelines
E.g. UCR
Meetings of committee minutes
Emails between claim fiduciary and counsel
35
- 37. © Alston & Bird LLP 2018 37
How do you avoid?
To some extent you cant!
OCR has audit programs
OCR may audit based solely on a complaint
Mitigation techniques
Train
Take conservative approach with uses/disclosures
37
- 38. © Alston & Bird LLP 2018 38
How to Prepare
Maintain policies and procedures
SECURITY RISK ASSESSMENT!!!!
A gap assessment is not a risk assessment
Train
Make sure you have business associate agreements (and sub-baa) in
place
38
- 39. © Alston & Bird LLP 2018 39
Litigation Traps
Failing to follow amendment/termination procedures
Right of termination/amendment not in appropriate documents
Not properly notifying participants of changes in plan
Failing to furnish electronic SPDs properly
Not following plan terms
Failing to identify the claims fiduciary in plan documentation
Provider non-discrimination
39
- 40. © Alston & Bird LLP 2018 40
Regulatory and Legislative Roundup
HSA contribution limit
Recent IRS guidance regarding 2018 contribution adjustment
Disability regulations went into effect April 2
Proposed Association Health Plan Regulations
Recent DOL proposed FAQ, enforcement facts, and self-compliance
tool
Will the IRS issue new HRA guidance (per the executive order)?
40