Bachman R E
Coopers & Lybrand, Atlanta, GA, USA.
Benefits Q. 1997;13(2):14-21.
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.
考虑到1996年《精神健康平等法》的法定要求，作者强调福利管理人员应考虑三个问题。首先，该法案对大多数计划的财务影响应最小。其次，最低限度的合规可能需要对计划进行比最初预期更广泛的修改。最后，合规过程提供了审查心理健康保险更广泛问题的机会。本文解释了该法案的要求和不要求的内容。文章最后对该法案对五种原型计划设计的成本影响进行了比较分析。
