Article Abstract:
The Americans with Disabilities Act of 1990 (ADA) prevents employers from discriminating against handicapped employees. Employers must also consider if their medical plan for employees follows ADA regulations. Organizations with 25 or more employees must comply by Jul 26, 1992 while those with 15 to 24 employees must follow by Jul 26, 1994. To avoid complications involving ADA applications, companies should use the legislative history of the ADA, the Rehabilitation Act of 1973 and the Equal Employment Opportunity Commission's regulations as the bases for ADA interpretation.
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Article Abstract:
Courts have not established definite rules for health insurance coverage involving experimental medical procedures. Health plan administrators must recognize this problem and rationalize the inclusion of such medical practices in their plans and up to what degree. Employers who exclude them must set a standard for classifying treatment procedures. All forms of communication involving the plan should be carefully documented. Employers who wish to consider experimental procedures can either provide separate coverage or allow employees to finance treatment by themselves.
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Article Abstract:
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires companies to pay employees health benefits not exceeding 102% of regular premiums. However, COBRA is continually expanding and workers eligible for it are also increasing. To cope with COBRA regulations, employers can choose to stop health programs but raise wages, discontinue COBRA rules but continue health benefits or tranfer the problem of health care to another party.
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