On-site medical clinics are one of the fastest growing trends in health care.
Learn how to reduce legal risk and ensure compliance while giving employees the health care services they want. Providing employee - and in some cases, dependent - health, preventive and wellness care through an on-site medical facility as an adjunct to a group health plan, continues to be one of the fastest growing trends in employer-provided health care, along with another phenomenon, remote health care, or telehealth. This trend was well established before the advent of the Patient Protection and Affordable Care Act of 2010, as amended (ACA). Many employers that utilize this form of health care delivery report that it is popular with both employees and the medical providers. The question for employers considering this approach is how to reduce legal risk and assure compliance with the applicable regulatory laws while delivering superior services to employees at a truly affordable cost. Employers who are contemplating establishing on-site medical facilities, or those who have them now, may be at a loss as to legal compliance issues. Is the facility a health care plan under ERISA? Does it have to comply with COBRA? HIPAA? Is it subject to other employer-provided health coverage mandates, such as Mental Health Parity, Michelle’s Law, or even the ACA market reform requirements? These and other dizzying questions will be addressed in this material.
Agenda
Faculty
Russell D. Chapman
Littler Mendelson
- Of counsel in the Dallas office of Littler Mendelson
- Represented clients in all areas of employee benefits and ERISA matters, including related litigation for more than 30 years
- Extensive experience representing clients of all sizes in labor and employment law, employment discrimination, wrongful termination litigation, and legal consulting on ERISA, employee benefits, and labor and employment matters
- Clients include telecommunications, tax-exempt charitable, real estate, heavy manufacturing, and national defense employers
- Board certified in Labor and Employment Law by the Texas Board of Legal Specialization and has achieved the highest rating by Martindale-Hubbell Law Directory
- Writer of several publications related to the areas of employment law, including ERISA, employee benefits, FMLA, executive compensation, and employment discrimination
- Adjunct professor of law, Southern Methodist University Dedman School of Law (ERISA Enforcement and Litigation), 2006-2014
- J.D. degree, University of Tulsa College of Law; LL.M. degree, Southern Methodist University Dedman School of Law; B.A. degree, University of Oklahoma
- Can be contacted at 214-880-8177 or [email protected]
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