[et_pb_section fb_built=”1″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_row column_structure=”2_5,3_5″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”2_5″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”3_5″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/naebt.org\/wp-content\/uploads\/2022\/05\/NAEBT-Copy.jpg” alt=”NAEBT Logo” title_text=”NAEBT ” align=”right” _builder_version=”4.17.4″ _module_preset=”default” width=”44%” min_height=”100px” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.17.4″ _module_preset=”default” custom_margin=”-65px|||||” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_accordion _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_accordion_item title=”Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA)” open=”on” _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n
An\u00a0<\/span>employee<\/em>\u00a0<\/span>or\u00a0<\/span>dependent<\/em>\u00a0<\/span>who is eligible, but not enrolled in this\u00a0<\/span>Plan<\/em>, may enroll if:<\/p>\n If a\u00a0<\/span>dependent<\/em>\u00a0<\/span>becomes eligible to enroll under this provision and the\u00a0<\/span>employee<\/em>\u00a0<\/span>is not then enrolled, the\u00a0<\/span>employee<\/em>\u00a0<\/span>must enroll in order for the\u00a0<\/span>dependent<\/em>\u00a0<\/span>to enroll.<\/p>\n Coverage will become effective as of the date the request for enrollment is received by the\u00a0<\/span>employer<\/em><\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Newborns’ and Mothers’ Health Protection Act of 1996 (NMHPA)” _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n Under federal law, group health plans and health insurance issuers offering group health insurance coverage generally may not do any of the following:<\/p>\n However, the plan or issuer may pay for a shorter stay than forty-eight (48) hours following a vaginal delivery, or ninety-six (96) hours following a delivery by cesarean section if the attending provider (e.g., your\u00a0<\/span>physician<\/em>, nurse midwife or\u00a0<\/span>physician<\/em>\u00a0<\/span>assistant), discharges the mother or newborn after consultation with the mother.<\/p>\n [\/et_pb_accordion_item][\/et_pb_accordion][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_accordion _builder_version=”4.17.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_accordion_item title=”Genetic Information Nondiscrimination Act of 2008 (GINA)” open=”on” _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n GINA<\/em>\u00a0Title I applies to group health plans sponsored bty local government\u00a0<\/span>employers<\/em>. Title I generally prohibits discrimination in group premiums based on\u00a0<\/span>genetic information<\/em>\u00a0and the use of\u00a0<\/span>genetic information<\/em>\u00a0as a basis for determining eligibility or setting premiums, and places limitations on genetic testing and the collection of\u00a0<\/span>genetic information<\/em>\u00a0in group health plan coverage. Title I provides a clarification with respect to the treatment of\u00a0<\/span>genetic information<\/em>\u00a0under privacy regulations promulgated pursuant to the Health Insurance Portability and Accountability Act of 1996 (HIPAA).<\/span><\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Mental Health Parity and Addiction Act of 2008″ _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n Regardless of any limitations on benefits for\u00a0<\/span>mental disorders\/substance abuse<\/em>\u00a0treatment otherwise specified in the\u00a0<\/span>Plan<\/em>, any aggregate lifetime limit, annual limit, financial requirement,\u00a0<\/span>non-network<\/em>\u00a0exclusion, or treatment limitation on\u00a0<\/span>mental disorders\/substance abuse<\/em>\u00a0benefits imposed by the\u00a0<\/span>Plan<\/em>\u00a0shall comply with federal parity requirements, if applicable.<\/span><\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA)” _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n Employees<\/em>\u00a0going into or returning from military service may elect to continue\u00a0<\/span>Plan<\/em>\u00a0coverage as mandated by the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) under the following circumstances. These rights apply only to\u00a0<\/span>employees<\/em>\u00a0and their\u00a0<\/span>dependents<\/em>\u00a0covered under the\u00a0<\/span>Plan<\/em>\u00a0immediately before leaving for military service. For more information on USERRA, please refer to the\u00a0<\/span>USERRA Continuation of Coverage<\/u>\u00a0subsection.<\/span><\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Compliance with HIPAA Privacy Standards” _builder_version=”4.17.4″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n\n
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