A review of the Health Insurance Portability Act (HIPPA), the Family and Medical Leave Act (FMLA) and unemployment Compensation.
Written in 2007; 2,227 words; 5 sources; MLA; $ 69.95
Paper Summary:
This paper addresses a number of policies and government-mandated regulations that have worked to shape the employment environment. The paper presents information on the Health Insurance Portability and Accountability Act, th Family and Medical Leave Act, and unemployment compensation by which employers must abide.
Outline:
Abstract
Employee Safety, Health, and Welfare Laws
Health Insurance Portability and Accountability Act
Family and Medical Leave Act
Unemployment Compensation
Conclusion
From the Paper:
"Pre-existing condition refers to any medical condition that has been diagnosed or a condition for which symptoms were prevalent that would have caused the average person to seek medical care. Prior to HIPPA, pre-existing exclusions for coverage were used by many employer group coverage plans and insurance companies to limit the ability of employees to be covered by available policies. "HIPPA limits these exclusions to pre-existing conditions for which medical advice, diagnosis, treatment or care was recommended or received with the six month period ending on one's enrollment date. One's enrollment date is one's first day of coverage, or if there is a waiting period, the first day of one's waiting period; typically, one's date of hire" (Employee Benefits Security Administration, 2004, page or para #). If one's condition does not meet the preceding requirements, one's condition cannot be excluded due to a pre-existing condition. The six-month time frame may be shortened if one is covered under a HMO or as determined by state law. On the other hand, state law is not permitted to increase the six-month period."
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