Chapter
Final regulations and laws around employer-provided health insurance
30:03 - 34:40 (04:36)
The final regulations added language to employer-provided health insurance to ensure that programs have a reasonable chance of improving the health of participants, are not discriminatory, and not overly burdensome. Additionally, HIPAA was enacted in 1996 to prevent discrimination in employer-provided health insurance.
Clips
The Americans with Disabilities Act and the Health Insurance Portability and Accountability Act, have provisions to prevent discrimination in employer-provided health insurance, but the increasing cost of health care is a major obstacle.
30:03 - 32:10 (02:07)
Summary
The Americans with Disabilities Act and the Health Insurance Portability and Accountability Act, have provisions to prevent discrimination in employer-provided health insurance, but the increasing cost of health care is a major obstacle.
ChapterFinal regulations and laws around employer-provided health insurance
EpisodeWorkplace Wellness
PodcastMaintenance Phase
The idea of charging disabled people more money for basic things like accessible transportation and housing is not just discrimination, but also absurd.
32:10 - 32:54 (00:44)
Summary
The idea of charging disabled people more money for basic things like accessible transportation and housing is not just discrimination, but also absurd. Yet, it's still happening despite the fact that non-disabled people are paying less for the same things.
ChapterFinal regulations and laws around employer-provided health insurance
EpisodeWorkplace Wellness
PodcastMaintenance Phase
New regulations require workplace wellness programs to have a reasonable chance of improving participants' health without being overly burdensome or discriminatory, but TIPA refuses to impose any regulations on such programs.
32:55 - 34:40 (01:45)
Summary
New regulations require workplace wellness programs to have a reasonable chance of improving participants' health without being overly burdensome or discriminatory, but TIPA refuses to impose any regulations on such programs.