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	Comments on: Key Benefits of the Health Care Act	</title>
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	<description>A collection of writings dealing with current US &#38; Long Island politics</description>
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		<title>
		By: Eric Bartky, MD		</title>
		<link>https://resistancesuffolk.wp.urdemo.website/2012/05/09/key-benefits-of-the-health-care-act/#comment-22</link>

		<dc:creator><![CDATA[Eric Bartky, MD]]></dc:creator>
		<pubDate>Wed, 29 Apr 2026 11:58:35 +0000</pubDate>
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					<description><![CDATA[&lt;p&gt;Making sure that mental health conditions are treated equally with other medical health conditions is essential. At present mental health care benefits are not covered/reimbursed as well as medical illnesses are and have more restrictive caps.&lt;/p&gt;]]></description>
			<content:encoded><![CDATA[<p>Making sure that mental health conditions are treated equally with other medical health conditions is essential. At present mental health care benefits are not covered/reimbursed as well as medical illnesses are and have more restrictive caps.</p>
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		<title>
		By: docs4bishop		</title>
		<link>https://resistancesuffolk.wp.urdemo.website/2012/05/09/key-benefits-of-the-health-care-act/#comment-23</link>

		<dc:creator><![CDATA[docs4bishop]]></dc:creator>
		<pubDate>Wed, 29 Apr 2026 11:58:35 +0000</pubDate>
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					<description><![CDATA[&lt;p&gt;Good point.  The question is addressed in&lt;br&gt;
“The Mental Health Parity and Addiction Equity Act of 2008”&lt;/p&gt;
&lt;p&gt;The Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) supplemented the Mental Health Parity Act of 1996 (MHPA). Generally, MHPAEA requires that the financial requirements and treatment limitations imposed on mental health and substance use disorder benefits cannot be more restrictive than the predominant financial requirements and treatment limitations that apply to substantially all medical and surgical benefits.(2) …&lt;/p&gt;
&lt;p&gt;Q8: After the amendments made by the Affordable Care Act, are small employers still exempt from the MHPAEA requirements? How is “small employer” defined?&lt;/p&gt;
&lt;p&gt;Yes, small employers are still exempt. … continue to define a small employer as one that has 50 or fewer employees. &lt;/p&gt;
&lt;p&gt;This is not ideal.  If you patient works for a small business (not uncommon in our area) their mental care may be less well covered…&lt;/p&gt;
&lt;p&gt;Here is my source:&lt;br&gt;
&lt;a href=&quot;http://www.dol.gov/ebsa/faqs/faq-aca5.html&quot; title=&quot;mental health coverage under ACA&quot; target=&quot;_blank&quot; rel=&quot;nofollow&quot;&gt;http://www.dol.gov/ebsa/faqs/faq-aca5.html&lt;/a&gt;&lt;/p&gt;]]></description>
			<content:encoded><![CDATA[<p>Good point.  The question is addressed in<br />
“The Mental Health Parity and Addiction Equity Act of 2008”</p>
<p>The Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) supplemented the Mental Health Parity Act of 1996 (MHPA). Generally, MHPAEA requires that the financial requirements and treatment limitations imposed on mental health and substance use disorder benefits cannot be more restrictive than the predominant financial requirements and treatment limitations that apply to substantially all medical and surgical benefits.(2) …</p>
<p>Q8: After the amendments made by the Affordable Care Act, are small employers still exempt from the MHPAEA requirements? How is “small employer” defined?</p>
<p>Yes, small employers are still exempt. … continue to define a small employer as one that has 50 or fewer employees. </p>
<p>This is not ideal.  If you patient works for a small business (not uncommon in our area) their mental care may be less well covered…</p>
<p>Here is my source:<br />
<a href="http://www.dol.gov/ebsa/faqs/faq-aca5.html" title="mental health coverage under ACA" target="_blank" rel="nofollow">http://www.dol.gov/ebsa/faqs/faq-aca5.html</a></p>
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