Federal law mandating hospital pregancy testing


If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered entity must treat her in the same way as it treats any other temporarily disabled employee.For example, the employer may have to provide light duty, alternative assignments, disability leave, or unpaid leave to pregnant employees if it does so for other temporarily disabled employees.



So, if a plan pays 80% for hospital and surgery fees for an appendectomy (removal of the appendix), but only 70% of hospital and surgery fees for breast reconstruction, that would violate the WHCRA. The WHCRA does not allow insurance plans and insurance companies to kick people out of the plan or keep them from enrolling or renewing their coverage under the plan to avoid WHCRA requirements. The WHCRA does not allow insurance plans and insurance issuers to penalize doctors or lead them to provide care in a way that does not support the WHCRA.These state laws only apply to those health plans purchased by an employer from a commercial insurance company.If an employer is self-insured, state laws do not apply but federal laws do.Under the PDA, an employer that allows temporarily disabled employees to take disability leave or leave without pay, must allow an employee who is temporarily disabled due to pregnancy to do the same.


Federal law mandating hospital pregancy testing comments


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