Last week, after observing that the vast majority of large employers either offer or plan to offer telemedicine benefits for employees, we considered the logistics of how a company might choose to launch such a program. Three methods present viable options: adding telemedicine as a new feature of a group health plan, incorporating telemedicine as part of an Employee Assistance Program (EAP), or creating a stand-alone telemedicine benefit. In all three cases, compliance with legal and regulatory requirements is non-negotiable; who bears the brunt of the responsibility depends on the strategy selected. In last week’s blog post, we explored the pros and cons of appending telemedicine benefits to a group health plan. Today, we’ll consider the other two approaches. Read more
According to a survey conducted by the National Business Group on Health, 96 percent of large employers are either making or planning to make telemedicine available to their employees. Considering the time and cost savings for patients, insurance companies, and employers, this sounds like it could be a panacea. However, the logistics of implementing telemedicine benefits for employees are far from simple. An employer, whether insured or self-funded, who wants to provide telemedicine services can do so in one of three ways: integrate telemedicine as part of a group health plan, bundle telemedicine services as part of an Employee Assistance Program (EAP), or offer telemedicine services separately as a stand-alone benefit. Each method carries varying degrees of compliance issues with state and federal laws such as ERISA. Read more
Earlier this month, President Donald Trump signed into law a bipartisan budget deal that impacts Medicare’s telemedicine coverage more than any past legislation, as described by one senator. After a brief government shutdown, Congress approved a two-year budget deal including parts of the Creating High-Quality Results and Outcomes Necessary to Improve Chronic (CHRONIC) Care Act, the Furthering Access to Stroke Telemedicine (FAST) Act, and the Increasing Telehealth Access to Medicare Act. Read more
A few articles came out this week that I that I feel underscore the need for providers – both large hospital systems and private practices – need to get off their collective derrières and start implementing HIT and Telemedicine.
Thankfully, we are going to provide them valuable advice to help make this happen later in this piece. However, let’s start with a brief discussion of some of this week’s materials.
In a piece Read more
I admit it’s been too long since I last posted here. Well, I have an excuse…
We’ve been busy getting ready for the HIMSS and ATA 2015 conferences. We’re very excited to be going because we believe this is the year swyMed really makes its presence known in the healthcare space.
At HIMSS we will be introducing some very special technology for home health use as well as new partnerships that will make the deployment and delivery of healthcare even easier. Read more
“Is your cucumber bitter? Throw it away. Are there briars in your path? Turn aside. That is enough.”
Marcus Aurelius, Meditations.
For an industry full of innovators, there’s a distinct lack of innovation in overcoming the reimbursement issue. I believe this is largely because we’ve trained ourselves to continue focusing on reimbursement, rather than discovering how to make the lack of reimbursement work for us or on creating a new model of telemedicine that makes reimbursement an afterthought.
If you believe telemedicine won’t expand until reimbursement is solved, why are any of us involved in Telemedicine? (I assume it’s to improve healthcare, which means we shouldn’t let reimbursement stop us.)
This is not to say that reimbursement is not impo Read more
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