Page 24 - Impact Floors 2022 Benefit Guide

GINA Warning against Providing Genetic Information
The Genetic Information Nondiscrimination Act (GINA) prohibits collection of genetic information by both employers and health
plans and defines genetic information very broadly. Asking an individual to provide family medical history is considered collection of
genetic information, even if there is no reward for responding (or penalty for failure to respond). In addition, a question about an
individual's current health status is considered to be a request for genetic information if it is made in a way likely to result in
obtaining genetic information (e.g., family medical history). Wellness programs that require completion of health risk assessments or
other forms that request health information may violate the collection prohibition unless they fit within an exception to the
prohibition for inadvertent acquisition of such information. This exception applies if the request does not violate any laws, does not
ask for genetic information and includes a warning against providing genetic information in any responses.

Newborn’s and Mother’s Health Protection Act
Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay
in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours
following a cesarean section. However, federal law generally does not prohibit the mother's or newborn's attending provider, after
consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any
case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the issuer for
prescribing a length of stay not in excess of 48 hours (or 96 hours).

Request for Social Security Number
A Mandatory Insurer Reporting Law (Section 111 of Public Law 110-173) requires group health plan insurers, third-party
administrators (TPAs), and plan administrators or fiduciaries of self-insured/self-administered group health plans (GHPs) to report,
as directed by the Secretary of the Department of Health and Human Services, information that the Secretary requires for purposes
of coordination of benefits. The law also imposes this same requirement on liability insurers (including self-insurers), no-fault
insurers, and workers’ compensation laws or plans. Two key elements that are required to be reported are HICNs (or SSNs) and EINs.
In order for Medicare to properly coordinate Medicare payments with other insurance and/or workers’ compensation benefits,
Medicare relies on the collection of both the HICN (or SSN) and the EIN, as applicable.
As a subscriber (or spouse or family member of a subscriber) to a GHP arrangement, Impact Floors will ask for proof of your
Medicare program coverage by asking for your Medicare HICN (or your SSN) to meet the requirements of P.L. 110-173 if this
information is not already on file with your insurer. Similarly, individuals who receive ongoing reimbursement for medical care
through no-fault insurance or workers’ compensation or who receive a settlement, judgment, or award from liability insurance
(including self-insurance), no-fault insurance, or workers’ compensation will be asked to furnish information concerning whether or
not they (or the injured party if the settlement, judgment or award is based on an injury to someone else) are Medicare beneficiaries
and, if so, to provide their HICNs or SSNs. Employers, insurers, TPAs, etc., will be asked for EINs. To confirm that this ALERT is an
official government document and for further information on the mandatory reporting requirements under this law, please visit
http://www.cms.gov on the CMS website.

COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for continued coverage for a certain period of time
at applicable monthly COBRA rates if you, your spouse, or your dependents lose group medical, dental, or vision coverage because
you terminate employment (for reason other than gross misconduct); your work hours are reduced below the eligible status for
these benefits; you die, divorce, or are legally separated; or a child ceases to be an eligible dependent.