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Employers that have removed discriminatory insurance exclusions against transgender people from their health insurance plans need to communicate to employees (and their dependents) that transgender-inclusive coverage is available – both at the time the benefit first becomes available and on a regular basis.
Kimpton Hotels & Restaurants worked with its fully-insured employee health plans to provide coverage for medically necessary treatments for transgender employees and dependents, in addition to grossing up employees' income to offset imputed income taxes from domestic partner health insurance.
The City and County of San Francisco Transgender Health Benefit Program has proven to be appropriately accessed and undeniably more affordable than other, often routinely covered, procedures.
The cost of covering transgender employees' health needs proved relatively inexpensive compared to other health needs of the City and County of San Francisco's employees.
San Francisco's transgender benefit was launched in 2001 for its self-funded plan and was designed based on rough, nonscientific data reviews dating back to 1997 using worst case assumptions to counter fears of unknown demand and high costs.
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