Texas House Bill HB1872

Texas 2011 - 82nd Regular

• Out of House Committee: 4/18/11
• Introduced: 2/25/11
• Voted on by House: 5/12/11
• Refer: 3/7/11
• Report Pass: 4/12/11
• Engrossed: 5/12/11
• Refer: 5/13/11

Caption

Relating to requirements regarding information to be provided to employees covered by workers' compensation health care networks.

Impact

If enacted, HB1872 is poised to significantly affect the regulatory framework governing workers' compensation in Texas. The bill amends the Insurance Code to specify the responsibilities of employers in notifying employees about their rights related to health care services within workers' compensation networks. This amendment aims to resolve any disputes that may arise from improper information dissemination. By clarifying and reinforcing the obligations of employers, the bill seeks to enhance employee protection and ensure compliance with network protocols.

Summary

House Bill 1872 aims to enhance the transparency of the processes surrounding workers' compensation health care networks in Texas. The bill mandates that employers provide comprehensive information to employees who are covered under these health care networks. This legislation is a response to concerns that employees may lack adequate knowledge about their rights and obligations when receiving treatment for workplace injuries, particularly when transitioning to network providers. The intended outcome is to ensure employees are well-informed about their options and the processes involved in selecting treating doctors within approved networks.

Contention

Though the bill seeks to improve employee rights regarding health care information under workers' compensation, it may face opposition from entities concerned about the implications for network management. Critics may argue that increasing informational obligations on employers could lead to additional administrative burdens and complicate the operational aspects of health care networks. Furthermore, the amendment's potential for dispute resolution processes could result in escalated litigation over compliance, thus raising concerns among employers about liability and enforcement.