Werthless wrote:Benefits vary greatly from company to company....
not that it's very relevant, but while the slate of benefits an employer offers can vary, health benefits - which consume the lion's share of a benefits budget at most employers - don't actually vary all that much (mini-med plans, well, they're kinda not medical benefits really). They're communicated quite differently and costs can vary a lot from place to place, but conventional employer-sponsored coverage? Not so very much (see what I did, etc etc).
At the granular level of specific tests and procedures, it can be surprisingly arduous to learn whether an employer's plan (or plans) covers any specific thing, however diligent an employee or (especially a) job aspirant may be. Staff may not know, readily available documents may not spell it out, insurers may fudge their answers, etc etc. It seems like sound practical advice for people to check, but that's probably seldom how events unfold.
The medical community is apparently of several minds about the effectiveness of PSA screening. PSA makes the American Board of Internal Medicine's Choosing Wisely initiative's list of tests that clinicians are telling fellow clinician and their patients should avoid. in May 2012, some will recall, USPSTF recommended against having the test, too.
% of employer-sponsored health plans that cover prostate screening? Not sure. My guess is many employers still do cover testing, despite the National Business Group on Health informing its members of USPSTF's recommendation 2 years ago. ERISA protects self-funding employers from state mandates, but typically self-funded plans go beyond most states' mandated coverage terms.
Not all states mandate coverage in individual and/or small group policies, but as of 2011, 29 do, including such cesspools of communism as Alaska.