Children and Adolescents. Inter-Facility Transfers (PD2010_031)

Children and Adolescents. A crucial aspect of research for nearly all areas of mental health research is that of early detection. Early detection of disorders or risk factors would serve to potentially ameliorate over- and under-diagnosis, which represent huge problems for mental health at present. Even though there is increased knowledge on mental health and related determinants in children and adolescents, there are still gaps in our understanding of mental health problems in the early years. Further research into early detection and early-years research stands to be extremely fruitful for both theory and practice. For example, ROAMER work packages have identified that potentially the best return on money – to produce the most health and well-being – would be by investing in the stages from pregnancy to 10 years of age. The reasons that child and adolescent research stands to maximise the efficacy of evidence-based interventions in mental health are twofold. Firstly, recent years have seen rising public health needs in child and adolescent psychiatry. These are not adequately matched by the attention of the scientific community, either in absolute terms, or relative to other medical fields or subjects with similar public health impact but rather high publication activity. Secondly, developing early interventions aimed at children and adolescents offers the opportunity to minimise the disease burden (e.g. in terms of quality-adjusted life years), especially for high-burden chronic issues such as mood disorders. Interventions early in life may further serve preventive purposes if administered prior to the onset of disorders. Epidemiological data show that most psychopathology begins its expression between the ages of 12 and 21, yet a minority of funding goes into this age range. This lack of early research and intervention then inflates both disease burden, and economic and social costs involved in dealing with chronic and established disorders later in life (e.g. depression, psychosis, bipolar disorder – which account for 60% of research funding). Focusing on ages 12-21 (when most psychopathology begins) may then be the most effective way to reduce psychopathology at the population level, maximising the efficiency, efficacy and cost-effectiveness of interventions aimed at improving well-being, quality of life and so on. While this issue is important, recommendations for pertinent mental health research and interventions must go beyond saying ‘Europe must do child and adolescent me...

Children and Adolescents. The suffix P is added to codes to indicate the patient is under 19 years at the commencement of the package, but only if:  The child was accommodated in a dedicated paediatric or adolescent environment And  The service was delivered in compliance with the Service Specifications for Specialised Paediatric Services. To avoid repetition, the definitions are not shown against the P codes. The definition and any rules applying the adult code also applies to the P Code. This is not intended to imply that the same tariff will apply to adults and children. Where no P code is shown in the Handbook, children will be coded to the adult code.

Children and Adolescents refer to the American Academy of Pediatric Dentistry (AAPD) Policy on Acute Pediatric Dental Pain Management (2017). Adults: 1. Consider the use of long-acting local anesthetics such as bupivacaine to reduce the severity of post-operative pain. 2. In the absence of a contraindication, Non-Steroidal Anti-Inflammatory Drugs (NSAIDs) should be considered pre-emptively and first-line analgesic therapy to help reduce the severity of postoperative pain. 3. The sequencing of NSAIDs and APAP administration is evidence-based to be synergistic and should be considered.

Children and Adolescents. If your child or teenager is to be seen for counseling and is under 18 years of age, please sign below.

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Prosthodontics We Cover prosthodontic services as follows:
Orthodontics We Cover orthodontics used to help restore oral structures to health and function and to treat serious medical conditions such as: cleft palate and cleft lip; maxillary/mandibular micrognathia (underdeveloped upper or lower jaw); extreme mandibular prognathism; severe asymmetry (craniofacial anomalies); ankylosis of the temporomandibular joint; and other significant skeletal dysplasias.
Students Payments which a student or business apprentice who is or was immediately before visiting a Contracting State a resident of the other Contracting State and who is present in the first-mentioned State solely for the purpose of his education or training receives for the purpose of his maintenance, education or training shall not be taxed in that State, provided that such payments arise from sources outside that State.
Volunteer Peer Assistants 1. Up to eight (8)
Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:
Outpatient If you receive infusion therapy services in a hospital's outpatient unit, we cover the use of the treatment room, related supplies, and solutions. For prescription drug coverage, see Section 3.27
Health Overcoming or managing one’s disease(s) as well as living in a physically and emotionally healthy way;
Health and Hospitalization Insurance Single Coverage: The School District shall contribute a sum not to exceed $284.00 per month toward the premium for individual coverage for each full-time employee employed by the School District who qualifies for and is enrolled in single coverage in the School District’s group health and hospitalization insurance plan. Any additional cost of the premium shall be borne by the employee and paid by payroll deduction.
Medical Examinations An employee may be required by the Employer, at the request of and at the expense of the Employer, to take a medical examination by a physician of the employee's choice. Employees may be required to take skin tests, x-ray examination, vaccination, inoculation and other immunization (with the exception of a rubella vaccination when the employee is of the opinion that a pregnancy is possible), unless the employee's physician has advised in writing that such a procedure may have an adverse affect on the employee's health.
Health Care Benefits A. Each regular, full-time employee may elect coverage for himself and his eligible dependents* under one of the following health insurance plans: 1. Blue Cross/Blue Shield of Michigan Flexible Blue 3 with Flexible Blue Rx Prescription Drug Coverage with a Health Savings Account (hereinafter collectively referred to as the “H.S.A Plan”). The Employer shall pay for the illustrated premium cost of this coverage and make an annual contribution to each participating employee’s Health Savings Account in the amount of $500 for those selecting single coverage and $1,000 for those selecting Employee & Spouse, Employee Child(ren) or Family coverage, or the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the lesser Employer contribution to the cost of such plan. Employees may, at their option, make additional contributions through bi-weekly pre-tax payroll deduction as permitted by applicable law. 2. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 3 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. 3. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 6 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. (a) All coverage under any of the foregoing plans shall be subject to such terms, conditions, exclusions, limitations, deductibles, co-payments premium cost-sharing, and other provisions of the plans. Coverage shall commence on the employee’s ninetieth (90th) day of continuous employment. The employee’s contribution to the cost of such coverage shall be payable on a bi-weekly basis through automatic payroll deduction. (b) To qualify for health care benefits as above described each employee must individually enroll and make proper application for such benefits at the Human Resources Department upon the commencement of his regular employment with the Employer. (c) Except as otherwise provided under the Family and Medical Leave Act, when on an authorized unpaid leave of absence of more than two weeks, the employee will be responsible for paying all his benefit costs for the period he is not on the active payroll. Proper application and arrangements for the payment of such continued benefits must be made at the Human Resources Department prior to the commencement of the leave. If such application and arrangements are not made as herein described, the employee's health care benefits shall automatically terminate upon the effective date of the unpaid leave of absence. (d) Except as otherwise provided under this Agreement and/or under COBRA, an employee's health care benefits shall terminate on the date the employee goes on a leave of absence for more than two weeks, terminates, retires or is laid off. Upon return from a leave of absence or layoff, an employee's health care benefits coverage shall be reinstated commencing with the employee's return. (e) An employee who is on layoff or leave of absence for more than two weeks or who terminates may elect under COBRA to continue the coverage herein provided at his own expense. (f) The Employer reserves the right to change a carrier(s), a plan(s), and/or the manner in which it provides the above benefits, provided that the benefits and conditions are equal to or better than the benefits and conditions outlined above. (g) To be eligible for health care benefits as provided above, an employee must document all coverage available to him under his spouse's medical plan and cooperate in the coordination of coverage to limit the Employer's expense. If an employee’s spouse or eligible dependent children work for an employer who provides medical coverage, they are required to elect medical coverage with their employer, so long as the spouse’s or monthly contribution to the premium does not exceed 20% of the total premium cost of said coverage. The Monroe County Plan shall provide secondary coverage. (h) Each employee is responsible for notifying the Human Resources Department of any change in his status, which might affect his insurance coverage or benefits, such as, marriage, divorce, births, adoptions, deaths, etc.

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