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CorrieK
09-01-2012, 10:55 PM
As I spiral down to a point of no return, I have begun the pursuit of having my surgery with my health insurance (Aetna), which resulted in a resounding no. It devastated me because initially it was improved. Yet it came back denied because, as the doctor said has a specific exclusion for transgender surgery. I found this odd as they are paying for my hormones, and in many policies now they include gender identity/expression as a protected status within the company.

I spoke with my HR at length about this, who has been wonderful. I have started a process of having this given a second look, but I am not sure where else to look or what to say. I posted what happened on our internal company "Facebook", on a specific board for the LGBT community.

I fit Aetnas guidelines below (as many of us probably do), so I do not understand why it is this way. I imagine it comes from the ol' cosmetic argument. I guess they would rather me be miserable everyday impacting my ability to interact with my coworkers and customers. I assume they would save money on my scripts as well assuming I was able to take less hormones.

Clinical Policy Bulletin:
Gender Reassignment Surgery

Number: 0615


Policy

Note: Most Aetna plans exclude coverage of sex change surgery (gender reassignment surgery, transgender surgery) or any treatment of gender identity disorders. Please check benefit plan descriptions.

Aetna considers sex reassignment surgery medically necessary when all of the following criteria are met:

Member is at least 18 years old; and

Member has met criteria for the diagnosis of "true" transsexualism, including:

A sense of estrangement from one's own body, so that any evidence of one's own biological sex is regarded as repugnant; and
A stable transsexual orientation evidenced by a desire to be rid of one's genitals and to live in society as a member of the other sex for at least 2 years, that is, not limited to periods of stress; and
Absence of physical inter-sex of genetic abnormality; and
Does not gain sexual arousal from cross-dressing; and
Life-long sense of belonging to the opposite sex and of having been born into the wrong sex, often since childhood; and
Not due to another biological, chromosomal or associated psychiatric disorder, such as schizophrenia; and
Wishes to make his or her body as congruent as possible with the preferred sex through surgery and hormone treatment; and

Member has completed a recognized program of transgender identity treatment as evidenced by all of the following:

A qualified mental health professional* who has been acquainted with the member for at least 18 months recommends sex reassignment surgery documented in the form of a written comprehensive evaluation; and
For genital surgical sex reassignment, a second concurring recommendation by another qualified mental health professional * must be documented in the form of a written expert opinion**; and
For genital surgical sex reassignment, member has undergone a urological examination for the purpose of identifying and perhaps treating abnormalities of the genitourinary tract, since genital surgical sex reassignment includes the invasion of, and the alteraton of, the genitourinary tract (urological examination is not required for persons not undergoing genital reassignment); and
Member has demonstrated an understanding of the proposed male-to-female or female-to-male sex reassignment surgery with its attendant costs, required lengths of hospitalization, likely complications, and post surgical rehabilitation requirements of the planned surgery; and
Psychotherapy is not an absolute requirement for surgery unless the mental health professional's initial assessment leads to a recommendation for psychotherapy that specifies the goals of treatment, estimates its frequency and duration throughout the real life experience (usually a minimum of 3 months); and
For genital surgical sex reassignment, the member has successfully lived and worked within the desired gender role full-time for at least 12 months (so-called real-life experience), without periods of returning to the original gender; and
For genital surgical sex reassignment, member has received at least 12 months of continuous hormonal sex reassignment therapy recommended by a mental health professional and carried out by an endocrinologist (which can be simultaneous with the real-life experience), unless medically contraindicated.

* At least one of the two clinical behavioral scientists making the favorable recommendation for surgical (genital) sex reassignment must possess a doctoral degree (e.g., Ph.D., Ed.D., D.Sc., D.S.W., Psy.D., or M.D.). Note: Evaluation of candidacy for sex reassignment surgery by a mental health professional is covered under the member’s medical benefit, unless the services of a mental health professional are necessary to evaluate and treat a mental health problem, in which case the mental health professional’s services are covered under the member’s behavioral health benefit. Please check benefit plan descriptions.

** Either two separate letters or one letter with two signatures is acceptable.

Medically necessary core surgical procedures for female to male persons include: mastectomy, hysterectomy, vaginectomy, salpingo-oophorectomy, metoidioplasty, phalloplasty, urethroplasty, scrotoplasty and placement of testicular prostheses, and erectile prostheses.

Medically necessary core surgical procedures for male to female persons include: penectomy, orchidectomy, vaginoplasty, clitoroplasty, and labiaplasty.

Note: Rhinoplasty, face-lifting, lip enhancement, facial bone reduction, blepharoplasty, breast augmentation, liposuction of the waist (body contouring), reduction thyroid chondroplasty, hair removal, voice modification surgery (laryngoplasty or shortening of the vocal cords), and skin resurfacing, which have been used in feminization, are considered cosmetic. Similarly, chin implants, nose implants, and lip reduction, which have been used to assist masculinization, are considered cosmetic.

Note on gender specific services for transgender persons:

Gender-specific services may be medically necessary for transgender persons appropriate to their anatomy. Examples include:

Breast cancer screening may be medically necessary for female to male transgender persons who have not undergone a mastectomy;
Prostate cancer screening may be medically necessary for male to female transgender individuals who have retained their prostate.


Background
Transsexualism is "a gender identity disorder in which the person manifests, with constant and persistent conviction, the desire to live as a member of the opposite sex and progressively take steps to live in the opposite sex role full-time." People who wish to change their sex may be referred to as "Transsexuals" or as people suffering from "Gender Dysphoria" (meaning unhappiness with one's gender).

Transsexuals usually present to the medical profession with a diagnosis of transsexualism, a sophisticated understanding of their condition, and a desired course of treatment, that is, hormone therapy and sex-reassignment surgery. The therapeutic approach to gender identity disorder consists of three parts: a real life experience in the desired role, hormones of the desired gender, and surgery to change the genitalia and other sex characteristics (Day, 2002). The most typical order, if all three elements are undertaken, is hormones followed by real life experience and, finally, surgery.

For male to female transsexuals selected for surgery, procedures may include genital reconstruction (vaginoplasty, penectomy, orchidectomy, clitoroplasty), breast augmentation and cosmetic surgery (facial reshaping, rhinoplasty, abdominoplasty, laryngeal shaving, vocal cord shortening, hair transplants) (Day, 2002). For female to male transsexuals, surgical procedures may include genital reconstruction (phalloplasty, genitoplasty, hysterectomy, bilateral oophorectomy), mastectomy, chest wall contouring and cosmetic surgery (Day, 1992).

Due to the far-reaching and irreversible results of hormonal and/or surgical transformational measures, a careful diagnosis and differential diagnosis is absolutely vital to the patient's best interest. In and of themselves, a patient's self-diagnosis and the intensity of his desire for sex reassignment cannot be viewed as reliable indicators of transsexuality. A vital part of the long-term diagnostic therapy is the so-called real-life experience, in which the patient lives as a member of the desired sex continually and in all social spheres in order to accumulate necessary experience. Experience in specialist Gender Identity Units has shown that only about 15% of male transsexuals and 90% of female transsexuals are considered suitable for surgery or still desire it after specialist psychiatric care and a prolonged period of observation used to identify the relatively rare "true" transsexual from the more common "secondary" transsexual.

Hormone therapy and sex-reassignment surgery are superficial changes in comparison to the major psychological adjustments necessary in changing sex. Treatment should concentrate on the psychological adjustment, with hormone therapy and sex-reassignment surgery being viewed as confirmatory procedures dependent on adequate psychological adjustment. Psychiatric care may need to be continued for many years after sex-reassignment surgery. The technical success of sex-reassignment surgery is greater for male-to-female transsexuals than female-to-male transsexuals, and continues to improve as new techniques are developed. The overall success of treatment depends partly on the technical success of the surgery, but more crucially on the psychological adjustment of the transsexual, and the support from family, friends, employers and the medical profession.

CorrieK
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Posts: 3
Joined: Wed Jun 13, 2012 12:40 am
Location: Oklahoma

EnglishRose
09-02-2012, 01:02 AM
The guidelines you quote are only applied to those few who aren't disqualified by surgery not specifically being in their plan; such disqualified people are practically everyone (with a few exceptions, I know some companies with Aetna specifically cover it but - that's the salient part - it has to be specific.)

Stephenie S
09-02-2012, 07:25 AM
It's not Aetna you want to argue with. It's your company.

If your company purchased an Aetna plan that does not cover SRS, then it won't cover SRS, period. There is no way around this. If your company is behind you, get them to change the policy they purchase. There is little increase in cost (only a few dollars per month), but if they find out why the premiums have increased, others in your company may balk at funding your transition.

ReneeT
09-02-2012, 07:38 AM
This is not complicated at al. based on what you have said, your employer is "self-insured", meaning that they pay Aetna to administer the plan, but your company actually pays all the claims. Aetna is not functioning as a insurer but as an administrative services provider. So, in this case, your company has told Aetna what they do and dont want to cover. It seems that they have told Aetna, "we dont want to cover srs". If they did want to cover it, then the Aetna policy you provided would apply.

While you said that yor HR people have been wonderful, this was there decision, not to cover SRS. If it is a large enough company, look up their HRC CEI rank and use this as a publicity issue with them

CorrieK
09-02-2012, 08:24 AM
Thank you all for the info. Yeah by HR I meant my local store HR, not the the corporate HR. Big retail company, roughly 220,000 employees. Our forum on the internal "Facebook" for lack of a better word, does have a link to to HRC. Scared to stir the pot anymore than I have, and if I do, I don't know the wording to begin.

Would certainly like to pursue it, surely I can't be the only one out of that many employees this would benefit, and how awesome would that be if I could have a part in getting it changed.

Stephanie-L
09-02-2012, 08:56 AM
For those of you who did not recognize it, the above quote from the insurance company is pretty much cut and paste from WPATH guidelines, and that is exactly what the exclusion on my insurance looks like (I have United). Most insurance in the US will not cover GID/SRS stuff, unless you have a creative doc who can use an alternate diagnosis, in my case my endo uses "testicular hyperfunction", kind of true and the insurance pays her. The good news is that more insurance companies and the corporations that employ them are covering our needs, especially if you work for a government agency. I have even considered looking for another job where the health insurance pays for SRS, but that would require moving to another city, which would cost almost as much as I would save on the surgery, so probably not. In any case, we all need to be proactive about getting things changed. Best of luck to all of you........Stephanie

Eryn
09-02-2012, 05:35 PM
I'm not sure that the text you quoted was specifically from your policy or from a general Aetna website. If the latter, you have to look at your specific policy. Obviously, the insurance company doesn't want to cover anything that they can get away with not covering, so if they don't specifically exclude SRS they'll set up a lot of hoops through which you have to jump. The whole point is to discourage anyone from trying to have them pay for treatment.

The other thing to consider is, assuming that you can convince them to cover treatment, is whether they cover SRS by the surgeon that you desire. All the coverage in the world won't do you any good if they only cover a hack surgeon.

Traci Elizabeth
09-02-2012, 07:38 PM
When it comes to my SRS, I am self-insured! :(

ReneeT
09-03-2012, 08:52 AM
I'm not sure that the text you quoted was specifically from your policy or from a general Aetna website. If the latter, you have to look at your specific policy. Obviously, the insurance company doesn't want to cover anything that they can get away with not covering, so if they don't specifically exclude SRS they'll set up a lot of hoops through which you have to jump. The whole point is to discourage anyone from trying to have them pay for treatment.

The other thing to consider is, assuming that you can convince them to cover treatment, is whether they cover SRS by the surgeon that you desire. All the coverage in the world won't do you any good if they only cover a hack surgeon.

Eryn, please read my post above. While "insurance companies" are easy to bash, in this case, the carrier is implementing a policy as directed by Corries employer. Look at it this way - if a customer tells a painter to paint a room puke green, who do you hold responsible for the fact that the color looks like crap - the painter or the one that chose the color? And to be fully transparent, AETNA does actually provide comprehensive coverage, including srs, for its own employees. No, I do not work for Aetna, but I do work for a health benefits company ("insurer") that rumor has it will provide the same benefit to its employees for 2013

Pamela Kay
09-03-2012, 10:08 AM
I work for the federal government and even thought they have one of the best transgender policies around their insurance policy (mine is Blue Cross) does not cover SRS. I have found this to be kind of odd since their policy is very clear about descrimination and follows the WPATH standards of care. But as Renee said, if they wanted it covered they would purchase a policy from the carrier that does.

But many things the government does makes no sense either.

Eryn
09-03-2012, 12:52 PM
Renee, While I see some merit in your explanation, The insurer chose to administer the employers policy. The "I was just following orders" defense simply deflects blame, which in this case is shared by both employer and insurer.

ReneeT
09-03-2012, 06:55 PM
Renee, While I see some merit in your explanation, The insurer chose to administer the employers policy. The "I was just following orders" defense simply deflects blame, which in this case is shared by both employer and insurer.


I disagree. Like it or not, transgender-specific care is not seen as an essential benefit. You will not likely see it in any of the plans covered on the exchanges. Employers who exclude it typically do so out of the misguided notion that it is costly. There are many studies that refute this. at any rate, excluding coverage of a non-essential benefit is not unreasonable. Should the painter who doesn't like puke green paint refuse the job?

Sally24
09-03-2012, 07:37 PM
The "I was just following orders" defense simply deflects blame, which in this case is shared by both employer and insurer.


I disagree. Like it or not, transgender-specific care is not seen as an essential benefit.

I have to agree with Renee. Insurance policies come in all shapes and sizes, even a la carte. The employer looks at the lot, or requests a specific list of coverages and then picks the one they like the balance of coverages and cost. You can buy a Cadillac or you can buy a Smartcar. Don't complain that your Smartcar is smaller than a cadillac, it's what you (or your employer picked). There are plenty of Fortune 500 companies now that cover transgender care, all the way up to SRS. Just checked with HRC and it appears there are over 200 large coporations that cover everything right now. That means there are plenty of options for employers to choice from.

CorrieK
09-03-2012, 07:42 PM
I appreciate the responses on this. Giving me some ideas on how to pursue this or if it is worth pursuing at risk of my job. Part of me thinks if I can provide an honest, factual, valid business plan how my employer would benefit, I think that would go along way. I would think the reduced medication, therapy, and doctor visit costs over the next 2-5 years would make up a lot of the difference.

Even it was a meet halfway deal, like I pay the surgery and they pay the hospital/anesthesia less deductible. Trying to be realistic too. Even though I seem to be the only transsexual in the company, out of 220,000, I would guess there are at least five to ten others, so it is not like they would suddenly be paying millions of dollars more for these surgeries. I wouldnt mind either if I had to have a higher tier/expensive plan. We have two now as it is, a third with more coverage would not be a big deal. Is there a fortune 100? Cause my company is #54 *hint hint*. Not sure if that would make a difference.

Aprilrain
09-04-2012, 07:40 AM
It is my understanding that there are no doctors doing SRS who will accept insurance.

Frances
09-04-2012, 09:14 AM
It is my understanding that there are no doctors doing SRS who will accept insurance.

What does that mean? Are you refering to American doctors and private insurance in the United States?

ReneeT
09-04-2012, 12:41 PM
It is my understanding that there are no doctors doing SRS who will accept insurance.

The physician does not have to accept your insurance for you to use the benefit. The doc will be considered out of network. You will pay him and your health plan will reimburse you, up to the limit of your policy

Abby74
09-05-2012, 08:10 PM
I have Blue Cross Blue Shield. Had to call my employer about something not covered per manufacturers instructions. The HR rep was very nice and explained to me the company puts the plan together for there employees. Every year the cost go up and some items get cut back.

ReneeT
09-05-2012, 09:06 PM
I have Blue Cross Blue Shield. Had to call my employer about something not covered per manufacturers instructions. The HR rep was very nice and explained to me the company puts the plan together for there employees. Every year the cost go up and some items get cut back.


Just wait - health care inflation is expected to run 7-10% this year. That's 3 times the core rate of inflation......

Debglam
09-05-2012, 09:36 PM
Eryn, please read my post above. While "insurance companies" are easy to bash, in this case, the carrier is implementing a policy as directed by Corries employer. Look at it this way - if a customer tells a painter to paint a room puke green, who do you hold responsible for the fact that the color looks like crap - the painter or the one that chose the color? And to be fully transparent, AETNA does actually provide comprehensive coverage, including srs, for its own employees. No, I do not work for Aetna, but I do work for a health benefits company ("insurer") that rumor has it will provide the same benefit to its employees for 2013

True. I work for a large employer and health care coverage is negotiated between labor and the employer. I'm covered for X, the person in the next office who is in another union isn't. Her copay is $5, mine is $15. Etc.

elizabethamy
09-06-2012, 08:32 AM
This thread prompted me to re-examine my employer's policy. The specific exclusion for anything related to "sex change" is one of very few such exclusions in an otherwise generous policy. It is a slap in the face to all of us, whether we are going to transition or not. It says to us that we don't count. It's like those areas before civil rights with signs saying "no black people allowed." We need to be working on this with all our employers, the media, etc. The court case with the Massachusetts TS prisoner has gotten a lot of bad press, but it raises the issue of why something that science now accepts is medically necessary can be rightfully excluded from a medical insurance policy just because the employer doesn't like it. Boo.

melissaK
09-06-2012, 10:06 AM
Nice seminar on insurance coverage basics . . . although usually I get coffee and cookies in the back of the room . . .

Hugs,
'lissa

elizabethamy
09-06-2012, 10:55 AM
On the other hand, it's tremendously empowering to read in my employer's HR manual that employees cannot be discriminated against on the grounds of gender identity (though how that squares with the insurance exclusion is a puzzle). And to know that I live in a city where neither gender identity nor sexual orientation are allowed as forms of discrimination.

CorrieK
09-08-2012, 07:08 AM
I received this from the HRC (Human Rights Campaign). The surgeon I initially was going to with here in America would have charged me the fee for the surgery, and insurance would have reimbursed, then they would have filed with the hospital and handled all the anesthesia/stay part. I just would paid for the surgery. That was one of many setbacks.

Hi Corrie,
Thank you for contacting the Human Rights Campaign's Workplace Project.
Our main website, hrc.org, includes information and resources for LGBT employees hoping to make changes within their workplaces.
The following links to pages on our site includes resources for transgender employees, descriptions of transgender-inclusive benefits for employees and dependents and help on how to advocate for LGBT equality in your workplace.

http://www.hrc.org/resources/entry/advocating-for-lgbt-equality-in-your-workplace
http://www.hrc.org/resources/entry/resources-for-transgender-employees
http://www.hrc.org/resources/entry/transgender-inclusive-benefits-for-employees-and-dependents

I hope this information helps, and please feel free to let me know if you have any other questions or concerns.

Kristy_K
09-09-2012, 12:13 AM
It is my understanding that there are no doctors doing SRS who will accept insurance.

Your understand is wrong April. There are a number of surgeons who accept insurance. Dr. Marci Bowers has a contract with Blue Cross Blue shield. My spouse works for a company whose insurance covers all aspects of transgender care, including BA, FFS, and SRS. I just filed for pre-authorization for SRS with Marci and it's being processed right now. According to HRC.org there are more and more fortune 500 companies who are covering SRS.

CorrieK
09-19-2012, 06:24 PM
Not sure if it means anything but I received this back from corporate today.

Your email was forwarded to me for review and response. While our plans do not currently cover this, we will forward your feedback to our providers for review and a recommendation regarding this coverage. We frequently review and sometimes update our plan offerings.

Thanks for your input and feedback.

So I guess it is up to Aetna for a recommendation? As I understand it Aetna does offer for their employees so maybe...just maybe.