{
  "author": {
    "name": "Joseph B Salamon",
    "webUrl": "/author/profile/joseph-b-salamon/",
    "description": "",
    "imageLarge": "https://secure.gravatar.com/avatar/f16d6fc2845f417ea0e93a3f2b6cd37d?s=136&d=mm&r=g",
    "estimate": 1,
    "social": [],
    "articles": [
      {
        "uri": "/2024/02/16/how-to-identify-when-an-employee-benefits-plan-discriminates-on-the-basis-of-gender-identity-412-162413/",
        "title": "An employer's guide to gender-affirming care: A multi-layered approach to coverage is key",
        "byline": "Joseph B. Salamon",
        "kicker": "Best Practices",
        "prettyDate": "February 16, 2024",
        "timeToRead": "6 minute",
        "image": {
          "uri": "https://images.benefitspro.com/contrib/content/uploads/sites/412/2024/02/Transgender-healthcare-Article-202402161147.jpg",
          "width": "620",
          "height": "372"
        },
        "authors": [
          {
            "webUrl": "/author/profile/joseph-b-salamon/",
            "name": "Joseph B. Salamon"
          }
        ],
        "kickerNode": [
          {
            "uri": "/best-practices/",
            "sectionName": "Best Practices"
          }
        ],
        "summary": "ERISA requires health plans to have unambiguous rules for coverage and exclusion of gender-affirming benefits, however, many health plans deny care under otherwise valid exclusions, for example, cosmetic procedures.",
        "body": null
      }
    ]
  }
}