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  • What Mental Health Treatment Centers Accept Turquoise Care in New Mexico? – Health Cages

    What Mental Health Treatment Centers Accept Turquoise Care in New Mexico? – Health Cages

    If you or someone you love is exploring getting residential help for mental health in NM, you’re likely wondering what options exist especially when Medicaid or Turquoise Care is involved. The good news is that there are accredited facilities in NM that take Medicaid, including Turquoise Care, a managed care plan under New Mexico Medicaid.

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    Understanding which facilities are covered, what services are available, and how to navigate the process can be overwhelming.  That’s why Health Cages is here to provide you with the essential information you need to make an informed decision and start the journey toward recovery with confidence.

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    Understanding Turquoise Care and Medicaid Coverage in New Mexico

    Turquoise Care is one of the Medicaid-managed care organizations (MCOs) in New Mexico that provides coverage for physical health, behavioral health, and long-term services. If you’re seeking getting residential help for mental health in NM, it’s important to know that Turquoise Care typically covers a range of mental health services including outpatient therapy, inpatient psychiatric care, crisis intervention, and in many cases, residential treatment for qualifying individuals. 

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    Not every facility accepts Turquoise Care, and not all services are covered without prior authorization, so confirming eligibility is crucial.

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    The Importance of Finding an Accredited Facility in NM That Takes Medicaid

    When choosing a treatment center, accreditation ensures that the facility meets clinical and ethical standards. Seeking an accredited facility in NM that takes Medicaid means you’re choosing a program that has been evaluated for quality of care, safety, and effectiveness. 

    Organizations like the Joint Commission or CARF (Commission on Accreditation of Rehabilitation Facilities) oversee these accreditations. Facilities that meet these standards and also accept Turquoise Care provide a safer, more structured path to healing, especially in a residential setting where comprehensive care is essential.

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    What Residential Mental Health Services Are Covered by Turquoise Care?

    Residential mental health care refers to live-in facilities where individuals receive 24/7 support, therapy, medication management, and skill-building programs. Turquoise Care may cover this level of care for those who meet medical necessity criteria. 

    Services that may be included are individual and group therapy, psychiatric evaluations, trauma-informed care, substance use treatment if co-occurring disorders exist, and educational or vocational support. 

    Prior authorization is often required, meaning your provider must show that residential treatment is the appropriate level of care based on clinical assessments. This step is crucial when seeking residential help for mental health in NM.

    How to Start the Process of Getting Residential Help for Mental Health in NM

    If you’re starting the process of finding an accredited facility in NM that takes Medicaid, begin with your primary care provider or a licensed mental health professional. They can conduct a comprehensive assessment to determine whether residential treatment is needed and initiate the referral and preauthorization process with Turquoise Care.

     It’s also helpful to contact Turquoise Care’s member services directly to ask for a list of in-network residential mental health providers. Some community mental health centers in New Mexico, like Presbyterian Medical Services and Hidalgo Medical Services, can also assist with referrals and case management.

    Which Facilities in New Mexico Accept Turquoise Care for Residential Mental Health?

    As of recent data, several facilities in New Mexico are both accredited and accept Medicaid plans like Turquoise Care. These may include:

    • Desert Hills of New Mexico (Albuquerque): Specializing in youth and adolescent behavioral health services, Desert Hills is accredited and works with Medicaid. They offer residential treatment for children and teens struggling with severe emotional and behavioral disorders.
    • The Recovery Village Palmer Lake (via coordination): While located in Colorado, some New Mexico Medicaid plans, including Turquoise Care, may coordinate out-of-state placements when clinically necessary. Always verify coverage directly.
    • Sage Neuroscience Center (Albuquerque): While not a residential facility, Sage offers intensive outpatient and partial hospitalization programs and may refer patients to residential care as needed.
    • Peak Behavioral Health (Las Cruces): Offers inpatient and outpatient mental health treatment for adults and adolescents and accepts various Medicaid MCOs, including Turquoise Care.
    • Icarus Behavioral Health (Albuquerque and Rio Ranch): Provides detox (if needed), inpatient and partial hospitalization services, as well as an IOP programs, and accepts many forms of Medicaid.

    Always verify directly with the facility whether they accept Turquoise Care, as network status can change.

    Challenges in Getting Residential Help for Mental Health in NM

    While getting residential help for mental health in NM is possible with Turquoise Care, there are common challenges families face. One of the most frequent barriers is limited availability residential beds are often in high demand, especially for adolescents and people with co-occurring disorders. 

    Another hurdle is authorization delays, as pre approvals from Turquoise Care may take time depending on documentation. Some families also encounter confusion about what constitutes residential versus inpatient care, which impacts eligibility and benefits. 

    In such cases, working with a case manager or social worker familiar with Medicaid navigation is invaluable.

    How to Advocate for Coverage and Access

    To ensure the best chance of approval, work closely with a mental health provider to gather documentation that supports the need for residential treatment. This may include clinical evaluations, psychiatric assessments, hospital discharge summaries, and any history of failed outpatient treatment. 

    Turquoise Care typically requires this to demonstrate medical necessity. If your request is denied, you have the right to appeal. The appeals process can feel daunting, but support is available through local advocacy groups and behavioral health ombudsman services in New Mexico.

    Supporting a Loved One in Residential Mental Health Treatment

    If your child, partner, or family member is entering a residential program, you may feel overwhelmed or uncertain. Support doesn’t stop once they’re admitted. Many facilities that are an accredited facility in NM that takes Medicaid offer family therapy, visitation, and ongoing communication to ensure you’re part of the healing process.

     Be proactive in asking how you can stay involved and what aftercare services are available to maintain progress after discharge.

    Post-Residential Care and Medicaid Coverage

    After a residential program ends, Turquoise Care typically covers a continuum of outpatient services to support reintegration and long-term recovery. This may include medication management, community support services (CSS), case management, and outpatient therapy. 

    Continuing care is vital to prevent relapse or rehospitalization. Some treatment centers offer aftercare coordination to ensure a smooth transition. Make sure the discharge plan includes referrals for services that accept Turquoise Care, and don’t hesitate to ask questions about follow-up appointments, peer support, or transportation services covered under Medicaid.

    Questions People Often Ask About Turquoise Care and Mental Health Facilities in NM

    Does Turquoise Care cover out-of-state treatment?
    Yes, but only when medically necessary and if no suitable in-state option is available. Prior authorization is mandatory, and coordination with a case manager is essential.

    Can minors receive residential mental health care through Turquoise Care?
    Yes. Many accredited facilities in NM specialize in youth mental health and accept Turquoise Care. Desert Hills, for example, is one of the state’s few residential programs focused on adolescents.

    How long can someone stay in a residential program under Medicaid?
    Length of stay depends on clinical needs, treatment progress, and Medicaid approval. Most programs begin with a 30-day plan, which can be extended with continued medical necessity.

    What if a facility says they don’t accept Turquoise Care anymore?
    Coverage networks change, so always check directly with Turquoise Care or the facility. If a facility is out-of-network, Turquoise Care may still authorize care if it’s the best clinical option.

    Is detox or substance use care included in residential treatment?
    If the individual has co-occurring substance use and mental health disorders, many residential programs provide integrated care. Turquoise Care often covers both when clinically appropriate.

    Get Help in New Mexico Using Your Turquoise Care Today

    Getting mental health help shouldn’t be an uphill battle. With Turquoise Care, you or your loved one may have access to an accredited facility in NM that takes Medicaid, including residential programs designed to provide the highest level of therapeutic support. 

    While the process may seem complicated, there are professionals and advocates ready to help you every step of the way—from assessments to placement and follow-up care. The journey begins with asking questions, getting answers, and believing that healing is possible. 

    Start today by contacting Turquoise Care, speaking with a mental health provider, and exploring the best path toward wellness. Your recovery matters—and the right support is out there.

  • Ethnicity and disability pay gap reporting: What employers need to know

    Ethnicity and disability pay gap reporting: What employers need to know

    Gender pay gap reporting for large employers was introduced in 2017. The Government’s view is that this has improved transparency and provided employers with important information about how to address inequalities.

    It intends to introduce mandatory ethnicity and disability pay gap reporting and is now consulting on how to do this.

    The consultation period ends on 10 June 2025.

    The aim is to adopt a similar reporting framework used for gender pay. Accordingly, many proposals will be familiar to large employers, that is, those with 250 or more employees. However, it is accepted that ethnicity and disability pay gap reporting will be more complex. This is because of the large number of ethnicities in the workforce and the fact that many organisations do not have much information about employee ethnicity.
    Most ethnic minority groups earn, on average, less than their white British peers, and disabled people have, on average, lower incomes than non-disabled people. Introducing mandatory ethnicity and disability pay gap reporting will expose any pay gaps and enable organisations to consider why such pay gaps exist and how to tackle them.

    What does the consultation paper cover?

    Pay gap calculations

    As with gender pay gap reporting, it is proposed that employers would report on mean and median differences in average hourly pay and bonus pay, the percentage of employees receiving bonus pay and the percentage of employees in four equally-sized groups, ranked from highest to lowest hourly pay. Significantly, the Government also proposes to make it mandatory for employers to report on:

    The overall breakdown of their workforce by ethnicity and disability.
    The percentage of employees who did not disclose their personal data on their ethnicity and disability.

    Additional reporting requirements for public bodies

    The Government has asked whether employers should report ethnicity pay differences by grade or salary bands and recruitment, retention and progression data by ethnicity. It has also asked whether these requirements should extend to disability.

    Ethnicity data collection and calculations

    These are complex issues for the reasons mentioned above. Asking employees to report their own ethnicity is the best way to collect data, but the Government suggests there should be an option to “opt-out” of answering. Because some ethnic groups may be earning more than others, the Government is keen that employers show pay gap measures for as many ethnic groups as possible.
    However, there are data protection implications. To protect employees’ privacy, a minimum of 10 employees in any ethnic group is proposed, and employers might have to add some ethnic groups together to meet this threshold. A “binary classification” of two groups is proposed if an employer has smaller numbers of employees in different ethnic groups, for example, comparing white British employees with ethnic minority employees.

    Disability data collection and calculations

    The Government proposes taking a “binary approach” to measuring the disability pay gap by comparing the pay of disabled employees with that of non-disabled employees. The Equality Act 2010 definition of disability is likely to be used. Employees will not be required to identify or disclose their disability to their employers when disability pay gap reporting is introduced. As with ethnicity, a minimum of 10 employees in each group being compared is proposed for data protection purposes and to protect employees’ privacy.

    Dates and deadlines

    The same two sets of dates as used for gender pay gap reporting are proposed: the “snapshot date” of 5 April each year for the private and voluntary sector and the “reporting date” by 4 April the following year. Public bodies’ dates are 31 March and 30 March the following year. Employers will probably have to report their ethnicity and disability pay gap data online, similar to the gender pay gap service.
    Other parts of the consultation paper consider the geographical scope of mandatory reporting and whether employers should produce action plans to help identify why there is a pay gap and how it can be closed. It is proposed that the Equality and Human Rights Commission will be responsible for enforcement.

    Conclusion

    Many organisations are already analysing ethnicity pay gaps voluntarily. In April 2023, the previous Government published comprehensive guidance for employers on how to voluntarily measure, report and address any ethnicity pay difference within the workforce.
    However, many employers may not have enough employee data to produce a meaningful ethnicity pay gap report, so the starting point is to focus on collecting this data and encourage employees to participate in workforce surveys.

  • Ethnicity and disability pay gap reporting: What employers need to know

    Uncover the Hidden Pay Gap: Employers\’ Guide to Ethnicity & Disability Equity

    Gender pay gap reporting for large employers was introduced in 2017. The Government’s view is that this has improved transparency and provided employers with important information about how to address inequalities.

    Transparency Talk: Pay Gap Reporting Goes Mandatory

    What’s Brewing?

    There’s a bold new plan to make ethnicity and disability pay gap reporting a legal requirement. Employers are suddenly expected to pull out all the stops, showing the numbers that were once kept under wraps.

    Why It Matters

    • Spotting wage disparities that hide behind spreadsheets.
    • Cleaning up inequities, one large company at a time.
    • Boosting trust and morale—because people aren’t happy when the pay gap isn’t front‑and‑center.

    Current Roadmap

    Now the government is consulting with industry specialists to decide how to pull this off. Think of it like drafting a manual for the most transparent corporate playground ever.

    The consultation period ends on 10 June 2025.

    Why the Push for Pay‑Gap Transparency Matters

    The latest wave of reporting looks to mirror the gender‑pay initiative, but when it comes to ethnicity and disability, things get trickier. Most big employers—those with 250+ staff—are already familiar with the essentials. However, the real challenge? The sheer number of ethnic groups in the workforce and the fact that many organisations don’t track who’s who.

    The Numbers that Don’t Lie

    • Ethnic minorities generally earn less than their white‑British counterparts.
    • Disabled employees are seen earning lower salaries than non‑disabled peers.

    It’s a sobering snapshot, but one that can’t stay hidden any longer. Mandatory reporting will flag these gaps and give companies a chance to dig deeper.

    What’s In It for Employers?

    Knowing the gaps opens up a window of opportunity for solutions:

    • Spot patterns that hint at unconscious bias or structural barriers.
    • Tackle the root causes—whether it’s hiring practices, pay negotiations, or workload distribution.
    • Show that the business cares, which can boost morale and attract talent.
    Wrap‑Up

    The new reporting regime may feel like a compliance horror show at first, but it’s really the business’s best friend. By shedding light on hidden pay disparities, companies can take concrete steps to make the pay scale fair for everyone—whether that’s a quiet desk‑bound member of the workforce or a star performer across the board.

    What does the consultation paper cover?

    Pay gap calculations

    New Reporting Rules: Pay Gap & Diversity Breakdown

    Hey employers, the government’s got a fresh set of rules in the bag that you’ll need to roll out soon. Think of it as a 2025 “Pay Gap and Workforce Insights” report, but with a twist: they’re digging deeper than ever.

    1. Pay Gap Reporting – More Than Just Numbers

    • Mean & Median Differences: You’ll need to show both the average hourly pay and the median for your staff.
    • Bonus Talk: Include the average bonus pay per employee and the % that actually received a bonus.
    • The Four “Pay Bands”: Divide your workforce into four equal groups – from highest to lowest hourly rates. It’s like a bingo card but for salaries.

    2. Diversity Reporting – Go Further

    • Ethnicity & Disability Snapshot: Print out a clear breakdown of your workforce by ethnicity and disability status.
    • Anonymous or Not? Alongside that, you must disclose the % of employees who chose not to share their ethnicity or disability info. Think of it as a “mystery squad” statistic.

    Why the extra detail? Because the gov’s feeling we need to know not just the headline numbers but the grain of the data – who’s earning what, who’s getting bonuses, and the diversity mix. If you can’t see it, you probably haven’t assessed it.

    Bottom line: Collect, calculate, and report. Get it right, and you’ll avoid any red‑eye from the deets committee. If you’re unsure, crunch those numbers; you’ll be glad you did.

    Additional reporting requirements for public bodies

    Why Your Office Is About to Become a Data Dashboard

    Picture this: the government just dropped a big question on your desk. You’re not asked to bake a cake, but to spill the beans on who’s earning what in your company. It’s all about ethnicity pay gaps and how staff move up the ladder.

    Two Big Questions, One Simple Goal

    1. Are we reporting how pay changes across each salary band? Think of it like checking how much each grade level pays people from different backgrounds.
    2. What about the bigger picture? Recruitment, retention, and promotion. The government wants a snapshot of how all the threads in your workforce stitch together—whether people from every ethnicity find a seat at the table and stay there.

    Now, Throw in Disability!

    Now that’s a curveball. Is disability part of the mix? The official asks whether the same transparency rules should cover how disabled employees fare in pay and career moves.

    What Does This Mean for You?
    • Data becomes your friend. Grab those numbers, not just casual hunches.
    • Cost vs. benefit? Yes, it’s paperwork. But it’s also a chance to shine a light on fair pay.
    • Celebrate the wins. When you discover your workforce is balanced, share that victory—it makes Google happy, and so does everyone inside.

    Bottom line: All your data streams are moving to the spotlight. Get ready to report, reflect, and maybe even roll your eyes a little—it’s a win for transparency, and a real boost for everyone involved.

    Ethnicity data collection and calculations

    Pay Gap Reporting and Ethnic Data: A Tug‑of‑War

    It turns out that figuring out who earns what in the office is a bit more tangled than a ball of yarn left in a squirrel’s nest. The government thinks the sweetest data comes straight from the people who live it—so they want staff to hand over their own ethnicity. Yet they’re also playing Nice and giving anyone a chance to opt‑out if they’re not comfortable spilling the beans.

    Why all the fuss? Some groups earn way more than others, so the authorities want companies to keep an eye on the pay‑gap parade for as many ethnic categories as possible—like a fitness tracker for your salary.

    Data Protection: Tightening the Safety Nets

    • Privacy first: To keep secrets safe, each ethnic slice must count at least 10 people. If a team only has 4 from a group, you’ll need to bundle them with another segment.
    • Binary sanity check: When numbers dwindle, the government allows a simple two‑group comparison—think
      White Britain vs. All Other. It’s a quick “yes or no” on the wage gap ladder.

    In short, companies must juggle between providing juicy insights and respecting privacy—like balancing a salad on a tightrope. The goal? Show a clear picture of pay differences without turning into a privacy breach circus.

    Disability data collection and calculations

    Government’s New Plan to Check the Disability Pay Gap

    In an effort to shed light on how salaried workers with disabilities fare compared to their non‑disabled colleagues, the Government plans to take a “binary approach” to measuring pay differences.

    How the Numbers Will Be Gathered

    • Employees won’t have to reveal their disability status to bosses—just like the way companies handle racial or ethnic reporting.
    • Data will be collected in groups that contain at least ten people each, to keep privacy safe and avoid awkward, single‑employee boundaries.
    • The wording for “disability” will come straight from the Equality Act 2010, so it’s all on a solid legal foundation.

    Why It Matters

    By looking at the big picture—disabled vs. non‑disabled—the aim is to catch systemic gaps and help employers correct the scale.

    What This Means for Workers

    Think of it as a friendly audit: if a company is stacking its workforce with S1 employees but not giving them fair wages, the data will highlight the issue without putting anyone on the spot.

    Bottom Line

    The initiative is about fairness and transparency, keeping both performance and privacy in balance, while giving policymakers clearer evidence to push for equitable pay.

    Dates and deadlines

    New Pay‑Gap Reporting Rules are on Their Way

    In a move that’s sure to tickle your spreadsheets, the government is tightening up how companies track wage differences. The same dates you’ve seen for gender pay gap reporting will now apply to ethnicity and disability gaps.

    Key Dates (Pitch‑Perfect!

    • Snapshot date – 5 April each year, for the private and voluntary sector.
    • Reporting deadline – 4 April the following year.
    • Public bodies: 31 March for the snapshot, 30 March for the final report.

    In plain English: stick your numbers in by those dates, or you’ll be playing catch‑up. And just like the gender pay gap service, employers will now need to upload ethnicity and disability data online—no more paper trails.

    What’s Next in the Consultation

    • The scope of mandatory reporting – who is required to publish and when.
    • Action plans – companies might have to outline the “why” behind a gap and sketch out a plan to close it.
    • Enforcement – the Equality and Human Rights Commission will keep a watchful eye. Think of them as the regulator’s version of a referee in a fussy tug‑of‑war.
    Why Does This Matter?

    It’s a hefty reminder that jobs should pay fairly – and that “fair” is no longer a vague concept. For employers, it means double‑checking numbers, sharpening reports, and staying honest about who earns what. For workers, it’s a promise that their hard work will be measured and transparent.

    All in all, these changes are a step toward a clearer picture of pay equity across the board—one snapshot (and a final report) at a time.

    Conclusion

    Why Your Company Should Start Closing the Ethnicity Pay Gap (And How to Do It)

    At the moment, a lot of businesses are already taking the initiative to look at how pay varies across different ethnic groups. Back in April 2023, the government handed out a pretty detailed playbook for employers. It tells you exactly how you can measure, report, and tackle any differences that show up when you compare wages across ethnicities.

    Got Enough Data?

    Here’s the kicker: many firms don’t yet have enough employee information to spit out a solid report. That means the real first step isn’t crunching numbers the moment you’re ready, but collecting them. Start by asking your folks to fill in the blanks on your workforce surveys. The more participation, the clearer the picture.

    What Kind of Data Do You Need?

    • Full name (or at least a way to identify who’s who)
    • Job title and department
    • Last year’s salary or hourly rate
    • Self‑declared ethnicity (be sure to give them plenty of options)

    Once you’ve got your data set looking good to go, the 2023 guidance will show you how to turn those numbers into actionable insights. In short: get the info first, then you’ll be ready to break down the pay gap and start making real changes.

    Take the First Step Today!

    Don’t wait for the next policy update. Start coaxing your employees into the survey, grab that data, and you’ll be on your way to a fairer, more inclusive workplace. It’s all about opening the door to honest conversation and taking the leap to a better, more equitable pay structure.