Agadir 24 | Agadir24
Controversy continues among employees after the government approved Draft Law No. 54.23, which stipulates that the task of managing the basic compulsory sickness insurance system in the public sector is assigned to “CNSS” instead of “CNOPS.”
Concerns prevail among employees about the decline in the benefits they benefit from compared to other groups, especially with regard to the financial compensation they receive from “CNOPS” for their sick files.
Although the draft law stipulates that CNOPS insureds and those entitled to them will benefit, within the framework of the paid third, from the services provided by mutual societies as a basic compulsory insurance fee for sickness, through an agreement concluded between “CNSS” and the mutual societies that provide the paid third service, According to many, mystery still surrounds this topic.
Moreover, employees fear that the new amendments will affect the compensation rates for some treatments, as “CNOPS” compensates the expenses of medical consultations with a general practitioner or specialist through mutual aid at a rate of 80% of the reference national tariff, while the compensation rate at “CNSS” decreases to 70%. % of the same national reference tariff.
For example, “CNOPS” maintains compensation at 80% for the expenses of medical consultations with a surgeon-dentist and all services related to oral and dental treatments, on the basis of the national reference tariff, with the addition of the supplementary coverage contribution for mutuals, while “CNSS” is limited to compensation at 100%. 70% based on the same national reference tariff only, with a ceiling for denture-related compensation set at 3,000 dirhams per two years annually.
For drug expenses related to the treatment of a chronic disease, CNOPS coverage reaches 100%, compared to 90% of the national reference tariff for CNSS insureds with serious or disabling illnesses that require long or expensive treatment when these services have been provided. Received in public sector institutions.
These differences raise questions about whether the new system will preserve the rights and gains of employees, amid demands to clarify the steps that will be followed to ensure the transition from “CNSS” to “CNOPS” in a way that guarantees justice and equality between all groups and protects the gains of workers in the public and private sectors.
It is noteworthy that the Government Council held last Thursday approved Draft Law No. 54.23 amending and supplementing Law No. 65.00 relating to basic compulsory insurance for illness and enacting special provisions (new formula), presented by the Minister of Health and Social Protection, Amine Tahraoui.
According to a government report, this draft law falls within the framework of reviewing legislative texts related to social protection in accordance with the provisions of Article 18 of Framework Law No. 09.21 related to social protection.
This project aims to change and supplement Law No. 65.00 related to basic compulsory sickness insurance, in order to adopt a single management body for basic compulsory sickness insurance systems, in implementation of the requirements of Article 15 of Framework Law No. 09.21, which stipulates the adoption of a unified body to manage these systems.
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**Interview with Dr. Fatima El Amrani: Healthcare Policy Expert**
**Editor**: Thank you for joining us today, Dr. El Amrani. There has been significant controversy following the approval of Draft Law No. 54.23, which shifts the management of the public sector’s basic compulsory sickness insurance from CNOPS to CNSS. Can you explain why this change has sparked concerns among employees?
**Dr. El Amrani**: Thank you for having me. The controversy primarily stems from fears that employees will face reduced benefits under CNSS compared to what they are currently receiving through CNOPS. The perceived decrease in compensation rates for medical treatments is particularly alarming for many, as the evidence suggests that CNSS offers lower reimbursement levels—70% compared to CNOPS’s 80%.
**Editor**: That’s an important distinction. Can you elaborate on how the proposed system could impact employees’ financial compensation during medical emergencies?
**Dr. El Amrani**: Certainly. Under the current CNOPS system, employees benefit from higher compensation rates for various medical treatments, including consultations with specialists. Employees worry that moving to the CNSS framework will not only reduce these percentages but also introduce ambiguity about the extent of coverage available, particularly concerning supplementary mutual aid services that are crucial for comprehensive care.
**Editor**: There seems to be a lack of clarity around the partnerships that CNSS intends to form with mutual societies to provide these services. What do you think is contributing to this uncertainty?
**Dr. El Amrani**: The uncertainty largely arises from the specifics of these agreements that have yet to be publicly detailed. While the draft law mentions that insured individuals would still benefit from various services, the lack of transparency regarding how these arrangements will actually work keeps employees in the dark. This vagueness is understandably unsettling for those who rely on these insurance systems for their health care needs.
**Editor**: Given these concerns, what steps should the government or the relevant authorities take to address the fears of public sector employees?
**Dr. El Amrani**: The government needs to engage in transparent communication with employees to lay out the specifics of the changes clearly. Conducting informational sessions and ensuring that comprehensive guidelines are available would help alleviate concerns. Additionally, ensuring that the compensation rates do not decrease and that employees retain comparable access to healthcare services is crucial for building trust in this new system.
**Editor**: Thank you, Dr. El Amrani, for your insightful analysis on this important issue. There’s clearly much at stake for public sector employees in this transition.
**Dr. El Amrani**: Thank you for having me. It’s vital that we continue to keep this dialogue open and ensure that employees’ voices are heard during this transition.
