Legislation allowing ADHD med refills for more than a month at a time gains speed at State House
Availability of tightly regulated ADHD medications could improve under a pair of bills that continue to move through the Rhode Island General Assembly following a Senate floor vote Tuesday night.
Bill S795 by Sen. Alana DiMario, a Narragansett Democrat, passed 36-0 and now joins the amended version of bill H5866 by Portsmouth Democratic Rep. Michelle McGaw, which passed the House 70-0 on April 22. Now each bill awaits a committee hearing in the opposite chamber. Both bills would allow for non-opioid Schedule II stimulants like Adderall, Ritalin, and Vyvanse, which are commonly used as ADHD treatments, to be prescribed and dispensed in larger amounts for doctor and patient convenience.
Sen. Pam Lauria, a Barrington Democrat and nurse practitioner, stood to commend DiMario's legislation on the Senate floor, calling it 'an incredibly important bill, particularly as we are talking about the administrative burdens on primary care providers.'
'These are chronic medications that these people take every day, but every month, because of the very real safeguards for these medications, the extra time that it takes for primary care providers or psychiatrists… to do this work is cumbersome,' Lauria said.
The 'cumbersome' refill schedule is exactly what DiMario's legislation wants to fix. Under current federal rules, providers can write three separate 30-day prescriptions for a total 90-day supply. Some states have adopted revised rules that allow patients to pick up all 90 days' worth at once, as Massachusetts did in 2024.
In the Ocean State, however, patients still have to return to the pharmacy monthly and pick up the prescriptions one by one. Patients also have to contact their doctor to send in the second and third month's prescriptions, piling onto providers' workloads.
Alas, there's one important difference between the bills: DiMario's version allows for patients to fill all 90 days at once, while McGaw's amended version caps fills at 60 days.
DiMario said in a phone interview Wednesday that she believes the House and Senate will eventually agree on a version of the legislation as the state's legislative session winds down in the following weeks.
'We really believe that 90 days provides the most meaningful kind of time burden relief for patients and providers,' DiMario said. 'My position is that I'm strongly advocating for the 90 days, but I do believe that an agreement will be reached.'
Greg Paré, a Senate spokesperson, did not immediately have scheduling details for the bills Wednesday, and noted that the bills' different time frames 'will have to be addressed.'
McGaw agreed in a phone call Wednesday evening, saying that with the Senate's OK of a 90-day supply, the legislation is 'still sort of in limbo' until she can meet with the House committee chair and the senate's policy team.
McGaw originally proposed a 90-day supply but reduced it to 60 days after feedback from some prescribers. She thinks a single version of the bill will eventually emerge after more conversations, acknowledging that edits to not-quite-identical legislation in both chambers is not uncommon as the legislative session nears its end.
'I would be happy with either version, whether we decide on 60 or 90 days,' McGaw said. 'In either case, it helps to reduce some of the administrative burdens for our physicians, and also helps parents or patients for whom it's a challenge to go to the doctor every month and get a new prescription.'
On the Senate floor, DiMario said the bill builds on successful legislation last year that authorized electronic transfers of ADHD prescriptions, pending state adoption of new federal standards.
Both last year's and this year's ADHD drug bills are designed to alleviate headaches for patients and providers alike amid pill shortages ongoing since 2022, attributed to a number of factors, including a sharp increase in adult diagnoses. The Drug Enforcement Administration previously faced scrutiny for limiting production quotas of Schedule II drugs, but it increased some of those quotas in 2024.
An October 2024 edition of the U.S. Centers for Disease Control and Prevention's Morbidity and Mortality Weekly Report relayed that there were an estimated 15.5 million U.S. adults with an ADHD diagnosis in 2023; about half were diagnosed as adults. Roughly one-third of these adults take stimulant drugs for their condition, and shortages affected 71.5% of this population's access to their medications.
A 2025 article in the American Journal of Managed Care noted that stimulant prescriptions have almost doubled in the past 10 years.
'There is only so much pharmaceutical companies can do when demand severely outweighs supply,' the authors wrote.
SUBSCRIBE: GET THE MORNING HEADLINES DELIVERED TO YOUR INBOX
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
a day ago
- Yahoo
How to weigh the benefits and risks of disclosing a disability to your employer
Whether you decide to tell your employer about a disability or a long-term health condition is a personal decision. In an ideal world, disclosing this kind of information should be easy – and enable you to access support and accommodations, should you need them. But in reality, it often carries the risk of bias and discrimination. 'I have had long-term mental health issues, autism and ADHD (attention deficit hyperactivity disorder),' says Claire Fisher, head of communications and engagement at Inclusion Barnet, an organisation for deaf and disabled people. 'When I tried to advocate for myself in a previous role, the board had no understanding or expertise in reasonable adjustments,' she explains. 'Instead, they reacted by focusing on why I had not previously disclosed my disability. In fact, I had done so but they had failed to document it or provide any follow up support. At the time I'd not understood myself what should have happened.' Read more: How to stay motivated during a long job hunt Legally, nobody has to tell their employer they're disabled, have a health condition or that they are neurodivergent. But if you have an informed and supportive employer, telling them can give them the opportunity to provide support. For many, though, deciding whether to tell an employer about a disability or condition involves weighing up the benefits and risks. So what should you take into consideration before deciding what is best for you – and how can you approach the conversation? Consider your employer's attitude First, do your research on the organisation. 'What do existing employees say, how do they talk about health, disability, long-term conditions?' says Fisher. Have a look on the company's website and social media accounts to see if there is any mention of inclusivity. You could also look at reviews left by current or former employees on sites like Glassdoor, which can provide an insight into an organisation's culture. Think about your needs It can help to consider your wants, needs or requirements before disclosing personal information about yourself. For example, if workplace adjustments like working from home or an adapted desk are non-negotiables, telling your employer may be the right move. Equally, it may be important to you to be able to speak openly about yourself – which is a valid reason. Consider the pros and cons Some positives of disclosure include legal protections from discrimination, the chance to discuss health-related needs, support from management and access to accommodations. 'Often, a few simple adjustments can make a world of difference to both the employee and the employer – everyone wins,' says Fisher. However, it's common for a disability disclosure to lead to negative attitudes – both intentional and unintentional. Studies show that telling an employer can lead to accusations of 'faking' it, as well as stigmatisation and bullying. According to a 2025 survey by the TUC, half of disabled workers reported being bullied or harassed in the past year, with experiences ranging from exclusion from activities to verbal and physical threats. 'Employers may make assumptions about what you can and cannot do based on misinformed knowledge of your condition or impairment,' adds Fisher. 'Awareness of others mistakenly feeling like they need to tread on egg shells around you or protect you from certain duties can be patronising.' Know your legal rights It's essential to know your legal rights so that you can spot discrimination in the first place and decide if and how you want to address it. 'If an employee does not disclose a disability to their employer, it cannot generally be held that they discriminated against the employee because of it,' says Kate Palmer, employment services director at Peninsula. 'If they were to bring a claim of disability discrimination, it would fail.' Read more: How to give your job applications a 'human touch' in the AI era However, Palmer explains that if an employer could reasonably have known about a disability – for example, seeing an employee use a walking aid – they have 'constructive knowledge' and can be liable for any unfair treatment. 'Employers have a legal duty to make reasonable adjustments for employees with a disability,' says Palmer. 'Where this does not happen, the employee is entitled to make a claim to an employment tribunal. It's important, therefore, for employers to discuss with their employees any adjustments that may help and, where these are reasonable, to make them.' Choose the right time Disclosing may help you access accommodations, but choosing the right time is important. Whether you talk about your condition in a job interview is your choice, but it can lead to discrimination. 'Employers should not ask job applicants any questions about their health or medical history until after a job offer has been made and accepted, except in specific circumstances permitted by the law,' says Palmer. If a candidate discloses a medical condition after accepting a job offer, employers must ensure they make reasonable adjustments to remove any barriers to work caused by a disability. Focus on your skills If or when you do disclose, focus on your skills, experience and expertise – and how these align with the company's goals and values. 'Be clear about what reasonable adjustments you need, if you know,' says Fisher. 'It would be impossible for any employer, even if they had other staff with the same condition or impairment as you, to know exactly what you need to succeed in the role. You might not fully know yet yourself. If you can go in with possible solutions and an open mind to work together with your employer you can usually work something out.' Read more: What to expect from a maternity discrimination employment tribunal Deciding whether to disclose a disability at work is rarely simple. It's a balance between protecting your privacy and ensuring you have the support you need to thrive. By weighing the culture of your workplace, understanding your legal rights and thinking about your personal needs, you can make a choice that feels right for you. Ultimately, the responsibility for creating inclusive workplaces lies with employers – but until that's the norm, only you know what the right decision is. Read more: How to speak to your boss about miscarriage How to stay motivated during a long job hunt Does mental health first aid work?Sign in to access your portfolio
USA Today
2 days ago
- USA Today
Robert F. Kennedy Jr. declares 'loyalty' to Trump, rules out a 2028 presidential bid
WASHINGTON — Health and Human Services Secretary Robert F. Kennedy Jr. says he's not running for president in 2028 and intends to remain in his position until President Donald Trump leaves office. The leader of the "Make America Healthy Again" movement said in an X post that his "loyalty" lies with Trump, and he dismissed speculation about his political future as part of a "smear campaign" from disgruntled Washington insiders who oppose the MAHA agenda. "They're pushing the flat-out lie that I'm running for president in 2028. Let me be clear: I am not running for president in 2028," Kennedy said. Kennedy competed for the presidency in 2024, first as a Democrat and later as an independent, before suspending his candidacy last August and throwing his support behind Trump. After the election, Trump made him HHS secretary. His comments ruling out a 2028 bid came far-right activist Laura Loomer accused Kennedy aide Stefanie Spear of using her position at HHS to lay the groundwork for Kennedy to run again. Loomer's comment came in a Politico interview and followed an Axios report in July that said Kennedy super PAC head Tony Lyons and Spear convened MAHA supporters on a call that left some attendees with the impression he was mulling another campaign. But in his social media post, Kennedy said, "The president has made himself the answer to my 20-year prayer that God would put me in a position to end the chronic disease epidemic — and that's exactly what my team and I will do until the day he leaves office."
The Hill
2 days ago
- The Hill
Senate Democrat rips Costco for ‘refusing to sell' abortion pills
Sen. Patty Murray (D-Wash.) hammered Costco on Friday for appeasing 'far-right extremists,' after the retailer said earlier this week that its pharmacies would not dispense the abortion medication mifepristone. 'I am deeply alarmed by news reports that Costco is refusing to sell safe, effective, and legal medication for no other reason than to appease the politics of anti-abortion fanatics,' Murray said in a statement following the news. 'I refuse to stand by and allow far-right extremists to bully major corporations and dictate what medicine women can or cannot get access to.' 'Where it is legal, retailers and major pharmacies must absolutely make medication abortion available to the women who need it,' the Washington Democrat added. Costco, in its Thursday announcement, explained that the decision came from a 'lack of demand.' 'Our position at this time not to sell mifepristone, which has not changed, is based on the lack of demand from our members and other patients, who we understand generally have the drug dispensed by their medical providers,' the company said, according to Reuters. The decision comes after CVS and Walgreens announced last year that they received certification to provide the drug in states where abortion remains legal. Murray pressed Costco to rescind its decision, warning that limiting access to mifepristone, one of two drugs used in medication abortion, is harmful to women's health. 'Mifepristone is safe and effective—we cannot live in a world where the availability of women's health care whipsaws back and forth based on the whims of extremists who want to deny women access to basic health care,' she wrote Friday. 'I am demanding that Costco immediately reverse course—follow the science and the facts, not the demands of far-right anti-abortion extremists.' The Supreme Court in a decision last year ruled unanimously that a group of anti-abortion doctors did not have the legal basis to challenge access to the pill. Despite the ruling, Health and Human Services Secretary Robert F. Kennedy Jr. and Food and Drug Administration (FDA) Commissioner Marty Makary are weighing a review of the abortion pill. Murray questioned Makary during his Senate confirmation hearing on the proposal, as well as President Trump's moves to gut staff at the FDA.
