Healthcare plans

Health care consumers in some parts of the U.S. may face higher premiums next year if some insurers struggle to cover their costs and Congress continues to require that the risk-corridors program established under the ACA be self-sustaining.

Commentary: Expatriate health plans are — here are key definitions and relief as well as the recent IRS guidance on calculations for the 2014 and 2015 fee years.

It’s not enough to simply post a summary plan description on an employer’s intranet to satisfy the ERISA requirement that such information be “furnished” to plan participants.

Covered California’s Small Employer Health Options Program (SHOP) is growing, but a private-sector competitor to the state-run HIX is growing even faster.

Commentary: This is due in large part to improvements in health care, more ways to accommodate people with disabilities and changes in the workplace itself — especially the growing acceptance of telework, says Aetna’s Liz Incze.

Commentary: Smart brokers provide awesome service, killer expertise and modern technology solutions that can compete with any online platform.

For many benefits professionals, the different private exchange offerings and the varied value propositions they present can be overwhelming. So let’s take a step back and examine the issues one at a time.

Commentary: Countless conversations with brokers struggling with 6055 and 6056 concerns show many find their applicable large employer clients are challenged to find practical solution for this reporting, says EmployeeTech’s Michael Weiskirch.

Commentary: At the end of an unsuccessful enrollment campaign, an adviser may wonder why participation was so low after they spent time and money on communications. It’s simple, says David Melton: Brokers employing the same old strategy will not succeed.

Only 10% of some 480 employers in 36 industries responding to a recent poll have implemented an in-house or outsourced solution to comply with Affordable Care Act reporting requirements.

Does giving employees multiple choices of health plans drive competition and empower them pick plans offering the greatest value and highest quality care –the theory underlying the Affordable Care Act and many employers’ benefit plan designs?

Whether participating in private exchanges or not, some say similar programs have been in place for decades, pointing to the government’s 50-year-old Federal Employee Health Benefit Plan as early example of what many employers are dealing with today.

Whatever employers have spent to comply with the Affordable Care Act so far, some feel the costliest years are yet to come.

Analysts predict Aetna is planning to acquire another carrier in the near future, likely Humana or Cigna, a move that promises to disrupt the industry.

Multi-employers that continue to offer health care benefits to retirees are embracing retiree-only plans as a cost-saving measure. While retiree-only plans are not subject to all of the rules of the ACA, there are still requirements employers and advisers should be aware of.

It’s a myth that older workers cost significantly more than younger workers, says AARP. And while such a conclusion might be expected from an advocacy group whose members fall into that demographic, it’s based on an empirical review of a variety of metrics for employee productivity and cost, including employee benefits.

Commentary: It is a lot of fun to be able to help employers make sound decisions through benchmarking. Oftentimes, that’s the start of a prosperous relationship, says Zywave’s Dave O’Brien.

A new FAQ from the Departments of Labor, Health and Human Services and Treasury offers quite prescriptive guidance on the types of contraceptives plans must offer and pay for, and to whom they must be offered.

Employers may need to redouble their efforts to help employees understand the opportunity presented by a high deductible health plan with an accompanying health savings account.

Finding ways to deter painkiller abuse has been a high priority for the U.S. Food and Drug Administration in recent years. And with opioid abuse costing U.S. businesses close to $26 billion a year, health plan sponsors should take note as well.