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Essential Health Benefits Not Delayed

Essential Health Benefits Not Delayed

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Essential Health Benefits

 

 

 Essential Health Benefits Not Delayed

 

The pre-July 4th news of Obamacare Employer Mandate Delayed until 2015 decision may have started early fireworks. The administration did not, however, delay the larger new requirements facing employers who choose to offer health insurance in the small group market––employers with less than 50 workers. The biggest requirement – Essential Health Benefits not delayed.

Whether the rationale was to alleviate business pressure to meet new mandates by Jan 2014 or the real fear that Employers have already begun making necessary employment hours cut backs to avoid the $2,000 penalty. A $3,000/employee penalty was also looming for Employers offering unaffordable insurance.

Keep in mind that this limited delay does not affect other provisions of the Affordable Care Act slated to go into effect in or before 2014, such as:

  • Individual mandate which requires most individuals to purchase insurance by January 1, 2014, or pay a tax penalty.
  • a 90-day maximum on eligibility waiting periods;
  • monetary caps on annual out-of-pocket maximums;
  • total elimination of lifetime and annual limits (including expiration of waivers that permitted certain “mini-med” plans and stand-alone Health Reimbursement Arrangements to stay in place through plan years beginning in 2013);
  • new wellness plan rules;
  • revised Summary of Benefits and Coverage templates;
  • Patient Centered Outcomes Research Institute (PCORI) excise taxes and transitional reinsurance program fees; HRA/HSA/FSA clients also pay a monthly $1/employee tax.
  • a notice informing employees of the availability of the new health insurance Exchanges (a model notice is available on the U. S. Department of Labor website); and insurance market reforms.

See NYS specific Essential Health Benefits chart.

The biggest impact is the Essential Health Benefits (EHB) which will not be delayed and this affects fully insured or ALL Small Businesses. While small employers are not required to offer coverage, if they do then they come under that large number of new essential health benefit mandates and group rating rules that won’t apply to large employers. These small group requirements are expected to increase the cost of small group coverage by an average of 15%––with wide variation by state and the average age of the group.

An employer sponsoring a Healthy NY or Brooklyn Healthworks Plan today for example would be disqualified as this does not carry all Essential Health Benefits. The very popular Healthy NY is slated to shut down for Jan 2014 and most Employers have just received this transition letter last week. Individual and Sole Prop Healthy NY is terminating and small business Healthy NY must be reapplied under a new higher cost version. While the plan did not carry Ambulance and had a $3,000 limited Pharmacy plan it is priced 35% below market and did manage to capture hundreds of thousands that would otherwise had been uninsured. The same is true for those on Hospital Only or high deductible catastrophic plans.

So what are these Essential Health Benefits?essential-health-benefits-additional-benefits--higher-costs_510aef69edfe3

All individual and small group policies on and off-Exchange must cover ten categories of minimum essential health benefits.

—  Ambulatory services

—  Emergency services

—  Hospitalization

—  Maternity and newborn care

—  Mental health & substance abuse services

—  Prescription drugs

—  Rehabilitative and habilitative

—  Laboratory services

—  Preventive/wellness services, disease management

—  Pediatric oral and vision car

Under the ACA, each state must choose one plan from among popular health insurance plans offered statewide to serve as a benchmark for EHBs. The benchmark plan will act as the model for how plans must define and include EHBs in their coverage — in both the individual and small group markets. New York selected the benefits of the State’s largest small group plan as its EHB benchmark. There is also a Minimum Value requirement, See NYS Minimum Value STANDARD BENEFIT DESIGN COST SHARING DESCRIPTION CHART (5-6-2013) Some of the plan’s components include:

  • No cost-sharing for routine preventive services
  • Pediatric dental and vision coverage
  • Habilitative and rehabilitative services, including physical therapy, speech therapy and occupational therapy
  • Rich mental/behavioral health services
  • No annual or lifetime dollar limits on benefits

Conversely, a shift to self- insurance is underway as self-insureds can avoid many taxes and instead ONLY cover the Minimum Essential Coverage which is different than the Essential Health Benefits. The strategy coupled with reinsurance is a great sophisticated model usually reserved for larger groups. This segment will be able to avoid local additional State mandates which in States like NY account for 14-16%% of the costs. Thats a total swing of 30% for a fully insured NY group. Also, self-insured groups do NOT pay added taxes such as the health insurance tax of $9 Billion annually over the next 10 years.

The administration has shown their sensitivity to larger groups. This segment already covers 94% of its employees at least in some fashion while small businesses cover less than 50%.

Why not do the same for small employers as well? And while they are at it, use the time to reconsider the impact many of these regulations are likely to have on the number of small employers continuing to offer coverage.

For a downloadable guide on self-insuring and secondary market reinsurance for your group please send contact form below. In the meantime, please visit to view past blogs and Legislative Alerts at https://medicalsolutionscorp.com/feed.

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    Obamacare Employer Mandate Delayed

    Obamacare Employer Mandate Delayed

    Obamacare Employer Mandate Delayed

    Obamacare Employer Mandate Delayed

    Obamacare Employer Mandate Delayed

    Obama administration announced that the employer shared responsibility mandate also known as “Pay or Play” aspect of the Patient Protection and Affordable Care Act (PPACA) will be delayed by one year.

    This mandate requires businesses with 50 or more workers to provide health insurance coverage to employees. As a result, the administration will start enforcing the mandate in 2015, rather than January 1, 2014, in an effort to give businesses more time to prepare.

    There will be additional changes tied to this delay, and the administration has stated that they will provide formal guidance within the next week.

    More details will be available for our  July 11th WebMeeting.  Medical Solutions Corp  is working with the various regulatory agencies to understand the specifics surrounding this ruling, and will continue to provide updates through Legislative Alerts and on our blog.

     

    Obamacare 1.0: Rolling Brown Outs?

    Obamacare 1.0: Rolling Brown Outs?

    flow-chart-of-how-exchanges-work-by-xerox

    Obamacare 1.0: Rolling Brown Outs?  

    The sheer technological volume of it all could bring “rolling brown outs” similar to electrical grids.  Try to imagine a scenario of credit union Experien working with IRS then Social Security & Center for Medicare & Medicaid Services’s dated mainframe computer system while balancing HIPAA and privacy sensitive information.  All this while millions of people converge simultaneously onto the information highway.  Visualize all of the U.S. Daily Commuters driving into Manhattan today.  
     As reported below by Reuters’ Sharon Begley Obamacare 1.0: States brace for Web barrage when reform goes live:  “Obamacare, formally known as the Patient Protection and Affordable Care Act (ACA), could fail for many reasons, including participation by too few of the uninsured and a shortage of doctors to treat those who do sign up. But because its core is government-run marketplaces selling health insurance online, the likeliest reason for failure at the opening bell is information technology snafus, say experts who are helping with the rollout.”

    Original Story: Obamacare 1.0: States brace for Web barrage when reform goes live

    By Sharon Begley

    NEW YORK | Sun Jun 30, 2013 7:03am EDT

    (Reuters) – About 550,000 people in Oregon do not have health insurance, and Aaron Karjala is confident the state’s new online insurance exchange will be able to accommodate them when enrollment under President Barack Obama’s healthcare reform begins on October 1.

    What Karjala, the chief information officer at “Cover Oregon,” does worry about, however, is what will happen if the entire population of Oregon – 3.9 million – logs on that day “just to check it out,” he said. Or if millions of curious souls elsewhere, wondering if Oregon’s insurance offerings are better than their states’, log on, causing Cover Oregon to crash in a blur of spinning hourglasses and color wheels and an epidemic of frozen screens.

    Multiply that by another 49 states and the District of Columbia, all of which will open health insurance exchanges under “Obamacare” that same day, and you get some idea of what could go publicly and disastrously wrong.

    Obamacare, formally known as the Patient Protection and Affordable Care Act (ACA), could fail for many reasons, including participation by too few of the uninsured and a shortage of doctors to treat those who do sign up. But because its core is government-run marketplaces selling health insurance online, the likeliest reason for failure at the opening bell is information technology snafus, say experts who are helping with the rollout.

    Although IT is the single most expensive ingredient of the exchanges, with eight-figure contracts to build them, experts expect bugs, errors and crashes. In April, Obama himself predicted “glitches and bumps” when the exchanges open for business.

    “This is a 1.0 implementation,” said Dan Maynard, chief executive of Connecture, a software developer that is providing the shopping and enrollment functions for several states’ insurance exchanges. “From an IT perspective, 1.0’s come out with a lot of defects. Everyone is waiting for something to go wrong.”

    Two states that intended to build their own exchanges, Idaho and New Mexico, announced this spring that because of the tight timeline and daunting challenges they would have the federal government operate their IT systems.

    “Nothing like this in IT has ever been done to this complexity or scale, and with a timeline that put it behind schedule almost before the ink was dry,” said Rick Howard, research director at the technology advisory firm Gartner.

    WHAT COLOR WAS YOUR VOLVO?

    The potential for problems will begin as soon as would-be buyers log onto their state exchange. They’ll enter their name, birth date, address and other identifying information. Then comes the first IT handoff: Is this person who she says she is?

    To check that, credit bureau Experian will check the answers against its voluminous external databases, which include information from utility companies and banks on people’s spending and other history, and generate questions. The customer will be asked which of several addresses he previously lived at, for example, whether his car has one of several proffered license plate numbers, and what color his old Volvo was.

    It’s similar to the system that verifies identity for accessing personal Social Security information. If someone gets a question wrong, he will be referred to Experian’s help desk, and if that fails may be asked to submit documentation to prove he is who he claims to be.

    The next step is determining if the customer is eligible for federal subsidies to pay for insurance. She is if she is a citizen and her income, which she will enter, is less than four times the federal poverty level. To verify this, the exchange pings the “federal data services hub,” which is being built by Quality Software Services Inc under a $58 million contract with the Centers for Medicare & Medicaid Services (CMS).

    The query arrives at the hub, which does not actually store information, and is routed to online servers at the Internal Revenue Service for income verification and at the Department of Homeland Security for a citizenship check.

    The answers must be returned in real time, before the would-be buyer loses patience and logs off. If the reported income doesn’t match the IRS’s records, the applicant may have to submit pay stubs.

    These federal computer systems have never been connected before, so it’s anyone’s guess how well they’ll communicate.

    “The challenge for states,” said Jinnifer Wattum, director of Eligibility and Exchange Solutions at Xerox’s government healthcare unit, is that they have to build “the interfaces needed with the federal data services hub without knowing what this system will look like.” That makes the task akin to making a key for a lock that doesn’t exist yet.

    CMS’s contractors are working to finish the hub, but “much remains to be accomplished within a relatively short amount of time,” concluded a report from the Government Accountability Office (GAO), the investigative arm of Congress, in June. CMS spokesman Brian Cook said the hub would be ready by September, and that the beta version had been tested for its ability to interact with the exchanges Oregon and Maryland are building.

    The federal hub has to verify even more arcane data, such as whether the insurance offered to a buyer through his job is unaffordable, in which case he may qualify for federal subsidies, and whether the buyer is in prison, in which case she is exempt from the mandate to purchase insurance.

    If someone’s income qualifies him for Medicaid, or his children for the Children’s Health Insurance Program (CHIP), software has to divert him from the ACA exchange and into those systems. Many of the computers handling Medicaid and CHIP enrollment are, as IT people diplomatically put it, “legacy systems,” meaning old, even decades old.

    Many are mainframes, lacking the connectivity of cloud computing. They typically process eligibility requests in days, not seconds.

    The legacy systems “rely on daily or weekly batch files to pass information back and forth,” and often require follow-up phone calls, said Wattum of Xerox, which is working to configure Nevada’s exchange so it can interface with the federal hub.

    ‘NO WRONG DOOR’

    A “we’ll call you” message is unacceptable under Obamacare, which has a “no wrong door” goal: A buyer must never come to a dead end. If she is diverted to Medicaid, for instance, she must not be required to resubmit information, let alone wait a week for an answer about whether she’s now enrolled.

    State IT systems must therefore “be interoperable and integrated with an exchange, Medicaid, and CHIP to allow consumers to easily switch from private insurance to Medicaid and CHIP,” said an April report from the Government Accountability Office (GAO), the investigative arm of Congress.

    To make all those systems communicate, the state exchanges must either develop entirely new systems or use application programming interfaces (APIs) that work with the legacy systems to exchange data in real time. APIs are programming instructions for accessing Web-based software applications.

    GAO’s Stan Czerwinski compares the necessary connectivity to adapters that let Americanelectronics work with European outlets.

    State officials told the GAO that verifying eligibility, enrolling buyers and interfacing with legacy systems are the most “onerous” aspects of developing their exchanges, “given the age and limited functionality of current state systems.”

    A key goal for exchange officials is keeping would-be buyers in the portal so they don’t give up and use a state’s ACA call center, which could quickly be swamped.

    To avoid this, Oregon brought in potential users to test design prototypes, recorded what people did and where they had trouble, and tweaked the consumer interface to make it as user-friendly as possible, said Karjala.

    “Even with that, if you have a family of four and you’re eligible for a tax credit to offset your premium,” he said, “you could be sitting at the computer for a long time.”

    What everyone hopes to avoid is a repeat of the early days of the Medicare prescription-drug program in 2006. Some seniors who tried to sign up for a plan were mistakenly enrolled in several, while others had the wrong premium amounts deducted from their Social Security checks.

    Another challenge is capacity. Websites regularly crash when too many people try to access them.

    “I had no choice but to be extremely conservative” in estimates of how many simultaneous users Cover Oregon has to be prepared for, Karjala said. “Building capacity is the only way to avoid the spinning hourglass or the site freezing, so in our performance testing we’re seeing what happens if the whole U.S. population came to Cover Oregon to check it out.”

    This summer, state exchanges will test their ability to communicate with the federal data hub, whose security frameworks and connectivity protocols are still works in progress. But whether Obamacare 1.0 flies won’t be known until the new health plans take effect on January 1. Robert Laszewski, president of Health Policy and Strategy Associates Inc, a consulting firm, said he wouldn’t be surprised if some patients showing up at doctors’ offices next year with Obamacare policies are told their insurers never heard of them.

    (Additional reporting by Caroline Humer; Editing by Michele Gershberg and Prudence Crowther)

     

    Treating bites and stings

    Treating bites and stings

    From  American Academy of Dermatology

    Treating bites and stings

    Usually, you can take care of your bites and stings at home with your parents’ help. Here’s what to do:

    how-to-relieve-mosquito-bitesMosquitoes, fleas and other small bugs

      • Wash the bite with soap and water.
      • Use calamine (rhymes with “pal–of–mine”) lotion or another cream that will help you stop the itch.
      • Don’t scratch the bites, even though that’s hard because they itch a lot!
      • Put ice on a swollen bite.

     

    • See a doctor if your bite looks worse or you just can’t stop scratching. Talk to your mom, dad, or another adult about it.

    Bees and wasps

      • Tell a grown-up right away that you’ve been stung.BEE10
      • Take out the stinger if it’s still in your skin – ask a grown-up for help.
      • Gently wash the sting with soap and water. You might have to do this a few times a day.
      • Put an icepack on the sting.
      • Apply a paste made with baking soda and water. Baking soda is something people cook with, but it also can make stings feel a lot better. Ask an adult to help you do this.
      • Ask your mom or dad if you can take some pain medicine.
    • Use some lotion or cream to stop the itch if it’s bothering you.

    Sometimes, stings can be dangerous. To learn if you might have an allergic reaction to the sting, visit Reactions to bites and stings.

    spider22Spiders

    Wash the bite with soap and water.Most spider bites can be treated by a grown-up.

    • Put on an ice pack to make it less puffy.

    If you think a black widow or brown recluse spider bit you, tell a grown-up right away. You might need to see a doctor and go to the hospital.

    Ticks

    • Don’t pull off a tick if you find one on your skin, but tell your mom, dad or another adult right away.
    • An adult should grab the tick with a tweezers close to your skin and pull straight up to remove the tick.

      Tick-Bite-Removal-300x211

      Treating Bites and Stings

    • Carefully look over the rest of your body. With your parents’ help, check all over, including behind the ears, to be sure there are no other ticks.
    • Never squeeze or crush a tick, because that can cause more venom to enter your body.
    • Save the tick in a jar of alcohol in case your doctor wants to see it later. The doctor might be able to tell you if this is the kind of tick that can cause Lyme disease, which can feel like the flu. To learn more, visit Reactions to bites and stings.
    Happy Fathers Day in 100 languages

    Happy Fathers Day in 100 languages

    Happy Fathers Day in 100 languages. Happy Father’s Day to all the men that work so hard to make sure there kids have what they want and need. No matter how different each word is from the other, it means the same thing. Today, a great number of countries will celebrate Father’s day in their own ways.

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    Happy Fathers Day!

    So, in celebration of Father’s day 100 ways of saying “dad” in different languages.

    Afrikaans : vader
    Albanian : baba ; atë
    Apalai (Amazon) : papa
    Arabic : babba ; yebba ; abbi (classical)
    Aragones : pai
    Asturian : pá
    Aymara : awki

    Bangla : Baba ; Abba
    Basque : aita
    Bergamasco : pàder
    Bolognese : pèder
    Bosnian : otac
    Brazilian Portuguese : pai
    Bresciano : bubà ; pàder
    Breton : tad

    Calabrese : patre ; patri ; pa ; papà ; papallu ; patra
    Caló : batú ; bato ; batico ; dadá
    Catalan : pare
    Catanese : pattri ; opà
    Chechen (Caucasus) : daa
    Chechen : da
    Cree (Canada) : -papa
    Croatian : otac
    Czech : táta, otec

    Dakota (USA) : ate
    Dutch : vader ; papa ; pappie
    Dzoratâi : pére

    East African : baba
    English : father ; dad ; daddy ; pop ; poppa ; papa
    Esperanto : patro
    Estonian : isa
    Faeroese : faðir

    Faeroese : faðir
    Filipino : tatay, itay, tay ; ama
    Finnish : isä
    Flemish : vader
    French : papa
    Frisian : heit

    Galician : pai
    German : banketi, Papi
    Griko Salentino : ciúri
    Greek : pater (the -ter is pronounced “tare” and the e should have a macron over it)
    Guaran : túva ; ru

    Hebrew : abba(h)
    Hindi : Papa ; Pita-ji
    Hungarian : apa
    Hungarian : apa ; apu ; papa ; édesapa

    Icelandic : pabbi ; faðir
    Indonesian : bapa ; ayah ; pak
    Irish : athair ; daidí
    Italian : babbo

    Japanese : otosan, papa
    Judeo-Spanish : padre ; baba ; babu

    Kikuyu : baba
    Kiswahili : Baba
    Kobon (New Guinea) : bap
    Kurdish Kurmanji : bav

    Ladin : pere
    Latin : pater ; papa ; atta
    Latvian : tevs
    Leonese : pai
    Ligurian : paire
    Limburgian : vader ; vajer ; pap
    Lingala : tata
    Lithuanian : tevas ; pradininkas ; protevis
    Lombardo Occidentale : bubà
    Lunfardo : viejo
    Luo (Kenya) : baba

    Maasai : papa ; paapa ; olaiiu
    Malagasy : ray
    Malay : bapa
    Maltese : missier
    Mandarin : bà ; bàba (informal)
    Mandarin Chinese : baba
    Mantuan : upà ; papà ; babbo
    Maori : haakoro ; kohake
    Mapunzugun : chaw ; chao
    Modern Greek : babbas
    Moravian : tata
    Mudnés : pèder
    Modern English : father, daddy
    Middle English : fader

    Nadsat : Pee
    Nahuatl (Mexico) : ta’
    Napulitano : pate
    Nepali : buwa
    Norwegian : pappa ; far

    Occitan : paire
    Old English : faeder (the ‘ae’ is the short a sound in cat)

    Parmigiano : päder
    Persian/Farsi : pedar, pitar ; simply Baabaa
    Piemontese : pare
    Pipil (El Salvador) : tatah
    Polish : tata ; ojciec
    Portuguese : pai

    Quechua (Ecuador) : tayta
    Quechua : tata ; churiyaqe

    Rapanui : koro ; matu’a ; matu’a tane
    Reggiano : peder
    Romagnolo : bà
    Romani : dad
    Romanian : tata
    Romanian : tata ; parinte ; taica
    Romansh : bab
    Russian : papa

    Saami : áhcci
    Samoan : tama
    Sango : baba
    Sanskrit : tàtah ; janak
    Sardinian (Limba Sarda Unificada) : babu
    Sardinian Campidanesu : babbu
    Sardinian Logudoresu : babbu
    Shona : baba
    Sicilian : patri
    Slovak : otec
    Slovenian : ôèe
    Spanish : papá ; viejo ; tata
    Spanish,Latin : padre
    Swahili : baba ; mzazi
    Swedish, Norwegian, and Danish : fadar
    Swedish : pappa
    Swiss German : Vatter

    Tagalog : tatay ; ama
    Triestino : pare
    Turkish : baba
    Turkmen : däde ; kaka

    Urdu : Abbu ; Abbu-ji ; Abbu-jan ; bap

    Valencian : pare
    Venetian : pare ; popà ; ‘opà ; pupà ; papà
    Viestano : attèn’

    Wallon : pére
    Welsh : tad

    Xhosa (South Africa) : -tata

    Yiddish : tatti ; tay ; foter ; tateh

    Zeneize : poæ

    Safer Sunscreens: New Requirements Set By FDA

    Safer Sunscreens: New Requirements Set By FDA

    Safer Sunscreens: New Requirements Set By FDASUNSCREEN_SCRNGRB_1

    From our wellness partner, Cleveland Clinic

    In an effort to improve the safety and efficacy of sunscreen products sold in the U.S. and limit misleading claims, the U.S. Food and Drug Administration officially released a new set of requirements that sunscreen manufacturer’s must begin to follow when making and marketing their products. No more claims of “waterproof” or “sweat proof” (thee claims are overstated). No agonizing over SPFs higher than 50 (there is no sufficient data to show that products with SPF values higher than 50 provide greater protection). And if a manufacturer wants to slap a “broad spectrum” claim on the label, first the product will need to pass a test that proves it does indeed protect against both UVA and UVB rays. Some manufacturers will begin to incorporate these mandates right away, while others may wait until the official ruling kicks in the summer of 2012.

    So what’s a sun-savvy consumer to do in the meantime? Dermatologist John Anthony, M.D. of Cleveland Clinic’s Strongsville Family Health and Surgery Center weighs in with these helpful tips about choosing the best sun protection:
    • The jury is still out on how chemical sunscreens with ingredients such as oxybenzone, Vitamin A (retinol), and PABA (para-aminobenzoic acid) affect human health. But Dr. Anthony says that if you’re looking to avoid chemical sunscreens, choose a mineral-based one instead since these use physical blockers such as zinc oxide or titanium dioxide. Because mineral sunscreens in spray form create nanoparticles that can be absorbed into the lungs, play it safe and use mineral-based creams and lotions instead of sprays.
    • Look for sunscreens that block both ultraviolet A rays (UVA rays contribute to photo-aging and may cause skin cancer) and UVB rays (the ones that cause those red sunburns that blister).
    • Choose a middle-of-the road sun protection factor (SPF) of 30 to 50. Any lower and you really limit the amount of time you can spend in the sun before getting burned by UVB rays (roughly 30 minutes) and needing to reapply. Any higher and Dr. Anthony says you risk thinking that you’ve got so much protection you need not reapply every two hours or after swimming, the standard recommendation. Be smart and always reapply sunscreen after swimming or exercising.
    • Get sun-sensible: If you can avoid being in the sun during primetime sun hours — from 10 a.m. to 2 p.m. — do. If not, wear a hat and protective clothing, and seek out the shade, says Dr. Anthony. “Sunscreen isn’t a bulletproof vest against sun damage. It’s just one tool that we can use to help protect us.”

     

    Yoga improves health and reduces costs

    Yoga improves health and reduces costs

    yogasun-300x200Yoga initiatives improves health and reduces costs according to Aetna studies. A yoga and meditation initiative for stressed employees helped them reduce their heart rates and helped Aetna increase productivity and lower health benefit costs 7%, CEO Mark Bertolini told the Third Metric conference.

    Ezekiel Emanuel of the University of Pennsylvania said while data on the efficacy of wellness programs overall is mixed, prevention efforts, including traditional wellness programs, are important for saving money and improving health.

    In Huffington Post article Company Wellness Programs May Boost Bottom Lines, Aetna CEO Mark Bertolini Says when Aetna determined in 2010 that its workers with the highest levels of stress were costing the company $2,000 more each year than co-workers, the company created an initiative to promote yoga and meditation. Bertolini said at the Third Metric conference co-sponsored by The Huffington Post in New York Thursday. The results include improvements in heart rates and increased productivity.

     

    “Stress can have a significant impact on physical and mental health, so there is a strong need for programs that help people reduce stress as part of achieving their best health,” said Aetna Chairman and CEO Mark T. Bertolini. “The results from the mind-body study provide evidence that these mind-body approaches can be an effective complement to conventional medicine and may help people improve their health, something that I have experienced personally.”

    tumblr_mm8hz2zKDB1s5qu26o1_500

    Yoga and Stretching

    The study participants included 239 Aetna employees in California and Connecticut who volunteered for the two mind-body stress reduction programs. As part of the studies, 96 employees were randomly assigned to mindfulness-based classes, 90 were randomly assigned to therapeutic yoga classes and 53 were randomly assigned to the control group.

    The Affordable Care Act  recognizes the benefits of wellness which also includes alternative medicines such as yoga, massage therapy, acupuncture etc.  Long awaited guidance on how employers can institute a wellness program using financial incentives and discounts were released recently – Final Wellness Incentive Rule Released.

    Does your company offer a wellness program? For more information, you may review the final rules in their entirety.  For MMS Corp previous blogs on wellness, click here. we will keep you posted on future PPACA wellness program opportunities.  Ask us for more info on Aetna Wellness, Yoga,  and how we can help you implement a healthy program for your staff.

    [contact-form][contact-field label=’For immediate information on implementing a Wellness group-specific program for you please contact us’ type=’text’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Comment’ type=’textarea’/][/contact-form]

    The views expressed in this post do not necessarily reflect the official policy, position, or opinions of MMS Corp. This update is provided for informational purposes. Please consult with a licensed accountant or attorney regarding any legal and tax matters discussed herein.

    Final Wellness Incentive Rule Released

    Final Wellness Incentive Rule Released

    Corporate Wellness

     

    Final Wellness Incentive Rule Released.  Final rules set forth the criteria for wellness programs offered in connection with group health plans that must be satisfied in order for the plan to qualify for an exception to the prohibition on discrimination based on health status under the federal Health Insurance Portability and Accountability Act (HIPAA). The final rules will be effective for plan years beginning on or after January 1, 2014.

    Many employers already offered incentives for employees participating in wellness programs. The main change in the new rule is an increase in the maximum incentive levels for several PPACA designated programs. For smoking cessation efforts, employers will be allowed to offer a reward or penalty of up to 50% of an employee’s health plan cost. For all other wellness programs, the number will be 30%, up from the current 20%. These increases are intended to promote healthy behavior which in turn, advocates claim, reduce health care spending.

    Key Highlights 
    Significant provisions included in the final rules include:

    Increasing the maximum permissible reward under a health-contingent wellness program, from 20% to 30% of the cost of coverage;

    • Further increasing the maximum permissible reward for wellness programs designed to prevent or reduce tobacco use, from 20% to 50% of the cost of coverage; and
    • Clarifications regarding the reasonable design of health-contingent wellness programs and the reasonable alternatives they must offer in order to avoid prohibited discrimination.

    Types of  Participatory Wellness Programs
    The final rules continue to divide wellness programs into two categories:popluar-wellness-stats

    1)”participatory wellness programs,” which are a majority of wellness programs,

    2)and “health-contingent wellness programs.”

    A participatory wellness program is one that either does not provide a reward or does not include any conditions for obtaining a reward that are based on an individual satisfying a standard related to a health factor. These include programs that reimburse for the cost of membership in a fitness center; provide a reward to employees for attending a monthly, no-cost health education seminar; or reward employees who complete a health risk assessment, without requiring them to take further action.

    Participatory wellness programs are generally permissible under the HIPAA nondiscrimination rules, provided they are available to all similarly situated individuals regardless of health status.

    Health-Contingent Wellness Programs
    In contrast, a health-contingent wellness program requires an individual to satisfy a standard related to a health factor to obtain a reward. This standard may be performing or completing an activity (an “activity-only wellness program”), or it may be attaining or maintaining a specific health outcome (an “outcome-based wellness program”).

    Examples of health-contingent wellness programs include programs that provide a reward to those who do not use, or decrease their use of, tobacco, or programs that reward those who achieve a specified health-related goal, such as a specified cholesterol level, weight, or body mass index, as well as those who fail to meet such goals but take certain other healthy actions.

    In order to qualify for an exception to the HIPAA nondiscrimination rules, health-contingent wellness programs must meet five additional standards related to frequency of opportunity to qualify; size of the reward; reasonable design; uniform availability and reasonable alternative standards; and notice of the availability of reasonable alternative standards.

    Example

    The final rule provides an example of how this reward/penalty might work:

    An employer sponsors a group health plan. The annual premium for employee-only coverage is $6,000 (of which the employer pays $4,500 per year and the employee pays $1,500 per year). The plan offers employees a health-contingent wellness program with several components, focused on exercise, blood sugar, weight, cholesterol, and blood pressure.  The reward for compliance is an annual premium rebate of $600…[T]he plan also imposes an additional $2,000 tobacco premium surcharge on employees who have used tobacco in the last 12 months and who have not enrolled in the plan’s tobacco cessation program (Those who participate…are not assessed the $2,000 surcharge).

    The total of all the rewards (including the absence of a surcharge for participating in the tobacco program) is $2,600…which does not exceed the applicable percentage of 50% of the total annual cost of employee-only coverage ($6,000 x 50%=$3,000). Tested separately, the $600 reward for the wellness program [excluding] tobacco use does not exceed the applicable percentage of 30 percent of the total annual cost of employee-only coverage ($6,000 x 30%=$1,800).

    In excellent article in the Atlantic – The Future of Getting Paid to Be Healthy  “Incentive programs are not wellness programs,” said Dr. Ronald Goetzel, Director of Emory University’s Institute for Health and Productivity Research and President and CEO of The Health Project. “That can be a component, when done smartly, of a comprehensive program, but if that’s all your program is going to be, you’re going to fail miserably, and people are going to be resentful,” he explained. According to Goetzel — who has studied worksite wellness programs at large corporations such as Dow Chemical and Johnson & Johnson, and is being funded by the Centers for Disease Control and Prevention to study best practices in the field — incentive programs can help get people excited about health and keep them on track, but ultimately people’s habits will only change if they are given the resources to change them and if the workplace norms and environments change.

    Without the other pieces to facilitate behavior change — healthy cafeterias, opportunities to exercise, flexible work hours, supportive leadership and middle managers, and health risk assessments and coaching — incentive programs will only penalize, not change, those who are least healthy.

    For more information, you may review the final rules in their entirety.  For MMS Corp previous blogs on wellness, click here. we will keep you posted on future PPACA wellness program opportunities.  In the meantime, please visit  to view past blogs and Legislative Alerts at https://medicalsolutionscorp.com/feed.

    PEO: Co-Employment
      First
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      The views expressed in this post do not necessarily reflect the official policy, position, or opinions of MMS Corp. This update is provided for informational purposes. Please consult with a licensed accountant or attorney regarding any legal and tax matters discussed herein.

      Montefiore Buying Sound Shore Hospital

      Montefiore Buying Sound Shore Hospital

       

      Montefiore Buying Sound Shore Hospital

      Sound Shore Hospital – New Rochelle, NY

      Montefiore  Buying Sound Shore Hospital.  According to the PR release Sound Shore Health System (“SSHS”) announced today it has entered into an Asset Purchase Agreement with Montefiore Health System for Montefiore to acquire its assets. The transaction, which is expected to close by the end of this year, subject to Bankruptcy Court and regulatory approval, will enable Montefiore to continue, and enhance, the provision of care at Sound Shore and Mount Vernon Hospitals as well as at the Schaffer Extended Care Center.

      Earlier in May, negotiations between Westchester Medical Center and the Sound Shore Health System broke off after Westchester Medical ended the merger talks.

      Sound Shore system was facing a $3 million to $5 million year-end loss when talks with Westchester Medical began late 2012.

      Westchester Medical Ceneter has been in the news in recent years embattled with insurance carrier stand-offs.   The first was with Empire Blue Cross in Nov 2010 which had been resolved but not with  Oxford Health Plans which had terminated its contract  in May 2012.

      While the move was necessary and Sound Shore Hospital is certainly better off now than some hospitals such as Interfaith Hospital which declared bankruptcy recently.

      Still, there are concerns of Hospital and Provider consolidations changing the market place. The Hospital will possibly be transitioned into an ambulatory/multi-specialty center/urgent care center.

      Urgent Care have been the good news in bending of the health care cost curve.  Approximately 45% of acuities in a hospital ER  can be done at an Urgent Care Center.  Urgent Care Centers  will be filling in the gap between regular family doctors and sitting in an ER.  Cost of Urgent Care are up to half of ER.  The patient also avoids high ER copays that average $200 aside form possible high in-network deductible. Yet if the Hospital indeed transitions to ambulatory surgery/multi speciality  Westchester Hospital available area-hospital beds may further be reduced.

      [contact-form][contact-field label=’For more info on how this affects your group health plan network please contact us below or call 855-667-4421′ type=’text’/][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Comment’ type=’textarea’/][/contact-form]

      Health Care Reform – Five Things Employers Can Do Now

      Health Care Reform – Five Things Employers Can Do Now

      With only 6 month away from full implementation of 2014  Patient Protection Affordability Care Act (PPACA) employers are understandably uncertain.  Below are Health Care reform – five things employers can do now to prepare and take action.

      UPDATE JULY 2nd:  Since blog posting the President Administration has delayed 1 year Employed Shared Responsibility Mandate  i.e. Pay or Play to Jan 2015.

      1.  Employee Communications

      Employers must notify employees of the online insurance marketplace known as a Healthcare Exchange. Recently released federal guidelines require employers to notify their workers of eligibility requirements for their state exchange starting Oct. 1, 2013 Open Enrollments for Jan 2014 effective date. To the relief of many, the U.S. Labor Department also provided model notices that employers can give to their workers, which eliminates the need to develop their own notifications.

      Additionally, Employers sponsoring a health plan must give employees a Summary of Benefits and Coverage (SBC).  The purpose of the Summary of Benefits and Coverage, or SBC, is to present benefits and coverage information in clear language and in a consistent format. Inspired by the Nutrition Facts Label on packaged food, the SBC (pdf) includes two medical scenarios: having a baby and managing Type II diabetes. It estimates how much a patient would pay for medical care in each scenario with specific insurance plans.

      Important things to know about the SBC:

      • The health insurance companies will create the SBCs.
      • It’s the employer’s responsibility to distribute the SBCs to employees.
      • This requirement applies to health plan renewals after Sept. 23, 2012.
      • Department of Labor will NOT impose penalties for non-compliance with the SBC notice during the first year as long as employers show a “good faith” effort to comply. Read the FAQ on SBC and ACA pdf here.
      • Medicalsolutionscorp.com has suggestions to help employers comply with the SBC distribution requirements

      2.  Determining which Employers must offer health care.

      Because employers with 50 full-time equivalents face penalties for not providing affordable, minimum value insurance an employer should know whether it is subject to these requirements or not.  Common law employees of the employer and any commonly controlled company must be counted.  Employers with temporary or leased employees will want to discuss with their advisors whether these employees will be considered “common law employees” for purposes of determining how many FTEs an employer has.  Employers with employees who are paid based on unique payment models (stipends, work product, etc) will want to discuss how to calculate these employee hours with their benefits advisors.obamacare-employer-mandate

      • Employers with 50 or more employees will incur penalties of up to $2,000 per employee if they cancel their existing health care program (which up until 2014 would be considered an optional benefit to provide).  They will also incur penalties if their plan is too costly, and they do not meet the affordability standards.
      • Employers with less than 50 employees will not incur penalties if they cancel their health care plan, and that decision will need to be made on a business by business basis.  They can also choose to offer partial coverage and contribute up to the minimum 50% of single coverage not to exceed 9.5% employee

      The good news is Employers can subtract 30 FT employees.  This portion is known as the Employer “play or pay” option. Specific case example and details are found at Pay or Play Employer Guide.

      3 Health Care Small Business Tax Credit Calculator

      To encourage businesses to offer health benefits to their employees, the federal government is offering tax credits to small businesses. These credits are available to an estimated 4 million small businesses, including nonprofits.The IRS has set up a web page with information: Small Business Health Care Tax Credit for Small Employers. The maximum “credit” (which offsets taxes dollar for dollar and is better than a “deduction” which reduces taxable income) is 35 percent of the amount an employer pays towards employee health insurance.

      Who’s eligible?

      To qualify, small employers must:

      • Have fewer than the equivalent of 25 full-time workers
      • Pay average annual wages below $50,000
      • Cover at least 50% of the cost of health care coverage for their workers

      Because of the high wages paid in most industries in NY/NJ/CT  Tri State, few small employers that provide coverage pay such a low average wage. Note, however, that the calculation of average wages and number of employees excludes the wages of an owner and his or her family members.

      medicalsolutionscorp.com  help clients gather the appropriate information and do a preliminary estimate of the credit amount. This information will help you and your accountant determine whether applying for the credit makes financial sense.  Find out what the new tax credit could mean for your coverage.  Call us at 855-667-4621.

      4. Determine affordability 

      Beginning Jan. 1, 2014, an employer with 50 or more employees must pay a tax penalty if they either: a) Do not provide health insurance with minimum benefits or 60 percent of healthcare expenses; b) Require employees to contribute more than 9.5 percent of an employee’s household income for the health insurance and those employees obtain a government subsidy for coverage.

      Companies will be required to pay $3,000 per employee without affordable coverage. (Note: there are a number of caveats that might affect the actual penalty paid, so consult your tax advisor.)

      This chart shows employer penalties under the ACA, referred to as “shared responsibility.” Employers wishing to more precisely calculate their potential penalty liability should read the document we prepared, Calculating the Potential ACA Employer Tax Penalty.

      5. What does Full Time Equivalent Mean?

      It is crucial to Understand the difference between FT and Full Time Equivalent.  To determine the FTE (Full Time Equivalent) you must count FT and PT employees.  Full Time Employees are those working 30 hours+/week.* The number of full-time employees excludes those full-time seasonal employees who work for less than 120 days during the year.4 The hours worked by part-time employees (i.e., those working less than 30 hours per week) are included in the calculation of a large employer, on a monthly basis, by taking their total number of monthly hours worked divided by 120.

      For example, a firm has 35 full-time employees (30+ hours). In addition, the firm has 20 part time employees who all work 24 hours per week (96 hours per month). These part-time employees’ hours would be treated as equivalent to 16 full-time employees, based on the following calculation:

      20 employees x 96 hours / 120 = 1920 / 120 = 16

      Thus, in this example, the firm would be considered a “large employer,” based on a total full-time equivalent count of 51—that is, 35 full-time employees plus 16 full-time equivalents based on part-time hours.

      In the coming months, Millennium Medical Solutions Inc will host seminars and will share information you’ll need to know as the countdown continues to October 1st. [contact-form to=’info@medicalsolutionscorp.com’ subject=’Please contact us for immediate information on how to implement these initiatives for your group-specific needs Call (855) 667-4621.’][contact-field label=’Please contact us for immediate information on how to implememt these initiatives for your group-specific needs or Call (855) 667-4621.’ type=’text’/][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Comment’ type=’textarea’ required=’1’/][/contact-form]

       

      This blog is not intended to represent legal advise and one should consult with a tax and/or legal expert.

      * IRC 4980H(c)(4)

      Disclaimer: This blog is not intended to represent legal advise and one should consult with a tax and/or legal expert.