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3 Ways to Reduce Holiday Stress

3 Ways to Reduce Holiday Stress

Winter holidays are a festive joyful time but also a time of experienced anxiety by many as well. While eliminating all seasonal stressors isn’t likely, there may be ways you can minimize and manage them. Here are three ideas to help you get through the holiday season with minimal stress:

1. Create a plan.
Have you been easily overwhelmed by the extra activities and responsibilities of the holiday season in the past? This year, think about setting up a more realistic plan for yourself.

You don’t have to create the perfect holiday for others or attend every party you’re invited to. Instead, consider setting boundaries and attending only the events that mean the most to you.

2. Set up a holiday budget.
Overspending is always a concern but even more so during the holidays. That’s why budgeting for gifts and holiday extras is a good idea.

It’s okay to put purchases on your credit card if you’ve saved up for them ahead of time. It can even be a great way to earn a sign-up bonus on a new card if you have very good credit. Pay your balance in full by the due date to avoid interest and fees.

Tempted to try the ubiquitous buy now, pay later loans for online purchases? Carefully review their interest rates and fees first.

3. Take time for self-care.
Sticking with healthy eating and self-care habits may also help you better deal with anxiety. Get plenty of rest (including naps) and take time to decompress when you need to — it can really help.

Finally, don’t expect conflicts or old patterns to be resolved over the holidays. This can be a stressful time for families, and thus likely not the ideal time to try to work out long-standing issues. It’s not a personal failure if you can’t “fix” your family. Focus on taking care of yourself. And if you feel like you might benefit from professional help, don’t be afraid to seek it out. Many insurance plans offer mental health benefits that can make this care more affordable.

If you need help choosing a health or life insurance plan, need to make changes for the new year, or have questions about your coverage, contact us anytime.

 

Learn how our PEO Partnership can help your group please contact us at info@medicalsolutionscorp.com or (855)667-4621.

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2023 Trendiest Benefits

2023 Trendiest Benefits

Some organizations are facing a movement known as the “Great Return” as they reopen in-person workplaces and require employees to come into the office. 

Many workers are paying more attention to their benefits and wondering how to stretch their dollars further. Employers are uniquely positioned to offer more than just a health care plan, including holistic benefits, resources and perks that today’s workers most need. This article highlights benefits that are likely to be popular in 2023.

Get a custom free review on your 2023 employee benefits offering before you renew. Contact info@medicalsolutionscorp.com or (855)667-4621

 

2023 FSA & Commuter Contribution Limits Released

2023 FSA & Commuter Contribution Limits Released

The IRS has released the 2023    Flexible Savings Account (FSA) inflation adjustments.  These changes will take place for plan years that begin on or after January 1, 2023.  

For employers who currently allow the FSA maximum, unless told otherwise, OCA will automatically amend the new FSA maximum to reflect the 2023 increase. OCA will also be providing additional 2023 employee guides/marketing material in the upcoming days.  *The limit also applies to limited-purpose FSAs.

2023 Limit Increases

 Benefit Type  2023  2022  Change
Health FSA Limit* $3,050   $2,850  + $200 Annually
 Health FSA Carryover Amount  $610  $570  + $40 Annually
Dependent Care Account Limit  $5,000  $5,000  No Change
Monthly TransitAccount Limit  $300   $280  + $20 per month
Monthly  Parking
Account Limit  
$300   $280  + $20 per month

  *The limit also applies to limited-purpose FSAs

RESOURCE:

HSA 2023 Dollar Limits

 

HSA vs FSA

New FSA $500 Carry Over

Interested in learning more? Please email info@medialsolutionscorp.com or call us at 855-667-4621. 

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New Era in Benefits Needs

New Era in Benefits Needs

Courtesy Guardian

Workers seek empathy and flexibility in a post-pandemic work world

 

 

Schedule your Open Enrollment review and our 2023 Open Enrollment checklist contact us at info@medicalsolutionscorp.com or (855)667-4621.

Mental Health Infographic

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Federal Open Enrollment Exclusion Deadline

Federal Open Enrollment Exclusion Deadline

A little-known exception for small businesses but most important under Affordable Care Act (ACA) is for Health Insurers must waive their minimum employer-contribution and employee-participation rules once a year. ACA requires a one-month Special Open Enrollment Window for January 1st coverage.

Background

The ACA has a section in it called the “guaranteed issuance of coverage in the individual and group market.” It stipulates that “each health insurer that offers health insurance coverage in the individual or group market in the state must accept every employer and individual in the state that applies for such coverage.” The section also states that this guaranteed issuance of coverage can only be offered during (special) open enrollment periods, and that plans can only be offered to applicants that live in, work in, or reside in the plans’ service area(s).

Participation and Contribution Requirements

In many states (including California and Nevada), carriers can decline to issue group health coverage if fewer than 70% of employees elect to enroll in coverage. Some carriers may have even tighter participation requirements.

Generally speaking, employees with other coverage (Medicare, other group coverage, individual coverage through the Exchange, etc.) are removed from the participation requirement calculation – though it varies by insurance carrier.

Furthermore, employer contribution rules require employers to contribute a certain percentage of premium costs for all employees in order to attain group health coverage. Some businesses struggle to meet these contribution requirements for a variety of financial reasons.

Problem Solved: Special Open Enrollment Period

Many employers want to offer coverage to their employees, but are denied because they struggle to meet participation and/or contribution requirements. Employers cannot force employees to enroll in coverage unless the employer pays for 100% of the employees’ premiums, which many employers cannot afford. Even with moderate to generous employer contributions, many employers still find young and lower-income employees waiving coverage. This was even more evident in 2019 with the ACA’s federal Individual Mandate non-compliance penalty reduced to $0.00.

The U.S. Department of Health & Human Services provides final guidance on this in regulation 147.104(b)(1): “In the case of health insurance coverage offered in the small group market, a health insurance issuer may limit the availability of coverage to an annual enrollment period that begins November 15 and extends through December 15 of each year in the case of a plan sponsor that is unable to comply with a material plan provision relating to employer contribution or group participation rules.”

Timeline:

The annual Federal Employees Health Benefits (FEHB) Open Season is taking place from November 14, 2022 – December 12, 2022 this year. The annual open season provides federal employees, annuitants, and other eligible individuals the opportunity to review their plan options, make changes, and enroll for the upcoming benefit year that begins January 1, 2023.

Employers, if your group struggling with participation and/or contribution, the Special Open Enrollment Window is the time to enroll them in coverage.

Contact us today.

 

For more help with the Special Open Enrollment Window contact us at info@medicalsolutionscorp.com or (855)667-4621.

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Identifying and Easing Employee Burnout

Identifying and Easing Employee Burnout

Stress is common for most people. Still, if you’ve felt off-kilter at work lately, it could be burnout instead of temporary job stress.

How to Identify Burnout From Work

Essentially, job burnout is unmanaged work stress — although that’s not a medical diagnosis. Job burnout isn’t the same as depression or anxiety because the former is specific to work situations while the latter two are not.

If you’re burned out at work, you may be unable to concentrate, irritable, experiencing relationship conflicts, lacking in energy or having other issues. You could also have physical symptoms including muscle tension, insomnia or pain. If you’re feeling overworked, cynical and detached or incompetent, you likely have job burnout.

Ways to Ease Job Burnout

Recognizing burnout is only part of the solution. The only way to relieve burnout is to make changes (and possibly a few hard choices).

Small changes could include getting more sleep, hiring help at home or prioritizing self-care. Of course, not all solutions are simple, especially if you have caregiving responsibilities and a limited budget.

You may need to take time off work, if possible, or add breaks to your workday. Or, you could discuss your workload with your boss to ask if additional personnel could be hired or certain tasks reassigned. If your employer won’t work with you, you may need to find a new job.

How Can We Help?

Many health insurance policies provide mental health benefits that can help with burnout, such as reduced-cost therapy and meditation apps. If you have any questions about your coverage, we’re here to help.

Learn more about how we are successfully helping navigate SMB for 20+ years. If you have any questions or would like additional information, please contact us at 855-667-4621 or info@medicalsolutionscorp.com.

For information about transparency providers and new tech tools contact us at info@medicalsolutionscorp.com or (855)667-4621.

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NY Paid Family Rate & Benefit 2023

NY Paid Family Rate & Benefit 2023

NY Paid Family Rate & Benefit 2023

The New York Department of Financial Services has released the 2023 PFL benefit and rates.

The PFL rate to .455% of taxable wages. The maximum an employee will contribute in 2023 will be: $399.43/year

The PFL maximum benefit will increase to:  67% of the average weekly wage to a maximum $1131.09/week. 

Duration remains the same at 12 weeks.

The Statewide Average Annual Wage cap increases to $87,785.88 ($1688.19 per week).

Learn more about how we are successfully helping navigate SMB for 20+ years. If you have any questions or would like additional information, please contact us at 855-667-4621 or info@medicalsolutionscorp.com.

For information about transparency providers and new tech tools contact us at info@medicalsolutionscorp.com or (855)667-4621.

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NYS 2023 Final Rates Approved

NYS 2023 Final Rates Approved

Yesterday, NYS Dept of Financial Services approved 2023 health insurance rate requests yesterday. Small group rates increased by 7.9% and  9.7% for individuals.

As per NY State Law, Health Insurers are required to send out early notices of rate request filings to groups and subscribers see original –2023 NY Small Group Carrier Rate Filings.  Despite only 3 months of mature claims data experience for 2022  health insurers’ original requests were noticeably above the average of 16.5%/individuals and 19% for small groups. For example, regulators last year approved average rate increases of 3.7% for individuals and 7.6% for small group plans. Over 1.1 million New Yorkers are enrolled in individual and small group plans impacted by the rate increases, the state agency noted.  

The recent COVID-19 surge irony reflected a lower cost utilization due to COVID-19. The average medical-loss ratio, which represents the portion of premiums spent on medical claims and quality improvement, was 70% in recent years years. That said, in an anticipation of spikes in claims submissions + overall inflation, a larger than average increase is needed. This is in addition to increases in pricing by hospitals, consolidated IPA groups, and pharmaceuticals.

Rate Factors

The state noted that the premiums increase main drivers are medications.  “Rising medical costs and inflation continue to put upward pressure on premiums,” said Superintendent Harris. “With our rate actions announced today, we continue to prioritize the financial wellbeing of consumers while ensuring that New Yorkers have access to a robust, stable health insurance market.”  Also, DFS, recognizing the continued uncertainty of the pandemic’s effect on consumers’ health care costs and the economy, held insurers’ profit provisions to a historically low 0.5%. 

Health Insurers

Oxford/Unitedhealthcare, notably, got only a 6% rate increase approval for next year. This is a sharp reduction from the original 16.8% request in part by disagreed anticipated costs, held reserves, overall market pricing, and reinsurance gained from ACA’s Risk Corridor.  See more info here, https://medicalsolutionscorp.com/risk-adjustment-reinsurance-and-risk-corridors/.

Small Group Market   

Almost 850,000 New Yorkers are enrolled in small group plans, which cover employers with up to 100 employees. Insurers requested an average rate increase of 16.5% in the small group market, which DFS cut by 52% to 7.9% for 2023, saving small businesses $632.4 million. A number of small businesses also will be eligible for tax credits that may lower those premium costs even further, such as the Small Business Health Care Tax Credit.

DFS SMALL GROUP MARKET RATE ACTIONS   

NYS DFS Approval 2023 Health Insurance Rates

*Indicates the Company will offer products on NY State of Health Marketplace in 2023.

PEO Alternatives to Small Group

Before you consider renewing automatically, you should first find out what is a PEO so that you can know exactly what to expect from it. PEO’s are large-group markets underwritten.  With the right PEO, you will be able to manage your business’s demand for growth and your employees as well.

Clients on average save 15-40% off the small group market. If you are looking for a complete insurance solution for your business, go to our website and check out our business insurance solutions. Contact us for more information today.

Learn how a PEO can make a difference for your group. For more information on how Employer-Sponsored Insurance and a PEO can make difference for your small business please contact us at info@medicalsolutionscorp.com or 855-667-4621.

 

 

 

 

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Inflation Reduction Act to be Signed into Law, Includes Multiple Medicare Drug Pricing Reforms

Inflation Reduction Act to be Signed into Law, Includes Multiple Medicare Drug Pricing Reforms

Inflation Reduction Act to be Signed into Law, Includes Multiple Medicare Drug Pricing Reforms

On Aug. 12, the Inflation Reduction Act of 2022 (IRA) passed the U.S. House by a vote of 220-207, and President Biden is expected to sign it into law today. First passed by the U.S. Senate on Aug. 7, the $740 billion budget reconciliation package includes policies on Medicare drug pricing, Affordable Care Act (ACA) subsidies, energy, climate, and taxes. This update provides high-level details on the notable health care-related provisions in the IRA.

Allowing Medicare to Negotiate Drug Prices

With the goal of improving affordability for high-priced drugs in Medicare Parts B and D, the IRA directs the Department of Health and Human Services (HHS) to establish a drug price negotiation program for certain high-priced, single-source drugs and biological products. Under this program, the HHS Secretary will publish a list of selected drugs that meet certain criteria, then negotiate (and renegotiate as needed) maximum fair prices with manufacturers of those drugs. Drugs eligible for negotiation include the 50 Part B and 50 Part D single-source drugs with the highest total expenditures during the most recent 12-month period; however, negotiation is limited to Part D drugs for 2026 and 2027. Negotiated prices must take effect for 10 eligible drugs in 2026, increasing to 20 drugs in 2029. For 2026, the expenditure period to be reviewed is June 1, 2022 through May 31, 2023, and the selected drug list publication date will be Sept. 1, 2023.

Redesigning the Medicare Part D Program, Including Capping Annual Out-of-Pocket Costs for Beneficiaries

The IRA significantly reforms the Medicare Part D benefit design, including capping maximum out-of-pocket (OOP) costs at $2,000 annually, with a copay smoothing component; capping annual premium growth at 6%; and expanding eligibility in the Low-Income Subsidy (LIS) program.

Beneficiary Cost-Sharing Changes:

Beginning in 2024, beneficiaries will be responsible for $0 in the catastrophic benefit phase. There are no changes to the initial coverage phase or coverage gap phase.
Beginning in 2025, the coverage gap phase will be eliminated, and a new $2,000 OOP cap will be applicable with the option to spread OOP payments out over the course of the year. The initial coverage phase remains unchanged.

Part D Benefit Design: The bill restructures plan, manufacturer, and federal government liabilities for the different benefit phases beginning in 2025:

Initial Phase Catastrophic Phase
Beneficiary: 25%
Plan: 65% for brands, 75% for generics
Manufacturer: 10% for brands, 0% for generics
Beneficiary: 0%
Plan: 60%
Manufacturer: 20% for brands, 0% for generics
Federal Government: 20% for brands, 40% for generics
Premium Stabilization: For 2024 through 2029, any increase in the Part D base beneficiary premium is limited to the lesser of a 6% increase from the previous year or the premium that would have been applied if the stabilization program was not established. In 2030 and subsequent years, the HHS Secretary is authorized to make adjustments necessary to the base Part D premium to ensure that premium is increased by the lesser of 6% or what the premium would have been if the stabilization program was not established.
Expanded LIS Eligibility: The bill expands eligibility for the Part D LIS program from 135% of the federal poverty level to 150% beginning in 2024.

Capping Insulin Cost-Sharing in Medicare

For 2023 through 2025, the bill caps beneficiary cost-sharing at $35 a month for Medicare Part D or Medicare Advantage Prescription Drug Plan (MA-PD) covered insulin products. In 2026 and beyond, it caps cost-sharing at the lesser of $35 or 25% of the maximum fair price or 25% of the plan’s negotiated price. The cost-sharing is capped regardless of where the beneficiary is in the benefit phase, and Part D and MA-PD plans are eligible for a retroactive subsidy in 2023 equal to the aggregate reduction in cost-sharing and deductible due to implementing this provision.

Implementing Drug Manufacturer Inflationary Rebates in Medicare

The legislation requires drug manufacturers to pay rebates to the government if drug prices in Medicare Part B and Part D rise faster than inflation, with rebates equaling the rate at which the price of the drug exceeds inflation. This rebate provision goes into effect Jan. 1, 2023 for Part B rebatable drugs and Oct. 1, 2022 for Part D rebatable drugs. Drugs with an average cost of less than $100 are excluded. Additionally, HHS is instructed to reduce or waive the rebate amount for a Part D rebatable drug if it is on the drug shortage list, per the Federal Food, Drug, and Cosmetic Act.

Requiring Vaccine Coverage in Medicare Part D

Beginning in 2023, Part D plans are required to cover all adult vaccines recommended by the Advisory Committee on Immunization Practices, without cost-sharing or the application of a deductible (other than vaccines covered under Part B). Part D and MA-PD plans are eligible for a retroactive subsidy in 2023 equal to the aggregate reduction in cost-sharing and deductible due to implementing this provision.

Extended Delay of the Medicare Part D Rebate Rule

The legislation includes an additional five-year delay of the implementation of a rule that would prohibit manufacturer rebates in Part D, to Jan. 1, 2032.

Extending Enhanced ACA Subsidies Through 2025

Originally set to expire at the end of this year, the IRA extends the enhanced American Rescue Plan Act (ARPA) ACA premium tax credit subsidies through 2025.

Article credited to CIGNA.
 Learn more about how we are successfully helping navigate SMB for 25+ years. If you have any questions or would like additional information, please contact us at 855-667-4621 or info@medicalsolutionscorp.com.

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CareMount Medical Now on Empire Blue Access and Connection Networks

CareMount Medical Now on Empire Blue Access and Connection Networks

On September 1, 2022, Empire BlueCross BlueShield will begin partnering with CareMount Medical, the largest independent, multi-specialty group in New York State, to provide access to affordable care throughout New York City, Westchester, Putnam, Dutchess, Columbia, and Ulster counties.

CareMount will now be part of Empire’s Blue Access and Connection Networks for all Large Group and Small Group members. This will mean greater access to more affordable care throughout Westchester and surrounding markets.

Contact us to learn how Empire can fit your employee’s needs.  

Empire Strikes Back – 2022 Health Plans

Learn more about how we are successfully helping navigate SMB for 25+ years. If you have any questions or would like additional information, please contact us at 855-667-4621 or info@medicalsolutionscorp.com.

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