HHS Issues Health Care Exchange Rules

By Joyce Frieden, News Editor, MedPage Today

WASHINGTON — The Department of Health and Human Services has issued the final regulations for implementing the state health insurance exchanges mandated by the Affordable Care Act (ACA).

They allow states more flexibility in determining eligibility for the exchanges than was first given, according to Chiquita Brooks-LaSure, director of coverage policy in HHS’ Office of Health Reform. That change was made after “a lot of input from states and stakeholders,” she told reporters on a Monday afternoon conference call.

The setup of the exchanges “lets consumers easily determine their eligibility for enrollment and easily enroll in coverage that’s right for them,” said Brooks-LaSure. That includes using a single streamlined application so that consumers will get a “consistent eligibility determination” without needing to submit different information for the different plans offered.

Under the ACA, nearly everyone is required to have insurance starting in 2014, and the government will provide financial assistance to those who need it. People who earn less than 133% of the federal poverty level can enroll in Medicaid, and those who are between 133% and 400% of the poverty level will be eligible for tax credits from the federal government in order to buy insurance.

People can use the tax credit to buy health insurance through an exchange in their state. The exchanges will act as “one-stop shops” where people can compare different insurance plans.

For small employers — such as small physician practices — that want to provide health insurance for their employees, the exchanges also will offer a Small Business Health Options Program (SHOP).

SHOP will let small businesses choose among different levels of coverage, depending on what works for them and their budget. SHOP will allow these employers to offer coverage from a number of insurers, but still get one bill and write only one check, according to HHS.

The SHOP program also features tax credits to help make coverage easier for small businesses to afford.

According to HHS, starting in 2014, small employers purchasing coverage through SHOP may be eligible for a tax credit of up to 50% of their premium payments if they:
• Have no more than 25 employees
• Pay employees an average annual wage of less than $50,000
• Offer all full-time employees coverage
• Pay at least 50% of the premium
To view the final regulations, visit:

https://s3.amazonaws.com/public-inspection.federalregister.gov/2012-06125.pdf

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New FAQ’s from DOL for You

It wasn’t all about the Summary of Coverage documents last Thursday. The Departments of Labor, HHS and Treasury also issued new guidance on frequently asked questions by employers and health plans concerning the auto-enrollment, employer requirements and waiting periods in PPACA. The agencies have asked for comments on the new guidance, which is due by April 9. NAHU plans to submit a letter on behalf of the whole association, and we also anticipate that our Employers for Flexibility In Health Care coalition will submit detailed comments as well. 

For those of you who like who prefer the Cliff Notes version rather than reading the seven detailed questions and their answers, here is a run down of some of the key points made in the document.

  • Don’t worry about auto-enrollment any time soon.

 ”The Department of Labor has concluded that its automatic enrollment guidance will not be ready to take effect by 2014.” 

  • What do employers have to do to determining if their coverage is “affordable” or not (a.k.a. whether or not the employee is allowed to drop employer coverage and go seek individual subsidized coverage through a state exchange)? 

The document states that “Treasury and the IRS intend to issue proposed regulations or other guidance permitting employers to use an employee’s Form W-2 wages (as reported in Box 1) as a safe harbor in determining the affordability of employer coverage.”

  •  What about a look-back/stability period safe harbor for employers? 

“It is anticipated that the guidance will allow look-back and stability periods not exceeding 12 months.”
 

  • If you were wondering how and when you are supposed to decide if an employee is full-time or not

“Treasury and the IRS intend to propose an approach under which the period of time that an employer will have to determine whether a newly-hired employee is a full-time employee (within the meaning of section 4980H) will depend upon whether, based on the facts and circumstances, (a) the employee is reasonably expected as of the time of hire to work an average of 30 or more hours per week on an annual basis and (b) the employee’s first three months of employment are reasonably viewed, as of the end of that period, as representative of the average hours the employee is expected to work on an annual basis.”
 

  • Employers are not required to offer coverage to part-time employees.
     
  • When does the benefit waiting period clock begin to tick? 

“The 90-day waiting period begins when an employee is otherwise eligible for coverage under the terms of the group health plan.”
  

  • What is the interaction between 90-day wait periods and employer penalties?

“The upcoming guidance is expected to provide that, at least for the first three months following an employee’s date of hire, an employer that sponsors a group health plan will not, by reason of failing to offer coverage to the employee under its plan during that three-month period, be subject to the employer responsibility payment under Code section 4980H

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Massachusetts Individual Health Mandate Penalties for Tax Year 2012 Over $2500 per Family

 Personal Income Tax

Technical Information Release 12- 2

 Massachusetts

Department of

Revenue

Individual Mandate Penalties for Tax Year 2012

Pursuant to G.L. c. 111M, § 2, the Department of Revenue is issuing this Technical Information Release to announce the penalty schedule for individuals who fail to comply in 2012 with the requirements under the Massachusetts Health Care Reform Act (the Act). See St. 2006, c. 58, as amended. The Act requires most adults 18 and over with access to affordable health insurance to obtain it. In 2012, individuals must be enrolled in health insurance policies that meet minimum creditable coverage standards defined in regulations adopted by the Commonwealth Health Insurance Connector Authority (the Connector). Individuals who are deemed able to afford health insurance but fail to comply are subject to penalties for each month of non-compliance in the tax year (provided that there is no penalty in the case of a lapse in coverage of 63 consecutive days or less). The penalties, which will be imposed through the individual’s personal income tax return, shall not exceed 50% of the minimum monthly insurance premium for which an individual would have qualified through the Connector.[1] 

These penalties apply only to adults who are deemed able to afford health insurance. On an annual basis, the Connector establishes separate standards that determine whether individuals, married couples and families can afford health insurance, based on their incomes and affordable health insurance premiums. Those who are not deemed able to afford health insurance pursuant to these standards will not be penalized. Individuals also have the opportunity to file appeals with the Connector asserting that hardship prevented them from purchasing health insurance (and, thus, that they should not be subject to tax penalties).[2]

 

For 2012:

  • Individuals with incomes up to 150% of the Federal Poverty Level are not subject to any penalty for non-compliance, as those at this income level are not required to pay an enrollee premium for Commonwealth Care health insurance. 

 

  • Penalties for individuals with incomes from 150.1 to 300% of the Federal Poverty Level will be half of the lowest priced Commonwealth Care enrollee premium that could be charged to an individual at the corresponding income level, based on the Connector’s Commonwealth Care enrollee premiums as of January 1, 2012.

 

  • Penalties for individuals with incomes greater than 300% of the Federal Poverty Level will be:

 

  • ages 18-26: half of the lowest priced individual Commonwealth Choice Young Adult Plan premium without drug coverage; and 
  • ages 27 and above: half of the lowest priced individual Commonwealth Choice Bronze premium with drug coverage, based on the Connector’s prices for these plans as of January 1, 2012.

 

  • The Department anticipates issuing an updated penalty schedule for tax year 2013.

 

  • Penalties for married couples who do not comply with the individual mandate rules (with or without children) will equal the sum of individual penalties for each spouse.

 

Penalties for 2012
IndividualIncome

Category*

150.1-200% FPL 200.1-250% FPL 250.1-300% FPL Above 300% FPLAge 18-26 Above 300% FPL

Age 27+

Penalty $19/month$228/year $38/month$456/year $58/month$696/year $83/month$996/year $105/month$1,260/year

* Compare individual’s annual family household income to chart immediately below to determine applicable Federal Poverty Level (FPL).

** Yearly penalty amounts listed above based on non-compliance for entire year.

 Federal Poverty Level – Annual Income Standards

Family Size 150% FPL 200% FPL 250% FPL 300% FPL
1 $16,344 $21,780 $27,228 $32,676
2 $22,068 $29,424 $36,780 $44,136
3 $27,804 $37,068 $46,332 $55,596
4 $33,528 $44,700 $55,884 $67,056
5 $39,264 $52,344 $65,436 $78,516
6 $44,988 $59,988 $74,976 $89,976
7 $50,724 $67,620 $84,528 $101,436
8 $56,448 $75,264 $94,080 $112,896
For each additional person add +$5,736 +$7,644 +$9,552 +11,460

 

This Schedule reflects the Federal Poverty Level standards for 2011 and will be updated when the 2012 Federal Poverty Level standards are published in 2012.

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U.S. Appeals Court Upholds Controversial Individual Health Insurance Mandate

June 30, 2011

 By Jerry Markon , Washington Post

 A federal appeals court on Wednesday upheld the most contentious provision of the health-care overhaul law, ruling that Congress can require Americans to carry insurance coverage.

 In backing the individual mandate, the U.S. Court of Appeals for the 6th Circuit in Cincinnati became the first appellate court to rule on President Obama’s signature domestic initiative. The decision also marked the first time a Republican-appointed judge has sided with the administration in evaluating the law’s constitutionality. 

“We find that the minimum coverage provision is a valid exercise of legislative power by Congress under the Commerce Clause,” Judge Boyce F. Martin Jr., a Democratic appointee, wrote for the majority. He was joined by Republican appointee Jeffrey Sutton.

 The 2 to 1 ruling was hailed by the Justice Department and administration allies, who called it an important bipartisan test of the law’s ability to withstand numerous legal challenges. Opponents of the health-care act disputed the ruling’s significance, calling it one incremental step in a legal struggle widely expected to wind up at the Supreme Court.

 “It’s an unfortunate decision,” said David Rivkin, a lawyer representing 26 states in a Florida-based lawsuit that also challenges the law. “By the time this gets to the Supreme Court, it’s not going to matter which decision was first or second,” added Rivkin, who predicted that the law will be overturned.

 The differing interpretations reflected the deep divisions over a measure that has provoked vehement opposition and equally strong support among the public and politicians alike. More than 30 lawsuits have been filed since the Patient Protection and Affordable Care Act was pushed through Congress by Democrats in March 2010, resulting in several rulings by lower-court judges that, until now, have cleaved along partisan lines.

As a result, the ultimate fate of the statute, which aims to bring about the broadest changes to the health-care system in several decades, may not be known for a year or more. Lawyers for the plaintiffs in the 6th Circuit case said they will appeal directly to the Supreme Court but acknowledged that the justices probably will not take the case right away.

Most contested provision

 The health-care law seeks to extend medical coverage to 30 million uninsured Americans and make major changes in public and private health insurance. By far the most contested provision is the individual mandate, which requires most Americans to purchase at least a minimum level of health insurance starting in 2014 and imposes a tax penalty if they don’t.

Like other legal challenges, the lawsuit filed by the Thomas More Law Center – a Christian-oriented law firm in Michigan – says Congress overstepped its constitutional authority to regulate commerce.

A three-judge panel of the 6th Circuit disagreed. The mandate is constitutional, Martin wrote, because “Congress had a rational basis to believe” that the provision would affect interstate commerce and that it was “essential” to the law’s broader goals of reforming the health-care market.

Judge James Graham, a Republican appointee, dissented, but it was the concurrence of Sutton – a George W. Bush appointee and former law clerk for conservative Supreme Court Justice Antonin Scalia – that was most noteworthy.

Sutton wrote that “the government has the better of the arguments” and that “Congress did not exceed its power” in passing the individual mandate. But he also appeared to acknowledge that his word would not be final, writing, “The Supreme Court has considerable discretion in resolving this dispute.”

And in a phrase that heartened conservative opponents of the law, Sutton questioned whether the legislation will have other, perhaps unintended, consequences. “That brings me to the lingering intuition – shared by most Americans, I suspect – that Congress should not be able to compel citizens to buy products they do not want,” he wrote.

 “If Congress can require Americans to buy medical insurance today, what of tomorrow? Could it compel individuals to buy health care itself in the form of an annual check-up or for that matter a health-club membership?”

Tracy Schmaler, a Justice Department spokeswoman, said that the government welcomed the ruling “and its finding that Congress acted within its authority in passing this landmark health-care reform law.” She vowed that the department will continue to “vigorously defend” the law and said department officials believe that efforts to challenge it will fail.

 

Her words were echoed by a variety of Democrats and supporters of the law.

 

“Congress clearly has the authority to regulate the health insurance market, including protecting consumers from insurance industry abuses,” said Ethan Rome, executive director of Health Care for America Now. “Every step of the way, the health-care debate has been polluted by partisan politics. Today’s decision, made by judges appointed by both Republican and Democratic presidents, is immune to that criticism.”

 

No ‘ringing endorsement’

 

But Rivkin, citing some of the wording in Sutton’s concurrence, said the decision is “not at all a ringing endorsement of the constitutionality of the individual mandate.” And David Yerushalmi, a lawyer for the Thomas More Law Center, said that while the ruling was “disappointing,” Sutton “essentially kicked this thing upstairs to the Supreme Court.”

Yerushalmi said he is already drafting a petition asking the high court to hear the case, though he acknowledged that the justices will probably “put it aside” until other appellate court decisions are issued.

 

Two other federal appellate courts – the Richmond-based 4th Circuit and the 11th Circuit, based in Atlanta – recently heard oral arguments in lawsuits challenging various aspects of the health-care law’s constitutionality, and they are expected to issue decisions in the coming weeks or months. The U.S. Court of Appeals for the District of Columbia Circuit has scheduled oral arguments for September.

 

Three U.S. district judges have ruled in favor of the administration on the constitutionality of the individual mandate, while two district court judges have said it is unconstitutional. Those decisions were all along partisan lines, with Democratic-appointed judges supporting the administration and Republican appointees opposing it.  

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New Reports Indicate Disturbing Trends for Costs and Employer-Sponsored Coverage

New Reports Indicate Disturbing Trends for Costs and Employer-Sponsored Coverage PriceWaterhouseCoopers (PwC) issued two new reports last week on the cost of health insurance and its resulting impact on employer-sponsored coverage. The first study shows that on average, employers can expect an 8.5 percent increase in their medical costs next year due in some part to the health care reform law. A separate survey of large employers released by the firm showed that as a result of PPACA and its cost-impact, many employers are being forced to make disturbing choices about their health benefit plans. The cost report report identified the following drivers as the reasons for the price increase: Consolidation among hospitals and physicians. Increased cost-shifting to private insurers by providers seeking to make up the difference between low Medicare and Medicaid reimbursements; and Stress-induced illnesses following the recession. “The big question is how much of the medical cost increase will be passed on to employees, as employers recognize the economic burden on their workers given that wages have been stagnant over the past few years,” PwC said. But the firm’s own employer survey, also released last week, answers some of those questions. According to that study, more than four in five (84%) employers are likely to make changes—e.g., raise premiums, deductibles, and co-payments—to offset increased costs. Other key takeaways include: More than five in six (86%) employer respondents are likely to re-evaluate their overall benefits strategy; More than half (51%) of employers did not expect to maintain “grandfathered” health status—meaning employees will forfeit their current health coverage and pay higher premiums as a result of federal mandates introduced on their new coverage; Nearly two in three employers (65%) expect to be affected by the “Cadillac” tax on employer health plans; Almost half (45%) of companies “indicated they were likely to change subsidies for employee medical coverage” as a result of the law—quite possibly “dumping” their employees on to government-run exchanges; and Exactly one-half (50%) are considering “significantly changing or eliminating company subsidies for dependent medical coverage.” The PWC survey covers primarily large employers—more than three-quarters of firm respondents have more than 500 active employees, and over a third have more than 5,000.

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Health Care Reform Insurance Voucher Provision Repealed in Last Minute Budget Deal

by Jerry Geisel, Business Insurance

 The budget deal, reached late Friday, narrowly averted a large-scale shutdown of the federal government after congressional leaders and the Obama administration agreed to a package that cuts about $38 billion in federal spending.

 The health care reform voucher provision was originally inserted in the health care reform measure by Sen. Ron Wyden, D-Ore., as the legislation was working its way through Congress.  

“After weeks of closed-door negotiations to keep the federal government open, Free Choice Vouchers were placed on the chopping block even though there is no budget savings from cutting them this year,” Sen. Wyden wrote in an article published in the Huffington Post after he learned that budget negotiators agreed to repeal the voucher provision.

 How vouchers would work:

Under the provision, employees would have to meet two conditions to be entitled to the employer-funded vouchers: their family income could not exceed 400% of the federal poverty level, and the premium contributions their employers require them to make must be between 8% and 9.8% of their income.

If those conditions are met, those employees would be entitled to receive a voucher from their employers, and the value of the voucher would not be tied to the plan in which the employee was actually enrolled.

Instead, the voucher’s value would be equal to what the employer would pay if the employee were enrolled in whichever of its plans offered the “largest” premium contribution by the employer. Then, the employee could use the voucher to purchase health insurance coverage from a state health insurance exchange. The exchanges are authorized under the reform law and are supposed to be set up by 2014.

If the cost of a policy purchased by an employee through the exchange is less than the value of the voucher, the employee could pocket the difference in cash, which would be considered income and taxed.

Costly for employers

 

The provision, to go into effect in 2014, would have a huge and costly impact on employers with large numbers of low-paid workers-such as retailers-who are required to pay a high percentage of the premium.  And, depending on how the legislative language is interpreted in subsequent regulations, it also could prove costly to employers that offer employees a choice of health care plans ranging from relatively low-cost to very expensive plans.

 

Experts say the provision is almost certain to result in adverse selection, inflating employer costs. For example, a young, low-paid employee working for a company with a high concentration of older, less healthy and expensive-to-insure employees likely would receive a voucher whose value would be much higher than the cost of buying coverage in an exchange, especially if the employee purchased a lower-cost high-deductible plan. Underthe reform law, exchanges can base premiums on the age of policyholders.

As a result, employees remaining in the employer’s plan would be the most costly to insure, pushing up employers’ health insurance premium costs. Business lobbyists hailed the deletion. “Employers intensely dislike this provision,” said Gretchen Young, senior vp-health care for the ERISA Industry Committee in Washington.

The broader measure is expected to be considered by the House and Senate this week. Congressional negotiators hammering out a deal to slash tens of billions of dollars in federal spending have agreed to strip a provision in the health care reform law requiring employers to give low-paid employees company-paid vouchers to purchase coverage in state health insurance exchanges.

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New York may enact mandatory 132 Transit Benefit Program

New York State is considering similar legislation for employers with fifty or more employees to establish a qualified transportation fringe benefit program consistent with section 132 of the internal revenue code (IRS).

Three years ago the City and County of San Francisco passed groundbreaking legislation that mandates companies with 20 or more employees to offer transit benefits to their employees. The most striking aspect of this mandate was that it had the support of the business community.  Business groups like the San Francisco Chamber of Commerce, the Golden Gate Restaurant Association and the Building Owners and Managers Association (BOMA) saw the inherent benefit for their members to participate in a program that saves payroll taxes, income tax for their employees, reduces traffic congestion, and lessens air pollution.

Now New York State is considering similar legislation for employers with fifty or more employees to establish a qualified transportation fringe benefit program consistent with section 132 of the internal revenue code (IRS). According to the content of the bill they believe that by “requiring large employers to offer this program, this bill will encourage the use of mass transit. For those employees who already commute to work using mass transit, it will offer significant tax savings.  Participating employers will also reduce their tax burden.”

With the bill passed by the State Assembly and it is now up to the hands of the Senate. The bill has been put on the calendar for a floor vote #767. However, even though it is on the calendar there is no guarantee that it will pass through the Senate.

If you are a New York state employer, it is important to let your State Senator be made aware of your interest in seeing this legislation pass. If every larger employer in the State of New York offers the same transit benefit program that you currently offer, the results will be visible: Higher transit usages, less roadway congestion, and cleaner air. Saving employees on income tax could not be more timely in these tight economic times. With all the discouraging environmental news we receive, this is a chance for you to promote a beneficial solution.

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