Great friend, colleague, and highly respected industry consultant Joe Paduda writes today in his widely read Manage Care Matters column about the possible cost and claim shifting implications of uninsured and underinsured workers. In it he makes specific reference to HDHP’s. Among the points Joe makes about ‘High’ deductible health plans are the following:
“44% of working-age adults were covered by high-deductible plans – but more than half of them don’t have health savings accounts needed to fund those high deductibles.”
“ ‘High’ deductible health plans aren’t much different than no insurance at all if the patient can’t afford the deductible – and over half can’t. So, more incentive to cost- and claim-shift.”
I have great respect for Joe and his point of view. He’s as smart as they come, his points are always thoughtful, well-supported by research, and totally authentic (well maybe except for April 1 every year).
However, when it comes to high deductible plans I’d like to remind Joe and others — let’s not throw the baby out with the bath water. There are some innovative and practical uses of HDHP’s to lower costs and deliver better coverage that are most times overlooked by the national stats, commentators and think tanks.
As famed radio commentator the late Paul Harvey used to always say “And now for the rest of the story”.
The “rest of the story” is this: HDHP plans can be and are often used, at least in our little slice of the healthcare world, by savvy and practical employers to lower costs while still providing strong benefits. There’s a core of strong employers out there — many that we are very grateful to count as clients — that are utilizing high deductible plans in combination with reimbursement plans like our own SharedFunding to reduce costs AND provide better coverage to their employees.
Comments like these from a recent conversation among a group of CEO’s speaking to a fellow CEO about SharedFunding are not unusual:
“Helped us tremendously with health costs.”
“We have had zero increases in premiums in the last 4 years.”
“We hired them last year (our year 1) to replicate the comprehensive plan most of our employees had……….. They did it – even using same insurer.”
“Here’s the key – they contract a very high deductible plan (like $11,000 for a family), and then manage all claims & reimbursements. All the paperwork flows through them. Our employees have much lower deductibles and copays they have to meet….”
Just sayin’.
Have a great Memorial Day Weekend.
- Tom Barrett
- May 25, 2018
- affordable, confusion, cost, costs, coverage, employees, employers, HDHP, health plans, healthcare, high deductible, HRA, insurance, SharedFunding, trends
- 0 Comments
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The Centers for Medicare and Medicaid (CMS) recently announced that employers in the small group market that are currently still enrolled in Transitional Relief Plans (also known alternatively as Keep Your Plan, Grandmothered Plan, Pre-ACA Plan, etc.,) may keep their existing policies and plans for another year. 
CMS stipulates that ultimately granting the extension is left to the discretion of state regulators and to the respective participating insurance carriers. Most — if not all – states and carriers are expected to grant the extensions and allow employers to keep the Transitional Relief Plans in place for another year.
The CMS announcement also noted that the Transitional Relief Plans will not be considered out of compliance.
This extension, first granted in 2014 and granted every year since, runs through December 31, 2019.
We’ll be following this closely with the insurance carriers and will keep all of our clients who currently have Transitional Relief Plans informed.
For more info click on the link below:
CMS_Extension-Transitional-Policy-Through-CY2019
- Tom Barrett
- April 20, 2018
- ACA, Centers for Medicare & Medicaid Services, CMS, coverage, deadline, employers, federal, healthcare, healthcare reform, insurance, Obamacare, ruling, states, Transitional Relief
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In a CMS press release the Trump Administration announced yesterday, as expected, that beginning in 2019 individual states will have more control and greater flexibility in regulating the individual health insurance market and the Obamacare Marketplace (aka the Exchange). In a summary of the “final 2019 Payment Notice Rule” CMS highlighted provisions that were intended to increase flexibility, improve affordability, and decrease administrative burdens.
It’s likely that changes made at the individual state level will ultimately have some impact either directly or indirectly on employer sponsored health coverage, particularly the small group market. We will be monitoring this very closely for our clients and will report back, especially as we get closer to 2019 and more information becomes available.
In the meantime, here’s a sampling of the headlines and links to the respective articles following yesterday’s announcement by CMS:
Here’s a link to the CMS press release:
- Tom Barrett
- April 10, 2018
- ACA, affordable care act, cost, costs, coverage, employees, employers, exchange, federal, health plans, healthcare, healthcare reform, insurance, mandate, medical, Obamacare, states
- 0 Comments
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On March 5, 2018 the IRS announced in it’s IRS HSA Bulletin that the 2018 contribution limit for Health Savings Accounts (HSA) linked to family coverage is now $6,850 from the previously announced $6,900. For more information regarding these changes please see the attached IRS HSA Bulletin or linked SHRM article.
