There are many opinions about Medicaid expansion and my post is opinion free.
Employers across all sectors of the economy are likely to have Medicaid eligible employees/dependents in their population. Many do not know they are Medicaid eligible and some may be on the employer plan.
What does this mean?
Like anything, researching it may be the best first step. Simply finding out if this exists in an employer population may make sense.
Some employees will be delighted to know they qualify, some may be upset. Some employers will take advantage of Medicaid expansion to reduce the rolls on the employer-sponsored plan while others may hate the idea and avoid it all together.
We respect all opinions but we also are developing a tool to determine eligibility and — if the employer would like — assist in the enrollment process. We will be launching it next month.
We want to help any employer that wants to know who in their population is eligible for Medicaid and then listen to find out if there is anything the employer would like to do about it.
What is Medicaid?
- Medicaid is funded largely by the federal government but run by the states
- Unlike Medicare, Medicaid eligibility is based on income. The Affordable Care Act expanded medicaid to reach well beyond prior eligibility pools (it will now 133% of poverty level).
- Medicaid operates as nearly 100% coverage for all medical expenses.
- Medicaid networks are more restrictive than Medicare or commercial policy networks
Medicaid used to be accessible only to children and low (really low) income parents with dependent children. Single people did not qualify. Parents with eligible children did not qualify often. Eligibility now is much much wider.
In the next few weeks we will be rolling out a tool to assist any employer/employee evaluate Medicaid eligibility.
3 Employer Take-a-ways
The administration announced late Monday yet another change-up to one of the major focal points embedded in the Affordable Care Act – the employer mandate. Here are the three biggest aspects of the announcement that employers of all sizes need to know:
Employers with 100+ Employees
Employers with 100 or more workers will only have to cover 70% (down from 95%) of eligible employees in 2015 to avoid fines. The original 95% benchmark now goes into effect in 2016 and beyond.
Employers with 50 – 100 Employees
Employers in this category get a reprieve of sorts through 2015 as the mandate is delayed altogether for another year. As things stand today, they must begin offering coverage to eligible employees in 2016 in order to avoid fines associated with the new law.
Employers with fewer than 50 Employees
Under 50 employers (already exempt from the employer mandate to provide coverage) will now be exempt in 2015 and each year going forward from the reporting requirements they were subject to as originally outlined in the new law.
Despite speculation by many, as of yet there have been no changes or reprieves to the individual mandate that went into effect on January 1 of this year. It remains unchanged.
For more detailed information on Monday’s announcement see articles that appeared in the Washington Post and Fiscal Times.
For an expert analysis, read Bob Laszewski’s piece at Health Care Policy and Marketplace Review.
Read More >>>
- Tom Barrett
- February 12, 2014
- analysis, announcement, coverage, delays, expert, Fiscal Times, insurance, latest, mandate, news, Obamacare, questions, Washington Post
- 0 Comments
DOL Update Confirms No Penalties for Non-Compliance
As part of the implementation of the Affordable Care Act, Health and Human Services (HHS) is requiring that all employers distribute to their employees basic information related to the new Federally Facilitated Healthcare Exchange or Marketplace that is scheduled to be introduced on October 1, 2013. While the details of the exchanges still have yet to be released, the requirement for employers to notify their employees remains in effect.
Official rules defining compliance have not been issued. HHS, however, has issued guidelines. Here’s a net of those guidelines:
- Applies to employers that employ one or more employees and generate annual revenue of $500,000 or more.
- Employers must provide a notice of coverage options to each employee, regardless of plan enrollment status (if applicable) or of part-time or full-time status.
- The notice must include information regarding the existence of a new Marketplace and contact information and description of the services provided by a Marketplace. It must inform the employee that he/she may be eligible for a premium tax credit if the employee purchases a qualified health plan through the Marketplace; and inform the employee that if the employee purchases a plan via the Marketplace, they may lose the employer contribution (if any) to any health benefits plan offered by the employer; and, that all or a portion of such contribution may be excludable from income for Federal income tax purposes.
- Employers are required to provide the notice to ALL current employees not later than October 1, 2013. In 2014, any new employees are to be provided a notice within 14 days of an employee’s start date. It may be provided electronically.
- Model language is available on the DOL’s website. Employers may use it or a modified version, provided the notice meets the content requirements described above.
Complete details can be found on the DOL website http://www.dol.gov/ebsa/newsroom/tr13-02.html
Our take on the bottom line is this: Even though details of the exchanges have not yet been released, HHS is requiring all employers to distribute by October 1, 2013 an announcement to all employees regarding the upcoming open enrollment for the Federally Facilitated Healthcare Exchange or Marketplace – regardless of each employee’s employment or plan enrollment status. However, and contrary to some of the fear mongering opportunists kicking up dust in and around the market, in a recently released FAQ the DOL clarified that while employers should provide a written notice to all employees about the Health Insurance Marketplace by October 1, 2013, there is no fine or penalty under the law for failing to provide the notice .
We will try and keep you posted on any new developments.