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Education

Healthcare: 2012 v. 2013 v. 2014

Healthcare: 2012 v. 2013 v. 2014
mm
VRM Intel Staff
December 3, 2012

Hutchins Allen and Company shares key healthcare provisions effective in 2013 and beyond.

Many employers wonder what is required versus what is optional under health care reform. Here is a checklist of what is currently in effect.

Already in effect:

  • Employers that offer health care coverage must offer it to employees’ adult children through age 26.
  • Employers offering health insurance are responsible for making sure that:
  • The insurance covers 100% of the cost of preventative services such as mammograms and colonoscopies;
  • The insurer does not (and cannot) place any “lifetime limits” on health coverage;
  • The insurer does not (and cannot) exclude children age 19 or younger from coverage due to pre-existing conditions; and
  • Employees are informed that coverage cannot be rescinded retroactively (with few exceptions).
  • Over-the-counter medications can be purchased with FSA, HRA or HAS funds only with a doctor’s prescription.
  • Employers with fewer than 25 full-time equivalent employees with an average wage below $50,000 a year may be eligible for tax credits for sponsoring health coverage.
  • Starting with the first open enrollment on or after Sept. 23, 2012, employers must obtain from their insurers and issue to employees a Summary of Benefits and Coverage (SBC).
  • For 2012, insurers must issue the first Medical Loss Ratio (MLR) rebates. This is a complicated area; check with your carrier.

Starting in 2013:

  • Health Care FSAs that operate on a calendar-year must comply with a $2,500 limit on employee contributions beginning in 2013.

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Education
December 3, 2012
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VRM Intel Staff

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