Overview: Employers use health care benefits as a means to attract and retain good employees. These benefits are generally viewed by employees as an important part of their total compensation package.
Typical benefit packages generally include coverage for medical and prescription benefits, but many employers provide more comprehensive benefit programs that include coverage for dental and vision benefits as well. Given the tax advantages, flexible spending accounts (FSAs) continue to be a popular choice for employees.
Rising health care costs continue to be a concern, and employers are on the lookout for ways to manage this cost. Educating employees to help them make informed benefit choices suited to their individual needs provides employers with a means to start controlling costs. The continuing movement toward consumer driven health care can help employees get the care they need while making them more knowledgeable, engaged consumers.
Trends: Change is the new norm in the landscape of health benefit plans. Health Care Reform poses significant challenges for HR professionals, and its requirements affect how both employers and employees view health benefit plans.
Author: Tracy Morley, SPHR, Legal Editor
This section assists HR professionals in understanding the different types of health benefit plans (e.g., traditional indemnity, managed care), the benefits that may be offered (e.g., prescription drug, dental, vision), how cafeteria plans work and the impact of the Patient Protection and Affordable Care Act (PPACA).
These FAQs answer some commonly asked questions about the health plan identifier (HPID) required to be used in Health Insurance Portability and Accountability Act (HIPAA) standard transactions. Enforcement of the HPID rule has been delayed until further notice.
Employers seeking to advise employees who is eligible to participate in medical and dental insurance, whether and to what extent coverage may extend to spouses and other family members and when benefit selections should be made should consider including this model policy statement in their handbook.
Employers have to provide employees with the written notice of health care coverage options no later than October 1.
According to a recent survey, many HR professionals feel that implementing the requirements of health care reform will increase their administrative burden and costs.
Updated audit protocols from the DOL's Employee Benefits Security Administration include a review for compliance with the Affordable Care Act (ACA), the Genetic Information Nondiscrimination Act (GINA) and wellness plans. Based on the change in audit protocols, it seems that the EBSA is increasing its review efforts, with a particular focus on compliance with the ACA.
HR guidance on managing health plans in light of increased costs and health care reform.