Ed Bray says HR’s two major audiences that need to know how the company is navigating changes in health care are employees and top management. With his background in both law and employee benefits, Bray is now director of compliance for Burnham Benefits in Orange County, . Senior management needs to know that for plan years beginning on California, and a nationally recognized healthcare reform expert.
Cover Year 1 if you didn’t before or after September 23, 2010, carriers raised costs an average of 3 percent to 5 percent. Other major changes were mandated coverage of offspring up to age 26 and removal of lifetime limits in coverage. Whether to keep a plan in grandfathered status, to avoid the nondiscrimination requirement for fully insured plans, was a big issue. In Bray’s view, the majority of organizations opted to give up grandfathered status.
Reassure employees. From well before Year 1, employees have been hearing a lot about healthcare reform, and they continue to do so, especially from the Republican candidates for the presidency. They needed, and continue to need, specific messages about the changes in order to remain confident and feeling fully informed. They needed to understand that they couldn’t enroll their 20-something offspring until the plan’s anniversary date; that if their plan stayed grandfathered, preventive care would not be free; and that the upcoming report on W-2s of the value of their healthcare benefits does not mean the amount is taxable income.
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Nikita
PGDM-1st
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