You Employers should get ready !!!!

The Boys

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Oct 17, 2001
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Yes, and I'm talking about the rates for Illinois and Colorado for 2014 for small groups.


Also past experience is still a huge factor for small groups on rate increases.

This is what I just found out about these small group rate increases with BCBSM

It used to be that no matter how many kids you had in a family you would be charged a family rate. One kid or 10 you got the family rate. Now you are charges per kid...........so a family with many children will have a good size increase and the family with one or two wont.
 

ces

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Mar 24, 2005
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Self-employed. I'm on medicare, but wife is not.

United Hlthcare sent my wife a letter saying they were cancelling her insurance due to Obama's plan. I'm not speculating that is the reason - UH was specific, Obama was the reason(Indiana).

How in the world did he get reelected! Whoops, wrong forum.
 

Trampled Underfoot

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Self-employed. I'm on medicare, but wife is not.

United Hlthcare sent my wife a letter saying they were cancelling her insurance due to Obama's plan. I'm not speculating that is the reason - UH was specific, Obama was the reason(Indiana).

How in the world did he get reelected! Whoops, wrong forum.

He won the electoral college.
 

PAChicky

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Our health insurance at work has gone up tremendously every year for the last ten. We usually have to switch companies every year to keep our rates low. We have a high deductible plan because we never get sick so it doesn't pay to have a "good" plan. I don't think it matters what ins co it is. They are all upping their rates.
 

saint

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Jan 10, 2002
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In general group plans cost more for the same exact coverage than if the staff went out and got them on their own individually.

Case in point- I was exploring insurance for my staff. For one of my staff members, she could get an individual plan through BCBS NC on her own for 160$ per mos. That same plan if I got group coverage through my office with BCBS NC was 290$ or so.

How and why would group premiums be higher than if the individual got them on their own? What's the incentive for a group plan other than having pre-tax income pay the premiums.

I stumbled upon a little know type of setup called an HRA. Long story short I give my employees a stipend monthly. They can use it towards anything healthcare related- premiums, contacts, Rx's, etc. I actually got to define what they can apply it to and what rolls over. It's managed by a 3rd party- so when they go to the doctor, they scan the invoice to this website (zanebenefits.com), zane emails me and tells me to reimburse suzie xx.xx amount for qualified medical expenses. No money is sent via this zane site- they just manage what I need to pay and when- it basically keeps the ledger.

The best part is- my staff can all choose what plan is best for them. The employee I mentioned above got BCBS on her own, her premium is 160$, and I allot 300$ per mos. So she can roll over 140$/mos and apply it towards whatever she needs. The money I reimburse them is not W2 taxable income for my staff and it's a complete deduction for me. I really thought it was too good to be true but it's legit. The company (zane) helped create my bylaws, etc to be compliant with IRS code. 500$ setup, and 12$/mos per employee. It's been a great fit. And it will not be impacted by Obama care whatsoever.
 

DOGS THAT BARK

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In general group plans cost more for the same exact coverage than if the staff went out and got them on their own individually.

Case in point- I was exploring insurance for my staff. For one of my staff members, she could get an individual plan through BCBS NC on her own for 160$ per mos. That same plan if I got group coverage through my office with BCBS NC was 290$ or so.

How and why would group premiums be higher than if the individual got them on their own? What's the incentive for a group plan other than having pre-tax income pay the premiums.

I stumbled upon a little know type of setup called an HRA. Long story short I give my employees a stipend monthly. They can use it towards anything healthcare related- premiums, contacts, Rx's, etc. I actually got to define what they can apply it to and what rolls over. It's managed by a 3rd party- so when they go to the doctor, they scan the invoice to this website (zanebenefits.com), zane emails me and tells me to reimburse suzie xx.xx amount for qualified medical expenses. No money is sent via this zane site- they just manage what I need to pay and when- it basically keeps the ledger.

The best part is- my staff can all choose what plan is best for them. The employee I mentioned above got BCBS on her own, her premium is 160$, and I allot 300$ per mos. So she can roll over 140$/mos and apply it towards whatever she needs. The money I reimburse them is not W2 taxable income for my staff and it's a complete deduction for me. I really thought it was too good to be true but it's legit. The company (zane) helped create my bylaws, etc to be compliant with IRS code. 500$ setup, and 12$/mos per employee. It's been a great fit. And it will not be impacted by Obama care whatsoever.

Saint
In general group benefits do not cost more. The reason premiums are higher "on some" than if they bought individual is these are the healthy members of group. Have one of your employees be 100lbs over weight with diabetes and their premiums would double on an individual plan if they could purchase one at all.

The difference is on groups they have to insure everyone regardless of health. On individuals the healthy get good rates the unhealthy may not even get coverage..if they do the cost would be extreme.

Had group in Tn that had person with major illness come off group in 2011 and their rates were reduced 24% in 2012 and just got Sept renewal with another 5.4 reduction.

Had group in CA that got 18% increase and one in Ilumminati's home town of Indio CA only received 4.6%. both groups with same carrier.

There are always reasons related to demographics.

I like your HRA better than FSA because you don't have.. spend it or lose it provision but not as well as HSA because it is not portable (employees can't take it with them if they leave/retire. I have never written an FSA or HRA but many HSA's. Your HRA works well for employers that want a defined contribution at known amount each year. You determine amount regardless of insurance increases.
 

marcb1oo5

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For women, maternity benefits are immediate for women...if they choose an individual plan, they usually have to wait a year before utilizing maternity benefits; therefore, that is one reason group policies cost more.
 

THE KOD

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Health coverage sold on Obamacare's health insurance exchange in Maryland will be among the cheapest in the country, state officials said Friday.

A 21-year-old nonsmoker will be able to buy health insurance that costs as little as $93 a month on the Maryland Health Connection, the state's health insurance exchange, starting Oct. 1 for coverage that takes effect Jan 1, the Maryland Insurance Division revealed in a press release. Rates for insurance with richer benefits and lower deductibles will be higher and premiums will vary by age, residence location, tobacco use and whether family members enroll.

Maryland is the latest state to disclose how much health insurance actually will cost under President Barack Obama's health care reform law. The state joins California, New York and elsewhere in achieving monthly premiums below estimates by the Congressional Budget Office and others. Officials in states including Indiana have released preliminary findings suggesting health insurance costs will skyrocket as a result of the law.

Younger, healthier people who buy inexpensive, bare-bones insurance on today's market may see higher prices for more comprehensive coverage on the exchanges, while older people are expected to see lower rates. People with pre-existing conditions can't be turned down or be charged higher premiums because of their medical histories. The law also prohibits women being charged more than men.

Maryland Gov. Martin O'Malley (D) and his administration have wholeheartedly embraced Obamacare implementation, in stark contrast to the the 34 states, mostly with Republican governors, that left the federal government to erect the health insurance exchanges that will be used by residents who don't get health benefits at work or are employed by small businesses. Maryland also exercised its regulatory authority to force health plans to curb rate increases for next year, such as the 25 percent hike initially requested by CareFirst BlueCross BlueShield in April.

In the Baltimore metropolitan area, a 25-year-old nonsmoker will have access to "bronze" level coverage -- the second-least generous of four tiers of benefits -- for $124 to $237 a month. A 50-year-old nonsmoker will see monthly prices for a "silver" plan ranging from $267 to $470, according to a Maryland Insurance Administration analysis.

By contrast, the median cost of an individual health insurance plan for a 30-year-old, nonsmoking man in Maryland this year is $190 a a month and the cheapest is $62, according to a report issued by the Government Accountability Office this week. An exact comparison can't be made because current plans aren't subject to Obamacare's minimum benefit standards and the least expensive policy has a $10,000 deductible -- far higher than will be allowed on the health insurance exchanges.




The new exchange prices don't account for tax credits available on a sliding scale to people who earn from the federal poverty level -- $11,490 for a single person this year -- and four times that amount. The Maryland Insurance Administration estimates that three-quarters of the people who will use the health insurance exchange will qualify for tax credits that will cut the cost of their coverage. Maryland also is expanding Medicaid to anyone earning up to 133 percent of poverty under Obamacare next year, joining 22 states and the District of Columbia in doing so.

The Maryland Insurance Administration said the state's health insurance premiums are among the lowest available in 12 states that have released pricing information to date.

"Among Bronze plans compared for young adults, Maryland rates were lower than those proposed or approved in all other eight states for which a comparison was possible. For example, the lowest price for a Bronze plan for a 25-year-old in Maryland was $114, compared to $134 in Virginia, $146 in Colorado, $163 in Ohio, $167 in Washington State, and $174 in California," a report by the Maryland Health Connection concludes.

The U.S. Department of Health and Human Services announced last week that premiums in 10 states and the District of Columbia will be lower than Congressional Budget Office projections. The federal government won't issue information about the rates on federally run exchanges until nearer to the beginning of the six-month Obamacare enrollment period that begins in October.
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seems reasonable
 

kneifl

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Jan 12, 2001
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The best part is- my staff can all choose what plan is best for them. The employee I mentioned above got BCBS on her own, her premium is 160$, and I allot 300$ per mos. So she can roll over 140$/mos and apply it towards whatever she needs. The money I reimburse them is not W2 taxable income for my staff and it's a complete deduction for me. I really thought it was too good to be true but it's legit. The company (zane) helped create my bylaws, etc to be compliant with IRS code. 500$ setup, and 12$/mos per employee. It's been a great fit. And it will not be impacted by Obama care whatsoever.

Yep, I do this presently with my employer, it's perfectly legal. I think there are others that probably do it too. It creates a win win situation for the employer and I.

kneifl
 

BGFalcon

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Jan 3, 2005
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500$ setup, and 12$/mos per employee. It's been a great fit. And it will not be impacted by Obama care whatsoever.
Actually, $12 PEPM is a little high for HRA administration. Check with your current broker/consultant. He might be able to administer the HRA a little cheaper. We do this out of our office and provide each employee with a pre-loaded debit card with the HRA amount. At the end of the plan year, the card is deactivated and the unspent money stays with the employer.

Many companies are using HRA tied to wellness programs. For example, if the plan deductible is $1000, the employer might offer a $500 HRA incentive for completing a biometric screening, being a non-smoker, having a BMI under 30, etc. The rationale being these thing will eventually lower you claims and stabilize your rates.

The taxes/fees associated with Obamacare (HIT, PCORI, transitional reinsurance) are going to cause large increases this year. After that adjustment, rates should stabilize somewhat. We are telling our clients they should expect increases in the 30-50 percent range for groups under 50 lives.
 
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