In a world of insurance and acronyms, the term “HRA” is thrown around a lot, but it has a variety of meanings.
HRA can mean health reimbursement account, heath reimbursement arrangement, or health risk assessment, and all of those mean something different. I want to be clear that in the following article I am going to be discussing the use of health reimbursement accounts with fully-insured health plans. We can leave the other meanings of HRA for another time.
Topics: health reimbursement account, HRA, employee benefit trends, UBA Health Plan Survey
By Carol Taylor, Employee Benefit Advisor
D&S Agency, a UBA Partner Firm
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits, summary of benefits and coverage, SBC
By Linda Rowings
Chief Compliance Officer, UBA
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits
By Elizabeth Kay
Compliance and Retention Analyst
AEIS, a UBA Partner Firm
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits
By Carol Taylor, Employee Benefit Advisor
D&S Agency, A UBA Partner Firm
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits, summary of benefits and coverage, SBC
A Summary of Benefits and Coverage (SBC) must contain:
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits, summary of benefits and coverage, SBC
On August 22, 2014, the Departments of Health and Human Services (HHS), Labor, and Treasury released an interim final rule and a proposed rule that provide some new accommodations to employers that have religious objections to covering contraception under their group health plans. The agencies also released a fact sheet on the rules and an alternate form that religious organizations (like religious hospitals, universities and charities) may use.
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits, religious objections, contraception, religious opposition to contraception
By Mathew Augustine, GPHR, REBC
CEO, Hanna Global Solutions
Topics: employee engagement, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, HRA administration, insurance solutions, medical plan, talent retention
With Fall open enrollment around the corner, most employers will need to provide a Summary of Benefits and Coverage (SBC) to eligible individuals. Here are some highlights of the requirement (as of August 2014):
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits
Recently, UBA Partner Mike Humphrey, Senior Benefits Advisor at The Wilson Agency, shared some great insights for those who are considering doing a dependent audit. He points out three reasons why you shouldn’t do these audits and offers a much better approach to reining in costs associated with covering dependents that should no longer be on your plan. Humphrey’s long tenure counseling large employers shows once again that sometimes quick-fix solutions for eliminating wasteful spending aren’t worth it in the end, no matter how well intended. Instead, simple changes to the up front enrollment process can avoid a lot of headaches and keep costs in line.
Topics: PPACA, health insurance exchanges, employee wellness, retirement, health marketplace, small group employers, Group health plans, private insurance exchange, benefit communication, benefit consultants, benefit management, compliance with health care reform, employee health, group health insurance, healthcare consumerism, health plan compliance, health reimbursement account, insurance solutions, medical plan, self funded health plans, small business, dependents, dependent insurance, family insurance benefits
