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How To Create Benefit Programs That Benefit Your Dealership
Kathryn Carlson
Product Director, HR Management
Questions?
If you have questions
during the presentation,
please submit them using
the “Questions”
feature.
Questions will...
Annual Dollar Limits and Waiting Periods /
Pre-Existing Condition Exclusions
For plan years beginning on or after January
...
“Play or Pay” Employer Shared Responsibility
Employers with 50 or more full-time
employees plus full-time equivalent
emplo...
Wellness Incentives
For plan years beginning on or after January
1, 2014, permitted wellness incentives
increase from 20% ...
“Automatic” Enrollment & Nondiscrimination
Rule
Pending Guidance – May Impact Effective
Date and Type of Services
Automati...
Excise Tax on High-Cost Plans
(“Cadillac Tax”)
January 2015
If group health coverage exceeds certain
thresholds, the emplo...
Small Group Coverage Reform
Includes changes to the existing rating
methodology, provides certain plan-design
limits on de...
Alternatives to Standard Healthcare Insurance
Consumer-driven health care (CDHC), are
health insurance plans that allow me...
Alternatives to Standard Healthcare Insurance
Self-insure by paying for your employees
health care ( including buying “sto...
Employee Communications
Plan - Before you get started, define objectives, identify key
stakeholders, and create a strategy...
Get Control- Three Steps
1. Consider alternatives to your current plan
2. What options do you to drive down cost
3. Be rea...
Questions and Answers
Contact Information
14– KPA CONFIDENTIAL –
The recorded webinar and presentation slides will be emailed to
you today inclu...
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How To Create Benefit Programs That Benefit Your Dealership

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How To Create Benefit Programs That Benefit Your Dealership

  1. 1. How To Create Benefit Programs That Benefit Your Dealership Kathryn Carlson Product Director, HR Management
  2. 2. Questions? If you have questions during the presentation, please submit them using the “Questions” feature. Questions will be answered at the end of the webinar. Copyright © 2011 TK Carsites. All rights reserved. www.tkcarsites.com.
  3. 3. Annual Dollar Limits and Waiting Periods / Pre-Existing Condition Exclusions For plan years beginning on or after January 1, 2014, employer group health plans may not impose annual dollar limits on essential health benefits, waiting periods of longer than 90 days, or pre-existing condition exclusions.
  4. 4. “Play or Pay” Employer Shared Responsibility Employers with 50 or more full-time employees plus full-time equivalent employees, must offer affordable, minimum essential coverage of minimum value or potentially be subject to tax penalties.
  5. 5. Wellness Incentives For plan years beginning on or after January 1, 2014, permitted wellness incentives increase from 20% of cost of coverage to 30% (up to 50% if the wellness program is established for the purpose of tobacco use prevention or reduction). Reduce employer costs of healthcare Improve employee engagement and accountability for healthcare costs
  6. 6. “Automatic” Enrollment & Nondiscrimination Rule Pending Guidance – May Impact Effective Date and Type of Services Automatic Enrollment: Employers with 200+ full-time employees must automatically enroll new employees in the employer’s group health plan. Nondiscrimination: Insured employer group health plans may not discriminate in favor of highly compensated employees. .
  7. 7. Excise Tax on High-Cost Plans (“Cadillac Tax”) January 2015 If group health coverage exceeds certain thresholds, the employer will be subject to a 40% Excise Tax on the cost of benefits exceeding the applicable cost limits. The anticipated cost limits for 2018 are $10,200 for individual coverage and $27,500 for family coverage.
  8. 8. Small Group Coverage Reform Includes changes to the existing rating methodology, provides certain plan-design limits on deductibles and out-of-pocket maximums, and features a comprehensive package of items and services known as “essential health benefits.”
  9. 9. Alternatives to Standard Healthcare Insurance Consumer-driven health care (CDHC), are health insurance plans that allow members to use health savings accounts (HSAs), Health Reimbursement Accounts (HRAs), or similar medical payment products to pay routine health care expenses directly, while a high-deductible health plan (HDHP) protects them from catastrophic medical expenses.
  10. 10. Alternatives to Standard Healthcare Insurance Self-insure by paying for your employees health care ( including buying “stop loss” insurance to protect the business from very high costs) Self-insured plans do not have to offer the “essential health benefits” that each state has defined, they are exempt from the annual insurance fee that insured small groups must pay, and they will not contribute to (or receive) state-based risk adjustments for insured small groups and individuals.
  11. 11. Employee Communications Plan - Before you get started, define objectives, identify key stakeholders, and create a strategy and plan of action. Tell the Truth- Employees see through and resent attempts at hiding benefit changes that can be perceived negatively. Be Consistent: Determine key messages at the beginning and communicate them consistently. Educate- Supervisors and managers have influence over employees and can be advocates or barriers depending on how you treat them. Multiply- Reinforce key messages multiple times and across a variety of media in a coordinated way to avoid overwhelming the intended audience.
  12. 12. Get Control- Three Steps 1. Consider alternatives to your current plan 2. What options do you to drive down cost 3. Be ready for ACA provisions
  13. 13. Questions and Answers
  14. 14. Contact Information 14– KPA CONFIDENTIAL – The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information. www.kpaonline.com kcarlson@kpaonline.com 866-228-6587

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