Health Care Reform Consultation & Compliance
Understanding the Health Care Reform Act and the implications for your organization is critical. Whether it’s providing the required notices to your employees, reporting information to various governmental agencies, evaluating the pros and cons of continuing to offer group coverage or determining the best approach to handling your variable hour employees, our team is available to help. The potential for penalties for noncompliance with the Health Care Reform Act and other State and Federal Regulations governing employee benefit plans are real and likely to grow in the future. Our Compliance Dashboard tool is customized to the plans you offer and ensures that you stay in compliance by providing an automated reminder system along with the required forms, links to educational resources, explanations and so on.
Individual Health Insurance
A key component of the Health Care Reform law is the requirement for all individuals, with few exceptions, to have health insurance either through a group plan or individually, effective January 1, 2014. Both public (through the Federal Marketplace) and private options will be available, including potential subsidies based on family income, during an open enrollment period beginning October 1, 2013. All employers, regardless of whether they offer group health insurance, were required to provide notice to their employees of the Federal Exchange before October 1st. All organizations employ individuals who may need assistance in complying with the new insurance requirements. Such individuals include: • • • • •
Part-time employees not eligible for benefits Young employees over 26 no longer eligible under a parent’s plan Early retirees Employees eligible for Medicare but covered under a group plan Other uninsured employees
Medicare Supplements & other Senior Products
In August, 2012, we launched our Senior Solutions division focusing on the health insurance needs of seniors. Since the economic downturn of 2008, more employees are working past age 65 when they become eligible for Medicare. In many cases, both the employee and the employer benefit from the employee enrolling in Medicare when they become eligible as opposed to remaining on the group plan. So, whether your employees are retiring and in need of Medicare products, or they decide to continue working past age 65, our team is available to help with these important decisions.
Health & Wellness
In addition to lowering healthcare costs, enhancing productivity and increasing presenteeism, implementing an employee wellness program is a powerful way to positively impact the lives of employees and their families. • Studies show that for every dollar spent on wellness, health care costs fall by about $3.27 and absenteeism costs fall by about $2.73. • Healthier employees are happier employees. Research shows that companies where health is actively promoted are three times more productive than companies who do not promote employee health practices. The Henriott Group Wellness Coordinators on staff can help your organization develop a wellness strategy, design the appropriate wellness program that fits your needs and budget, oversee and coordinate the implementation of the plan and monitor the results going forward.
Visit Us Online: www.henriott.com Or Call Us At: 800.382.7875