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The Department of Labor (DoL), Department of Treasury (DoT) and the Department of Health and Human Services (HHS) have jointly proposed new rules that would impact Health Reimbursement Arrangements (HRAs) effective January 1, 2020.
Identity theft, security breaches, and traffic tickets are all things that employees worry about today. When issues like these arise, many people look to an attorney for advice and assistance. Unfortunately, finding an attorney can be stressful and time-consuming—not to mention expensive.
Last week, the 2019 open enrollment period (OEP) season officially kicked off for Medicare beneficiaries. From October 15th to December 7th, Medicare beneficiaries can make changes or enroll in any Part D or Medicare Advantage plan that is available in their service area.
Below is a summary of OEPs for other market segments.
Each year, the Centers for Medicare and Medicaid Services (CMS) adjusts the premiums and out-of-pocket expenses for Medicare beneficiaries. Below is a summary of the 2019 costs.
Premiums
Part A: Most individuals don't have to pay a premium for Part A, however, those that do will generally have to pay $437 per month in 2019. This is an increase from $422 in 2018.
As a small group health insurance producer, you are always looking to provide your employer clients with the best possible coverage at the lowest possible price. With the Affordable Care Act (ACA) mandating coverage for specific benefits and driving up premiums, this can sometimes be an uphill battle. There are a few different types of group health plans available, and it’s up to you to determine which option is best for your clients.
Each year employers must provide a written notice to Medicare-eligible employees who are covered under their group health plan. The notice must include information about the creditable coverage status of the prescription drug benefit. In other words, the notice tells employees if the prescription drug benefit on the group health plan is at least as good as the standard Medicare Part D plan.
