Case Studies: Business Insurance
Five Steps to Better Employee Benefits for Nonprofits
Your employees are critical in implementing a variety of programs and services. When it comes to benefits decisions, you have the opportunity to support them with effective health strategies, coverage and insurance.
Read On »Controlling Workers’ Compensation Audit Information Helps Prevent Overcharges
M3 is committed to partnering with businesses and organizations to ensure they understand and take control of the workers’ compensation audit process and prevent inadvertent overcharges. Multiple, unintentional overcharges can lead to higher premium rates. This article provides valuable information about properly classifying employees, creating accurate premium audit packages, understanding remuneration inclusions and exclusions, and more.
Read On »HEALTH CARE REFORM: Proposed Rule for 90-Day Waiting Period
On March 18, 2013 the Departments of Treasury, Labor and Health and Human Services issued a proposed rule regarding the topic of the 90-day waiting period limitation and other technical amendments. This proposed rule builds on information set forth in Internal Revenue Service Notice 2012-59 issued in August of 2012.
Read On »HEALTH CARE REFORM: Exchanges and the SHOP Program
On February 27, 2013, the Departments of Health and Human Services (HHS) released a proposed rule on Health Care Exchanges and the Small Business Health Options Program (SHOP), including guidance on triggering events, special enrollment periods and a transitional policy regarding employees’ choice of qualified health plans (QHPs) in the SHOP. The proposed rule amends previous guidance issued in March 2012.
Read On »HEALTH CARE REFORM: Final Regulation on Essential Health Benefits
The final rule provided on Wednesday, February 20th by HHS clarifies that non-grandfathered small group plans and individual plans must provide essential health benefits. The maximum deductibles on all small group and individual plans will be $2000/$4000. The rule also clarifies that the maximum out of pocket (MOOP) on all plans will follow the HSA limits.
Read On »HEALTH CARE REFORM: Understanding Minimum Value
Understanding the value of coverage that an organization offers is vital to understanding the type of potential changes that will need to be undertaken in implementing the ACA. While most plans do meet the minimum threshold, clients should pro-actively consult with the carrier (fully insured) or third-party administrator (self-funded) to determine any assistance they might provide in determining minimum value of the plan.
Read On »HEALTH CARE REFORM: Shared Responsibility and Cafeteria Plans Transition Guidance
The implementation of the Affordable Care Act (ACA) Shared Responsibility requirements are scheduled for 2014, but employers have questions about the exact date of enforcement. The first date isn’t automatically January 1 and there is “Transition Guidance” from the federal government to help organizations nderstand when they are required to begin complying. Read on for a breakdown of that guidance . . .
Read On »HEALTH CARE REFORM: Shared Responsibility for Large Employers
No matter how an organization is legally constructed, the Affordable Care Act will require large employers to participate in the “Pay or Play” requirements of the law. Organizations trying to determine their large employer status should work with their human resources staff and legal counsel to make a proper determination of qualification.
Read On »HEALTH CARE REFORM: Women’s Preventative Services and Religious Organizations
The Affordable Care Act (ACA) requires all non-grandfathered health plans to provide certain preventive services at no charge. Included in this requirement are women’s preventive services including contraceptive coverage for plans years starting on or after August 1, 2012. Many religious organizations have expressed objections to this requirement.
Read On »HEALTH CARE REFORM: Pay or Play
The Employer Shared Responsibility (Pay or Play) requirements apply to employers with 50 or more full time equivalents (FTEs). If an employer reaches that threshold, penalties and other obligations will depend on the number of the employer's full time employees. For more information on this, read the attached article.
Read On »
