Focused provider networks (aka skinny or narrow) are nothing new to the health insurance marketplace. Insurance carriers have been using different sized provider networks in their HMO and PPO portfolios for many years now.
The concept is familiar to most of us. If you offer a smaller provider network, you can offer the same plan at lower premiums than the plan offered with a carrier’s full HMO or PPO network.
The question is, how effective are they in reducing, or maintaining lower premiums?
In order for the insurance concept to work so that people pay as little in premiums as they can, you have to get as many people as possible to participate. That way, when there are claims, the more people who are paying premiums translates into lower premiums for everyone who is participating. It’s simple division; right? A $10,000 claim divided among 100 people is $100/person vs. $50/person when the same claim is averaged among 200 people.
So, with insurance premiums on the rise up to 182% from 1999 to 2013 compared to inflation at 40% over that same time period*, how are the insurance carriers going to get people to participate in the marketplace exchanges so that health care reform can be successful?
Well, they have to start by making it affordable. How did they do that? Well, they increased the maximum out of pocket to the maximum allowed under the Patient Protection and Affordable Care Act (PPACA), reduced the network sizes, and gave the participating providers in the smaller networks a pay cut.
In February of this year, I watched a panel of experts discuss the state of the marketplace exchanges at an industry conference in Orlando, Florida. One panelist made a comment stating that he felt the marketplace plans with the focused networks were going to essentially “blow up.” He felt the narrow network strategy to keep lower premiums was going to backfire.
He cited that the participating providers were potentially of lower caliber than those that chose not to participate because they knew that they could not provide their standard quality of care for the lower rate of pay. He believed that we were going to see more re-admissions to hospitals for patients who were either sent home too soon, or who suffered a relapse, secondary infection, etc. Doctors may be more inclined to see as many patients as possible, so they may not spend the time needed with each patient, and misdiagnose, or miss things altogether that could otherwise have been caught early, or even prevented entirely.
If we see a rise in claims due to re-admissions, and other factors cited above, the insurance carriers will have to increase the premiums for the next year in order to cover their losses if they did not collect enough premiums the previous year, and adjust the rates to cover the cost of projected claims for the next year based on the new data they have collected from 2014. What do we think those increases will be – 5%, 10%, 25%?
In May, I had the opportunity to ask an executive at Blue Shield of California what he thought about this statement made by the panelist. I asked him if he felt they would see higher utilization than expected on these ‘focused’ networks due to the quality of the participating providers. He got a little uncomfortable in his chair (whether because he did not like the question, or because he had not been asked it previously, I’m not sure), paused and then said that he did not know. He said they did not have enough claims data at that time to really be able to give an answer.
A major insurance carrier mentioned at the UBA 2014 Fall Meeting & Expo in Rosemont, Illinois, that they had to submit rates to governing bodies for January 1, 2015, before the end of the second quarter of 2014, before they had most of their new enrollments from the first open enrollment period under PPACA and the marketplace exchanges processed. This means that they had to submit rates based on projections and not actual claims data from 2014. Therefore, they may not know if the narrow network strategy will indeed backfire for at least another year or more.
Some carriers have stated they have seen a higher utilization in the smaller networks this year, mostly due to the newly insured population. One of those carriers reported that the population using the smaller networks also require more administrative time for carriers to educate insureds about the plans and how to use to use the plans.
This makes me wonder how long the providers in the narrow networks will be able to keep up with the demand and the cost of seeing numerous patients for lower payments from the insurance carriers. It costs the provider time/money for their staff to submit claims to the carrier for payment. If they have a higher volume of patients, that means a higher administrative burden on the provider. Will they be able to keep their costs under control with the current pay rates from the carriers? Will they be able to maintain the current contract, or will they have to re-negotiate, or pull their contract altogether?
Another issue that we have been facing with the ‘focused’ provider networks is that most of the carriers did not have a handle on accurate provider network listings when the marketplaces opened. In fact, Covered California had to take down their provider search tool from their site completely because it was not accurate and people were enrolling in plans in which their current providers could not accept.
There were many cases where individuals have been going to see their providers, only to be turned away saying that they do not accept that plan. Once this has been discovered, some individuals have been able to change plans under the “qualifying life events” outside of the open enrollment period, according to Tracy Seipel, a reporter at the San Jose Mercury News.
While this is great for those who have discovered their current providers are not in-network due to a routine office visit, it might not be so easy for those who have to seek services due to an emergency. While a claim in the emergency room due to a possible loss of life or limb will be covered as an in-network benefit at any provider, thanks to PPACA legislation, it does not mean that a subsequent in-patient hospital stay at the same facility will be covered.
Now that we are in September, and are coming up to the open enrollment period, I find myself wondering; did it work? Are we going to see more people leave the marketplace exchanges in January when their renewal premiums skyrocket? Or will they be able to maintain close to the current rates?
I guess we may have to wait another few weeks, or until open enrollment in 2016, to find out how the “focused” provider networks will impact premiums.
To benchmark your plan design and costs with other employers of your size, geography and industry, request a custom benchmarking report from your local UBA Partner firm.
*Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2013. Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual Inflation (April to April), 1999-2013; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey, 1999-2013 (April to April).
Question: Does Illinois recognize same sex marriage/domestic partner relationships for benefit and policy coverage purposes? Answer: Yes. On November 20, 2013, Illinois signed into law the Religious Freedom and Marriage Fairness Act (S.B. 10) which became effective as of June 1, 2014. The law recognizes marriages between individuals of the same sex and extends to … Continued
A more meaningful attempt to manage absences can go a long way toward helping ease the staffing and morale challenges of small and midsize businesses that often feel the impact of absences more acutely than larger firms.
Employer Webinar Series
Wellness Programs and Health Care Reform
Tuesday, October 14, 2014
2:00 p.m. ET / 11:00 a.m. PT
It is back to school time! Universities and colleges across the nation have dedicated time and resources to course planning and curriculum evaluation, but have they prepared for the Patient Protection and Affordable Care Act (PPACA)? Have they run the numbers, solved for unknown variables, and double-checked their answers?
PPACA requires applicable large employers – employers that employ fifty or more full-time and full-time equivalent employees during business days of the preceding calendar year – to offer full-time employees and their dependents affordable, minimum value coverage or pay penalties (Play or Pay) beginning in 2015 or 2016. In general, a full-time employee means, with respect to a calendar month, an employee who is employed an average of at least thirty (30) hours of service per week, or one hundred thirty (130) hours of service per calendar month, with an employer. An hour of service is each hour for which an employee is paid, or entitled to payment, for the performance of duties for the employer; and each hour for which an employee is paid, or entitled to payment by the employer for a period of time during which no duties are performed due to vacation, holiday, illness, incapacity (including disability), layoff, jury duty, military duty or leave of absence. Excluded from the hours of service calculation include those hours which are performed by a bona fide volunteer, hours performed by students as part of a federal work-study program or a substantially similar state program, or any hour for services to the extent the compensation for those services constitutes income from sources outside the United States.
Universities employ students in various capacities – tutors, bookstore and recreation center workers, graduate assistants, resident hall advisors, and recruitment team members. Beginning with benefit year 2015, universities will have to offer student workers health insurance if they qualify as full-time employees, pursuant to Play or Pay. With Play or Pay drawing nearer, universities should be well into the preparatory phase. Preparation includes reviewing policies which should limit the number of hours students can work per week for each semester. Universities should also ensure an enforcement mechanism is in place for such policies. Educating supervisors and student workers about the maximum number of hours a student can work is integral. For tutors, bookstore and recreation center workers, and graduate assistants, this all is pretty straight forward. The formula is simple. Students who “punch-in” for fewer than 30 hours per week are not full-time employees and do not have to be offered university group health insurance. However, there are some student worker positions that present a more difficult set of circumstances, with latent variables, that must be addressed. Answering incorrectly could result in penalties under Play or Pay and penalties under federal wage and hour laws.
Tracking hours of service for resident hall advisors and students part of recruitment teams, for example, involves more than “punching a time clock.” On some campuses, resident hall advisors are students that live in on-campus dormitories and have a myriad of duties – attend mandatory employer-called meetings, resolve roommate disputes, organize dormitory and/or floor social gatherings, and offer general advice based on past experience. Some universities give resident hall advisors stipends or pay them for a fixed amount of hours and may include housing as part of compensation. Resident hall student employees could be “on-call” 24/7.
Another group of student workers are students who are part of university recruitment teams whereby students travel to high schools or summer camps and recruit for the university. A typical week of work would look something like: On Monday, student recruitment team members get in a university van and travel to a different location. They spend the week with high school students in a camp-like environment, dining and sleeping in dormitories, hosting and participating in fellowship events. On Friday, they get back in the university van and return home. They could be paid for X number of hours per week plus meals and lodging during the time they are away.
How do universities track the hours of service for different student worker categories like the student recruitment team members or the resident hall advisors? The preamble to the Play or Pay final regulations states that the definition of hour of service for purposes of crediting hours of service tracks the Department of Labor’s regulations under a qualified retirement plan, with certain modifications. For employees paid on an hourly basis, an employer is required to calculate actual hours of service from records of hours worked and hours for which payment is made or due. It would be prudent for universities to consult a wage and hour attorney for guidance, especially when addressing the intricacies of non-exempt employees, on-call employees, and situations that involve traveling away from home. Leaving these variables unknown can result in penalties under both Play or Pay and wage and hour laws.
As a side note, the student worker issue does have the attention of some congressmen. The Student Worker Exemption Act provides a blanket exemption for student workers who would be entitled to university-sponsored health insurance, thereby relieving universities of their obligation to offer student workers coverage as is required per PPACA. Regardless of the traction, the wage and hour issues should still be examined – a problem that has costly consequences if it is answered incorrectly.
For more help in determining how many employees you have for various purposes under the Patient Protection and Affordable Care Act, request UBA’s guide, “Counting Employees Under PPACA”.
While tobacco, and specifically cigarette, use is down, the use of electronic cigarettes is gaining popularity. An “e-cigarette,” as they are commonly known, is a battery-powered vaporizer that simulates tobacco smoking, though it contains no tobacco. However, usually the vaporized liquid does contain nicotine.
Communicating the value of benefits is an age-old dilemma further complicated now that many employers are making big plan changes to comply with the Patient Protection and Affordable Care Act (PPACA). As more and more employers move to high deductible health plans, making employees aware of how to use their benefits and take control of their health care consumption will be the key to cost savings. UBA’s white paper, “A Business Case For Benefits Communications,” addresses how best to reach employees, what they need to know, and how they prefer to receive the information. However, once you have educated your workforce, how do you enroll them efficiently and effectively in your plan options? UBA Partner Mike Humphrey, Senior Benefits Advisor at The Wilson Agency, has been guiding employers through the daunting task of enrolling hundreds or thousands of employees and their dependents for years. To keep open enrollment hassle and panic-free, he offers four basic tips for employers:
1. Enrollment should be automated.
Going through thousands of sheets of paper to get the process done is part of what makes open enrollment a daunting process. Instead, think about your organization’s culture and environment (and your precious time); most likely it will make sense to automate the program. There is an additional expense, but it’s easily justified for larger employers. It will be easier for you, more accurate, and the majority of employees will prefer an online process to filling out paperwork.
2. Make sure it has a user-friendly interface.
While setting up an online open enrollment system, take the extra time to ensure that it is easy for employees to use. For example:
3. Consider multi-learning tools.
The choice of an online open enrollment system also depends on how educated your employees are about their benefit programs. However, even for a well-educated group of employees, we suggest a dictionary of applicable terminology (possibly have a definition pop up as you hover over words like deductible, co-pay, co-insurance, etc.). Video tutorials are also a popular way to show employees how to use the online system and to further guide them in their selection of health plan options.
4. Make the business case.
If you have multiple HR offices and/or sub-companies, make sure that you have their buy-in before implementing the online system. Explain the cost and what you receive in return. If people see how it will benefit them, they’ll be more likely to support the initiative. And once they’re on board, be sure to have plenty of opportunities for training HR staff.
By Laura K. Brestovansky There are two main types of health insurance, PPOs (preferred provider organizations) and HMOs (health maintenance organizations). There are benefits and disadvantages toward each type of coverage and people considering health insurance coverage should do research before deciding which type of policy is best for them and their family. PPO Definition … Continued
A Summary of Benefits and Coverage (SBC) must contain:
Important: The agencies have issued very specific instructions on how to complete the SBC. If you are completing an SBC, you need to read and follow the instructions. The instructions are available at http://www.dol.gov/ebsa/pdf/SBCInstructionsGroup.pdf.
Since these instructions were issued, the DOL has made a few liberalizations. They are:
In addition, for 2014 and 2015 employers and carriers may address the prohibition on annual dollar limits for essential health benefits by either:
A blank SBC to use with 2014 and 2015 plan years is at http://www.dol.gov/ebsa/correctedsbctemplate2.doc.
A sample completed SBC for 2014 and 2015 is at http://www.dol.gov/ebsa/pdf/CorrectedSampleCompletedSBC2.pdf.
What do you do if you have multiple benefit options? Dental or vision benefits? HRA or HSA? EAP or wellness program?
For these answers and additional information on completing the coverage examples, providing the glossary, distribution, language requirements and more, Download a copy of UBA’s “Summary of Benefits and Coverage FAQs” at: http://ubabenefits.sites.hubspot.com/summary-of-benefits-and-coverage-faqs
As employers determine their plan designs for the coming year, those that have plans with grandfathered status need to decide if maintaining grandfathered status is their best option. Following are some frequently asked questions, and answers, about gr…