EBIS Search Results
To order copies of these articles, use the online order form or contact the Document Delivery Service at bookstore@ifebp.org or (888) 334-3327, option 4.
These executive summaries were compiled from EMPLOYEE BENEFITS INFOSOURCE database, a source for information on employee benefits and human resources.
Discount Plans Poised for Growth.
Davis, Andrea; Employee Benefit News; v26 no3 pp 20, 22 Mar 2012; journal article
Availability :
Abstract :
Voluntary discount dental plans are gaining attention as an alternative to traditional dental insurance, especially as employers trim benefits and shift costs. Members have access to a network of dental service providers who offer care at a discounted rate, and they pay directly without an insurer as intermediary. Employers pick up all, some or none of the annual membership cost, about $130 in 2012. Discount dental plans are less expensive and more flexible than fully insured dental plans and are especially likely to grow as individuals bear more of their health care costs. The children's dental care provisions of the Patient Protection and Affordable Care Act may also give discount dental plans a boost by enabling differentiation between parents' and children's dental coverage.
[0161910]
IRS Issues W-2 Reporting Guidance.
Bongiovanni, Kate; Employee Benefit News; v26 no3 p 26 Mar 2012; journal article
Availability :
Abstract :
Notice 2012-9, issued by the IRS in January 2012, addresses reporting on the cost of employer-provided health benefits on Form W-2, as required by the Patient Protection and Affordable Care Act. The notice makes clear that employers need not report on some kinds of coverage, including dental and vision benefits under separate policies, wellness programs, onsite clinics and employee assistance programs. Contributions to health reimbursement arrangements, health savings account and health flexible spending arrangements may be included on W-2s but are not required. The notice discusses use of the small employer exception when an agent files the W-2s as well as reporting health FSA costs when the amount exceeds the employee's deferral election. The reporting requirement takes effect with the 2012 calendar year.
[0161898]
Positioning ASO and Split Benefits Plans.
Carter, Bob; Benefits and Pensions Monitor; v22 no3 pp 22-23 Feb 2012; journal article
Availability :
Abstract :
Administrative Service Contracts (ASOs) can present opportunities through a customized approach. Best used for health, drug and dental components, a split plan approach pulls together best-in-class suppliers and offers flexibility, price transparency and competitive pricing. Plan sponsors have better prospects at renewal time than working with a single carrier. The additional time and cost requirements for an administrator working with two suppliers is minimal. For a variety of advantages, the ASO model and split service arrangement is worth considering.
[0161837]
Firms Seek Medical Second Opinions.
Wojcik, Joanne; Business Insurance; v45 no47 p 6 Dec 5, 2011; journal article
Availability :
Abstract :
Midmarket employers can save money on medical costs with a second opinion service for complex medical cases. With costs generally less than $1,000 per case, the service can pay for itself by preventing costly and unnecessary treatments. According to Partners HealthCare System Inc., 12 percent of 330 second opinion oncology cases resulted in a change in diagnosis and 90 percent resulted in a significant change in the treatment plan. Doctors at the Cleveland Clinic disagree with initial diagnoses 11 percent of the time and change the initial treatment plan 66 percent of the time. The prevalence of misdiagnoses and incorrect treatment plans is in part due to the fact that many doctors do not routinely deal with the complex cases for which a second opinion is normally sought.
[0161419]
Health Care: Enforcement of 105(h) Rules Still in Place for Self-Insured Plans, Consultant Says.
Daily Labor Report; no224 p A9 Nov 21, 2011; journal article
Availability :
Abstract :
Internal Revenue Code Section 105(h) on nondiscrimination favoring highly compensated employees applies to self-insured health plans, John C. Garner of Garner Consulting reminded attendees at an International Foundation of Employee Benefit Plans webinar. This contrasts with an ongoing temporary suspension of enforcement for fully insured plans. However, insured plans that are grandfathered under the Patient Protection and Affordable Care Act are exempt from the rules of Section 105(h). Providing extra benefits for highly compensated employees will result in high excise tax penalties. The restrictions extend to dental plans and vision plans and to employee assistance plans that provide treatment beyond assessment and referral, and to flexible spending accounts but not health savings accounts.
[0161319]