“Blue Cross and Blue Shield of Illinois (BCBSIL) and Downers Grove-based, Advocate Health Care, announced today the creation of a unique health plan that promotes high quality care at a low cost for patients. The plan, BlueCare Direct, is the first of its kind in Illinois for individuals and families, in particular, those who may be highly cost-sensitive healthcare consumers.
Posts Tagged ‘Carpend’
“The Employer Shared Responsibility Payment applies to some businesses with 50 or more full-time employees who don’t offer insurance, or whose coverage doesn’t meet certain minimum standards.
Regulations announced in 2014 have updated the following:
- Which employers must make the payment
- Which years some employers must begin making the payment
- Other conditions about the payment
Generally, under Employer Shared Responsibility (ESR), applicable large employers (generally, employers with 50 or more full-time employees, including full-time equivalents) face a potential
penalty if they don’t offer minimum essential coverage to full-time employees and their child dependents that has both minimum value (company is paying at least 60 percent of covered health care expenses for a typical population) and is affordable (full-time employees cannot pay more than 9.5 percent of their income for the lowest-cost, self-only coverage). Employers with fewer than 50 full-time employees are not subject to ACA’s ESR provisions. For 2015, employers with between 50 and 99 full-time employees are exempt from the ESR penalty if the employer provides an appropriate certification and meets certain conditions.
In 2015, employers subject to the mandate must offer coverage to 70 percent of their full-time employees and child dependents or risk penalties for failure to offer coverage to all full-time employees and child dependents. To avoid a penalty in 2016, employers subject to ACA’s ESR provisions must offer coverage to 95 percent of their full-time employees and child dependents.
“Wikimedia Commons A Staples storefront. Part-time Staples workers are furious that they could be fired for working more than 25 hours a week.
The company implemented the policy to avoid paying benefits under the Affordable Care Act, reports Sapna Maheshwari at Buzzfeed. The healthcare law mandates that workers with more than 30 hours a week receive healthcare.
“The first year for Illinois’ only co-op health insurance program could be charitably termed as troubled. Established as part of Obamacare, Land of Lincoln Healthaimed to increase competition on the state’s new health insurance exchange, but high prices meant it captured just under 2 percent of enrollments.
As it starts its second year, enrollment is up significantly. But the company is still in a hole and the clock is ticking on when it must begin repaying up to $160 million infederal loans.
“The evidence continues to mount that mid-to-large corporations will fine-tune, but won’t abandon, employee health plans.
A Towers Watson survey of 379 companies in that size range found, among other trends, that companies believe in providing health coverage, but want to be able to predict the cost of coverage.
To accomplish both, they are gradually shifting some costs to employees, eliminating some benefits, such as spousal coverage, and encouraging their workers to take more ownership of their health coverage to share in the economic risk of providing coverage.
“Goodbye, doctor’s office. Hello, Walmart?
Based on Walmart’s latest moves, it’s not as unlikely as it sounds.
After years of “Will they or won’t they?” discussion, Walmart is making its long-awaited move into delivering primary care: The retailer has quietly opened a half-dozen primary care clinics across South Carolina and Texas, and plans to launch six more before January.
The clinics will be staffed by nurse practitioners, in a partnership with QuadMed.
Walmart watchers know that the company already has more than 100 “retail clinics” across its stores, a strategy it’s pursued for years. So why fuss over a handful of new clinics?
“Employers are allowed to impose “orientation” periods of up to one month before a maximum 90-day waiting period on the start of health care coverage for new employees, under final health care law reform rules.The rules, issued Friday jointly by the U.S. departments of Health and Human Services, Labor and Treasury, finalize and clarify how such orientation periods would work.
Under the final regulations, the one-month orientation period would be calculated by adding one calendar month and subtracting one calendar day, measured from an employee’s starting day.
“Although the open enrollment period forhealth insurance under the Affordable Care Act ended in April, college graduates have several other options for coverage.
The website, healthcare.gov, says college graduates, who do not have health insurance provided from an employer, can enroll in private plans outside the online healthcare marketplace from health insurance companies.