Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Attend a comprehensive, instructor-led review before you sit for your SHRM exam.
Learn to implement the complex changes and ensure compliance with the FLSA. 2-Week Virtual Seminar, Nov 29-Dec 8.
Employers could offer “wraparound” coverage to augment public exchange policies
Federal agencies are seeking public comment on
a proposed rule that would amend the definition of “excepted benefits” to include certain limited wraparound coverage. The rule was published in the
Federal Register on Dec. 23, 2014.
Under the proposed rule, employers that sponsor group health plans could, in limited circumstances, offer wraparound coverage to employees who purchase individual health insurance in the private market, including through the Affordable Care Act’s (ACA) public health insurance exchanges.
a post on the Health Affairs Blog by Timothy Jost, a law professor at Washington and Lee University in Virginia, excepted benefits “are generally not subject to Affordable Care Act requirements, such as the ban on dollar coverage limits or preexisting conditions clauses.” As a result, “individuals offered excepted benefits by their employers are not thereby disqualified from receiving premium tax credits to purchase individual coverage through the marketplaces.”
Jost also explained that wraparound coverage “allows employers to offer extra coverage that can wrap around the individual, essential health benefit, coverage that low-wage employees can get through the exchange, essentially granting them benefits equivalent to those enjoyed by higher-wage employees. The proposed rule attempts to describe the conditions under which wraparound benefits could be offered as excepted benefits so that they would provide a real benefit to low-wage employees without disqualifying them from receiving primary individual coverage through the exchange or displacing those benefits.”
a statement by the issuing agencies—the U.S. departments of Labor (DOL), Health and Human Services (HHS), and the Treasury—the proposed rule “would give employees who otherwise may not be able to get generous employer-based benefits access to high level benefits. It responds to suggestions made on a proposed rule [issued in December 2013] from a wide range of stakeholders, including business groups supportive of the idea. The proposed rule would give businesses, including small businesses, new flexibility to meet the unique needs of their workforces.”
In his blog post, Jost added that “Rules on vision coverage and employee assistance programs were finalized by the agencies in October, 2014 but the wraparound coverage rule proved much more controversial and the agencies decided to hold the proposal for further consideration.”
Wraparound Coverage Requirements
The proposed rule includes five requirements for wraparound coverage to qualify as excepted benefits:
Comments, identified by the heading “Excepted Benefits,” may be submitted to the DOL via the
Federal eRulemaking Portal through Jan. 22, 2015.
Stephen Miller, CEBS, is an online editor/manager for SHRM. Follow him on Twitter
Related External Article:
Proposed Regs Would Expand Definition of Excepted Benefits to Cover Certain Types of Limited Wraparound Coverage, Littler, December 2014
Compensation & Benefits e-Newsletter:
To subscribe to SHRM's Compensation & Benefits
e-newsletter, click below.
Sign Up Now
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies