Not a Member? Get access to HR news and resources that you can trust.
Don't leave the task of calculating total cost of workforce to the finance department.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
Various federal agencies, including the Department of Labor’s Employee Benefits Security Administration (EBSA), have issued a
proposal to permit health plan sponsors to provide coverage for limited-scope vision, dental, wraparound and employee assistance programs (EAPs) consistent with the qualifications for "excepted benefits."
Generally, HIPAA excepted benefits are exempt from certain statutory requirements, including those insurance market reforms recently enacted by the Affordable Care Act (ACA). According to the proposal, these amendments “would help employees by continuing to maintain their access to health coverage that new requirements could constrain.”
The proposed rule’s overview explains that following the ACA’s enactment, employers asked the agencies charged with enforcing the excepted benefit regulations to remove conditions for limited-scope vision and dental benefits to be treated as excepted benefits. They argued that employers providing such benefits on a self-insured basis and without any employee contributions should not have to start requiring employees to contribute a nominal fee for the benefits in order to qualify as excepted.
Additionally, employers that provide such benefits through a separate benefits policy are not currently required to charge a premium in order for the benefits to be considered excepted. Therefore, to address these concerns and “to level the playing field between insured and self-insured coverage,” the agencies are proposing to “eliminate the requirement under the HIPAA regulations that participants pay an additional premium or contribution for limited-scope vision or dental benefits to qualify as benefits that are not an integral part of a plan (and therefore as excepted benefits).”
In addition, the proposed rule would amend regulations addressing certain wraparound coverage provided under a group health plan to participants “who could receive such benefits through their group health plan if they could afford the premiums, but who do not enroll in the employer-sponsored plan because the premium is unaffordable under the law.” The proposal would render certain wraparound coverage exempt from HIPAA and ACA market reform requirements. The proposal sets forth a number of conditions that must be met before wraparound coverage qualifies as excepted benefits.
Finally, the proposal includes criteria for EAPs to be deemed excepted benefits. According to the EBSA, employers voiced concern that compliance with the ACA’s prohibition on annual limits could be difficult “as such benefits are typically very limited, and that EAPs generally are intended to provide benefits in addition to those provided under other group health plans sponsored by employers.” To this end, the proposed rule sets forth conditions for EAPs to qualify as excepted benefits beginning in 2015.
Among other requests for input, the agencies are asking interested parties the following:
The comment deadline is Feb, 24, 2014. Comments must be identified by the phrase “Excepted Benefits,” and may be submitted through the
federal eRulemaking portal.
Ilyse Wolens Schuman is a member of the government affairs practice at the law firm Littler Mendelson and works with employers in multiple industries. © 2013 Littler Mendelson. All rights reserved. Republished with permission.
Related External Articles:
Compensation & Benefits e-Newsletter:
To subscribe to SHRM's weekly 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
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies