Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
For most large U.S. employers, ability to change health care programs outweighs benefits gained under grandfather provisions
While many U.S. companies initially hoped to "grandfather" their existing health plans, most have come to believe this won't be possible. Ninety percent of large U.S. companies said they expect to lose grandfathered status by 2014, with the majority expecting to do so in the next two years, a survey by consultancy Hewitt Associates shows.
Under the "grandfather" provision of the Patient Protection and Affordable Care Act that became law in March 2010 and the Obama administration's
final interim regulations issued in June 2010,
companies can maintain many of their current health care coverage provisions if they do not change insurance carriers, reduce benefits or raise co-payment charges or deductibles significantly.
According to Hewitt's July 2010 survey of 466 large U.S. companies—representing 6.9 million employees—most expect to lose grandfathered status because of the following reasons:
However, more than three-quarters of companies (77 percent) said that
guidance on preventive care released in July 2010 will not impact their decision on whether to maintain grandfathered status. The guidance requires non-grandfathered plans to provide first-dollar coverage and eliminate cost-sharing requirements for listed preventive services—coverage that most large employers already provide.
Wanted: Flexibility to Change Benefits
The survey found that among companies with self-insured plans, most (51 percent) expect to first lose grandfathered status in 2011 and 21 percent plan to lose status in 2012. This timing is similar for companies with fully insured medical plans, with the majority expecting to lose status in 2011 (46 percent) or 2012 (18 percent).
"Employers reviewing their existing health care strategies in light of reform are focused on answering two questions: What changes do I need or want to make to my health care plans, and how can I make them without significantly increasing costs?" says Ken Sperling, leader of Hewitt's health management practice.
"After assessing the grandfather provision," Sperling adds, "large companies realize they already comply with many of the requirements of non-grandfathered plans, so the changes they'll need to make aren't likely to add a significant cost or administrative burden. Most large employers would rather have the flexibility to change their benefit programs than be tied down to the limited modifications allowed under the new law."
Majority of Large Employers Revising Health Benefits in 2011
Most large U.S. employers are moving forward with plans to make changes to their 2011 health care benefit programs in the wake of expected large health benefit cost increases, according to
a survey by the National Business Group on Health, a nonprofit association of large employers. The survey, based on responses from 72 of the nation’s largest corporations representing more than 3.7 million employees, was conducted in May and June, 2010.
More than half (53 percent) of respondents were planning to make changes to their benefit plans despite the uncertainty that exists around complying with the Patient Protection and Affordable Care Act, the health care reform law enacted in March 2010, the survey found. Another 19 percent were scaling back changes they planned to make while an equal number were making no changes. The remaining respondents were still undecided pending further review of the final regulations.
According to the survey, employers estimate their health care benefit costs will increase an average of 8.9 percent in 2011, compared with an average increase of 7 percent in 2010. To help control cost increases, employers are planning to use a wider variety of cost-sharing strategies in 2011 that include:
In addition, more employers are moving to a full-replacement
consumer-directed health care plan (CDHP), typically a health savings account or health reimbursement arrangement, as their sole coverage option. The survey found that 20 percent of large employers have or plan to go to full-replacement CDHPs in 2011, while 41 percent have or plan to offer CDHPs along with a traditional health plan.
Stephen Miller is an online editor/manager for SHRM.
SHRM Online Health Care Reform web page
• Sign up for SHRM’s free
Compensation & Benefits e-newsletter
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
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 3,200 companies