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Self-Funded Health Benefit Plans: How to Evaluate Cost, Suitability and ERISA and Related Legal Compliance

Business and Legal Resources [BLR]

Feb. 8, 2017
Recorded Online

Recorded February 8, 2017

According to the Employee Benefits Research Institute, the number of private-sector organizations offering at least one self-insured health plan has grown from 28.5 percent in 1996 to 39 percent in 2015. Also, between 2013 and 2015, the percentage of mid-size businesses offering their own health plans has increased from 25.3 to 30.1 percent, and small establishments saw a modest increase from 13.3 to 14.2 percent.

Although accelerated by the ACA, the underlying reasons for this significant increase in self-funded plans are expected to continue and increase in the coming years.

Fully insured health plans must include many state-mandated benefits and are subject to state premium tax obligations. Self-insured plans, conversely, can avoid these costs — but self-funding comes with additional recordkeeping and reporting obligations, as well as the potential for increased financial risk.

What are the pros and cons of self-funded health plans, and how can you ensure that you’re administering yours in a legally compliant manner? Use this in-depth on-demand webinar to find out.

You’ll learn:

  • How self-funded benefits plans work, and the cost savings they may reap for small- and mid-size businesses
  • Legal issues to consider before going self-funded, including tax and compliance aspects under the Employee Retirement Income Security Act
  • What could go wrong, including examples of when stop-loss coverage only goes so far, leaving an employer on the hook to foot the rest of an employee’s hefty medical bills
  • How to evaluate whether self-funding is the way to go rather than taking a fully insured group plan approach
  • Benefits reporting obligations and benefits administration essentials for self-funded plans
  • And much more!

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