Plan Design Specialist
American National Insurance Company
in TX

Associate - Employee Benefits, Compensation, Labor & Employment
McDermott Will & Emery
in IL

Actuarial Analyst
CBIZ
in MI

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How Health Care Reform Will Impact Employers in 2015
December 3, 2014 WEBCAST
(Clear Law Institute)

Inside the Beltway
December 4, 2014 WEBCAST
(Drinker Biddle & Reath LLP)

Mercer’s Longevity Insights: The Benefits of Industry-specific Mortality Assumptions
December 5, 2014 WEBCAST
(Mercer)

What Business Associates Need to Know about HIPAA
December 18, 2014 WEBCAST
(Clearwater Compliance)

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[Guidance Overview]

Text of DOL Compliance Assistance Guide for Health Benefits Coverage: Mental Health Parity Provisions (PDF)
8 pages; updated Nov. 19, 2014. "MHPAEA generally applies to group health plans and health insurance issuers that provide coverage for either mental health or substance use disorder benefits and medical/surgical benefits. These FAQs provide basic information about the important protections MHPAEA provides with respect to parity in coverage of mental health and substance use disorder benefits and medical/surgical benefits provided by employment-based group health plans. Reviewing your group health plan for compliance with the mental health parity requirements may be complicated depending on your plan's design." (Employee Benefits Security Administration [EBSA], U.S. Department of Labor [DOL])  

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[Guidance Overview]

Text of DOL Self-Compliance Tool for Part 7 of ERISA: HIPAA, MHPAEA and Other Health Care-Related Provisions (PDF)
67 pages; updated Nov. 19, 2014. "This self-compliance tool is useful for group health plans, plan sponsors, plan administrators, health insurance issuers, and other parties to determine whether a group health plan is in compliance with some of the provisions of Part 7 of ERISA.... While this self-compliance tool does not necessarily cover all the specifics of these laws, it is intended to assist those involved in operating a group health plan to understand the laws and related responsibilities. It provides an informal explanation of the statutes and the most recent regulations and interpretations and includes citations to the underlying legal provisions.... [S]ome of the provisions discussed involve issues for which the rules have not yet been finalized. Proposed rules, interim final rules, and transition periods generally are noted." (Employee Benefits Security Administration [EBSA], U.S. Department of Labor [DOL])  

[Guidance Overview]

ACA Tasks: Preparing for the Shared Responsibility Excise Tax (PDF)
37 presentation slides. Topics: [1] Excise Tax: How it works, Which employees it applies to, Practical observations; and [2] Reporting: General rules; Individual mandate, Employer mandate, Practical observations. (Morgan Lewis)  

ACA Resources for Frequently Asked Questions
Updated Nov. 14, 2014. "This report provides resources to help congressional staff respond to constituents' frequently asked questions about the [ACA]. The report lists selected resources regarding consumers, employers, and other stakeholders, with a focus on federal sources. It also lists CRS reports that summarize ACA's provisions. The resources are arranged by topic. This list is not a comprehensive directory of all resources on the ACA, but rather is intended to address a few questions that may arise frequently." (Congressional Research Service [CRS])  

International Survey of Older Adults Finds Shortcomings in Access, Coordination, and Patient-Centered Health Care
"The United States stands out for having the highest rates of chronic health conditions, such as diabetes and heart disease: 87 percent of older adults in the U.S. reported at least one chronic illness, and 68 percent reported two or more. Despite having Medicare coverage, U.S. adults age 65 or older were the most likely to report that cost posed a barrier to care. One-fifth (19%) said cost was the reason they did not visit a doctor, skipped a medical test or treatment recommended by a doctor, did not fill a prescription, or skipped doses. U.S. survey respondents were also the most likely to report trouble paying their medical bills (11%). Only 1 percent in Norway and Sweden reported the same." (The Commonwealth Fund)  

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Obamacare: A Blessing for Some Small Businesses, and a Nightmare for Others
"Now entering the second year under some of the law's key provisions, the reviews from small employers have been anything but uniform. Some say they can now afford plans for the first time, thanks to new government-run insurance exchanges ... Other small businesses haven't fared nearly as well. New coverage standards have resulted in some companies' plans being cancelled, while others say their premiums have skyrocketed as insurers conform to the new rules.... And there are more changes to come." (The Washington Post; subscription may be required)  

2015 Obamacare Deductible and Out-of-Pocket Averages
"The average bronze plan deductible for 2015 is $5,181, up from $5,081 in 2014. The average 2015 bronze plan deductible for an individual is 326% higher than the average deductible amount documented for employer-sponsored health plans (deductibles in employer-sponsored health insurance were $1,217 on average for individual coverage according to the Kaiser Family Foundation's 2014 Employer Health Benefits Survey)." (HealthPocket)  

Final Rules on Health Insurer Pay Deduction Limit Impose Calculation and Recordkeeping Challenges
"In contrast to the $1 million pay deduction cap under Section 162(m) of the tax code that applies to all public companies, the health insurer deduction cap imposed under Section 162(m)(6) has a broader reach that applies to all employees (not just the CEO and next three highest-paid executives) and does not include exceptions for performance-based compensation or commissions. However, exceptions are provided for contributions to, or distributions from, certain types of retirement plans and benefits that are excludible from gross income (e.g., health benefits)." (Towers Watson)  

Reforming Executive Compensation to Accelerate Change
"Adjusting executive compensation structures provides an opportunity for organizations to positively impact retention and decrease turnover. An overwhelming majority of executives surveyed ... identified the need for changes to executive compensation to attract, retain, and engage leaders. In fact, 33% of executives said the compensation structure in their organization needed major enhancements, while 49% said only minor enhancements were needed." (HealthLeaders Media)  

Retrofit Corporate Weight Loss Accelerates Growth; Taps Leading Health and Wellness Veteran Mary Pigatti as CEO
Retrofit Inc.

Spectrum Pension Consultants, Inc. an Alliance Benefit Group (ABG) Member Merges with Compensation Consultants, Inc.
Spectrum Pension Consultants, Inc.

EdisonHealth Adds Health City Cayman Islands to its Elite Network of Medical Destinations of Excellence
EdisonHealth Network LLC

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