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Thursday, February 21, 2013

Today's Q&A on ElderCareMatters is about Medicare's rules regarding payment for ambulance services

Question: My brother has Medicare as his primary insurer and Plan F as his Secondary Supplement (Mutual of Omaha). He has congestive heart failure, requires oxygen, kidney failure, problems with vision, diabetes and is unable to walk. He is confined to his home. His wife provides his care. He is unable to ride in a car. He cannot walk or support himself to get in and out of car and he needs supervision and oxygen when mfacility due to medical necessity. If he has any type of surgery, Medicare provides an ambulance. When he goes for a follow up visit after surgery or when he has anaking a trip. He also requires a bariatric stretcher due to his weight. He has dialysis three days a week and Medicare provides ambulance service to and from the  appointment with a specialist, the ambulance service states that Medicare will not pay under any circumstances. I have called Medicare and received conflicting answers to this question. I need clarification. I have also received conflicting answers from different ambulance services. He lives in a small town and there is only one ambulance service available with a bariatric stretcher. How does a person who cannot ride in a car get ambulance service for follow up appointments after surgery and to specialist's offices when needed? He has had two cataracts removedneeds to see an ophthalmologist that is about 43 miles from his home. What are our options? He is unable to pay for this service himself and from what I read on the Medicare site, the ambulance trip should be covered if medically necessary. 

 
Answer: The rules regarding Medicare payment for ambulance services can be complex. Medicare will pay for the emergency transportation to a hospital or a skilled nursing facility when other transportation could endanger your health. Medicare will also cover ambulance services in certain specific circumstances, one of which is if you have End-Stage Renal Disease, need dialysis, and need ambulance transportation to or from a dialysis facility because other transportation could endanger your health. That is why your brother receives the services when going for dialysis.
In addition, in some cases, non-emergency ambulance transportation may be provided when you need ambulance transportation to diagnose or treat your health condition and use of any other transportation method could endanger your health. Medicare may cover limited non-emergency ambulance transportation if you have a statement from your doctor stating that ambulance transportation is necessary due to your medical condition. This would seem to apply to your brother cannot ride in a car and needs an ambulance with a bariatric stretcher. The ambulance company needs to fully document why your brother needs the ambulance transportation. If it fails to properly document it, Medicare will deny coverage. If this happens, contact the doctor who treated you or the discharge social worker at the hospital to get more information about your need for ambulance transportation. Then have the ambulance company resubmit the bill to Medicare. If you or anyone else needs more information regarding what Medicare covers regarding ambulance services, Medicare has a publication on the subject at www.medicare.gov/Pubs/pdf/11021.pdf. Good luck.

Thursday, February 14, 2013

Companies consider helping and encouraging employees to use apps on there phones to help with health and wellness applicaitons.


mHealth Apps
 
As of today, there are more than 700,000 apps for smartphones and tablets available via the Apple App Store, close to that number on Google Play and more than 120,000 Microsoft apps. Of those, an estimated 23,000 are mHealth apps designed to assist with a variety of health-related matters, including exercise regimens, pregnancy tracking, medication reminders and dieting. One in five smartphone owners have downloaded an app to track or manage health) According to Juniper Research, the number of healthcare and medical app downloads were estimated to reach 44 million by the end of 2012! Medical and healthcare apps are the third-fastest-growing app category for both iPhones and Android phones.
 
mHealth apps typically fall into one of two categories: medical or health/wellness. Because many of these apps are developed to encourage changes in behavior, your clients could potentially investigate the options and incorporate apps into their wellness programs. Although many apps are free, some of the more complex ones come at a cost.
Your company may consider covering the costs associated with employee downloads as an extra step to show their interest in employee health and well-being. It may be easier for your company to navigate through the mHealth app options by evaluating apps from health, pharmacy and medical product brands with which they are familiar.

Here are just a few standouts from 2012 to provide you with a brief overview of the mHealth landscape:

Preparing for an upcoming race? If your client has a number of employees who are beginner-level runners or are preparing for an upcoming 5K race, Couch-to-SK promises to have them ready in nine weeks. Couch-to-SK features virtual coaches, access to your playlist and motiva­tional mantras while tracking progress and workouts.

Can't remember to take meds? If your client has a number of employees who are having a hard time sticking to their medication regimens, MedCoach can assist them by providing reminders. It tracks usage and can connect directly to a pharmacy for refills.

Want to make healthier selections at the grocery store? if your client has a number of employees who are undertaking a weight-loss challenge, Fooducate can as­sist by providing details on grocery items that are scanned using the app and offering healthier alternatives. With the largest database of UPCs (product bar codes), Fooducate recommends minimally processed, real foods that are naturally rich in nutrients and antioxidants.'

Need to unwind? if your company has employees looking for stress relief techniques, Simply Being—Guided Medi­tation can assist with a voice-guided, five- to 20-minute meditation session. Users have the option of listening with music, without music or with nature sounds.

Want a virtual personal trainer? if employees are interested in beginning or enhancing their workout rou­tines, Nike Training Club can assist by providing detailed instructions and audio guidance on 114 workouts. It helps with strength, cardio, interval and core training. Workout options are presented based on the user's goals and fitness level. Apps like this one may also have a social component that adds another layer of motivation, as friends and col­leagues can compete and cheer each other on.

Ready to quit smoking? If your client has a smoking-cessation program in place or is looking to start one, there are a number of apps dedicated to assisting people in their efforts to quit smoking. Apps in the marketplace can measure a variety of things, including the impact that cessation has on their health and finances, the number of cigarettes they haven't smoked since quitting and even an estimate of life extension, while enabling them to docu­ment the challenges they face during the process.

To see positive long-term health results, app usage requires a level of commitment from people beyond the initial step of downloading the app. To encourage routine usage, many apps have been designed with features to grab and maintain interest, such as rewards for achieved goals, alerts, alarms and even emails. These features make using apps more fun and engaging.

Some apps are required to be regulated as medical de­vices because of their capabilities; however, it is important to remind clients that apps do not replace care and ad­vice from doctors. The Food and Drug Administration is working to develop stricter guidelines to ensure consumer safety and to stay on top of this rapidly expanding market. Currently, if an app is used to diagnose a condition or replace the role of a doctor, the FDA will review the app prior to its release to the marketplace.

In addition to health regulation, the Federal Trade Commission has published recommendations for pri­vacy and data security. Several apps have been removed from the market because of false and misleading medical claims. As you make recommendations to your clients, it is also important that you are recommending trusted apps from reliable sources.

Like other wellness initiatives, the ultimate goal is to change behaviors for a healthier lifestyle. mHealth apps are having a significant impact on how individuals ad­dress their own health and well-being. It is likely that your clients are looking for additional tactics to reinforce the importance of employee health and overall wellness. With you as their valued and trusted partner, your clients expect you to keep them in the know. The insights you provide will enhance their communications with their employees, so take advantage of every opportunity to strengthen those relationships.

Although your company and employees may already have a few mHealth apps on their phones, they may not have considered incor­porating them into their official workplace wellness efforts or internal communications. By making mHealth app rec­ommendations based upon what you know about your cli­ents' internal efforts and what you learn from valued sources outside your agency, you will exhibit your commit­ment to their business as well as strengthen your role as their trusted health benefit advisor. Oa

Wednesday, February 13, 2013

Small Business Health Care Tax Credit for Small Employers

 


 

A restaurant open sign
 

What You Need to Know about the Small Business Health Care Tax Credit

How will the credit make a difference for you?

For tax years 2010 through 2013, the maximum credit is 35 percent for small business employers and 25 percent for small tax-exempt employers such as charities. An enhanced version of the credit will be effective beginning Jan. 1, 2014. Additional information about the enhanced version will be added to IRS.gov as it becomes available. In general, on Jan. 1, 2014, the rate will increase to 50 percent and 35 percent, respectively.

Here’s what this means for you. If you pay $50,000 a year toward workers’ health care premiums – and if you qualify for a 15 percent credit, you save … $7,500. If you save $7,500 a year from tax year 2010 through 2013, that’s total savings of $30,000. If, in 2014, you qualify for a slightly larger credit, say 20 percent, your savings go from $7,500 a year to $12,000 a year.

Even if you are a small business employer who did not owe tax during the year, you can carry the credit back or forward to other tax years. Also, since the amount of the health insurance premium payments are more than the total credit, eligible small businesses can still claim a business expense deduction for the premiums in excess of the credit. That’s both a credit and a deduction for employee premium payments.

There is good news for small tax-exempt employers too. The credit is refundable, so even if you have no taxable income, you may be eligible to receive the credit as a refund so long as it does not exceed your income tax withholding and Medicare tax liability.

And finally, if you can benefit from the credit this year but forgot to claim it on your tax return there’s still time to file an amended return.

Click here if you want more examples of how the credit applies in different circumstances.

Can you claim the credit?

Now that you know how the credit can make a difference for your business, let’s determine if you can claim it.

To be eligible, you must cover at least 50 percent of the cost of single (not family) health care coverage for each of your employees. You must also have fewer than 25 full-time equivalent employees (FTEs). Those employees must have average wages of less than $50,000 a year.

Let us break it down for you even more.

You are probably wondering: what IS a full-time equivalent employee. Basically, two half-time workers count as one full-timer. Here is an example, 20 half-time employees are equivalent to 10 full-time workers. That makes the number of FTEs 10 not 20.

Now let’s talk about average wages. Say you pay total wages of $200,000 and have 10 FTEs. To figure average wages you divide $200,000 by 10 – the number of FTEs – and the result is your average wage. The average wage would be $20,000.

Also, the amount of the credit you receive works on a sliding scale. The smaller the business or charity, the bigger the credit. So if you have more than 10 FTEs or if the average wage is more than $25,000, the amount of the credit you receive will be less.

If you need assistance determining if your small business or tax exempt organization qualifies for the credit, try this step-by-step guide.

How do you claim the credit?

You must use Form 8941, Credit for Small Employer Health Insurance Premiums, to calculate the credit. For detailed information on filling out this form, see the Instructions for Form 8941.

If you are a small business, include the amount as part of the general business credit on your income tax return.

If you are a tax-exempt organization, include the amount on line 44f of the Form 990-T, Exempt Organization Business Income Tax Return. You must file the Form 990-T in order to claim the credit, even if you don't ordinarily do so.

Don’t forget … if you are a small business employer you may be able to carry the credit back or forward. And if you are a tax-exempt employer, you may be eligible for a refundable credit.

Versión en Español

Questions and Answers

Got questions? We have answers.

Forms and Step-by-Step Instructions

Form 8941, Credit for Small Employer Health Insurance Premiums and Instructions for Form 8941

YouTube Video

Additional Guidance

Additional guidance on the credit is available in Notices 2010-44 and 2010-82.

News Releases

Widgets

IRS small business health care tax credit Widgets available on Marketing Express.

Information Flyer

Flyer on the Small Business Health Care Tax Credit for small employers.

Postcard from the IRS

In 2010, small employers received postcards alerting them to the credit.


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  • Tuesday, February 12, 2013

    How to Prevent Employee Problems from Impacting the Workplace

    What happens when a valued employee is going through a major life change? Perhaps he or she is in the middle of a divorce, on the verge of bankruptcy, or distracted by a troubled teenager. Or maybe you have a worker who is dealing with a death in the family or battling depression. Sure, these situations are difficult and emotional, but are these personal problems a concern for an employer?

    In most cases, the answer is yes. Personal stressors often result in major distractions at work. A lack of focus, lost productivity, attitude problems, coworker conflicts, increased sick days, and safety issues can arise when an employee is struggling with a traumatic situation at home. An employee’s personal life can significantly affect job performance — and potentially the company’s bottom line.

    Getting help outside the workplace
    At one time or another, most employees will have a personal issue arise that is unplanned and unintentional. Although employers may feel inclined to approach their employees with offers of support, many employees feel this is a violation of their personal boundaries. Often, discussing problems with a manager or HR staff adds additional stress, and it can disrupt professional relationships.
    To address personal struggles, employees should receive assistance outside the office. As an employer, it’s a good idea to have a support system in place for helping employees better manage difficult personal situations in a private and safe manner.

    The simple solution for employers
    HR EAPLink is a comprehensive and affordable Employee Assistance Program (EAP). An EAP gives employees access to resources that help reduce stress at home, allowing them to engage more fully when they are at work. With HR EAPLink, employees receive unlimited access to online resources, unlimited telephone consultations, and three local face-to-face consultations for each member of their households.
    HR EAPLink provides anonymous assistance. Employers provide the service to increase productivity, but a third-party provider works directly with employees. Contact with HR EAPLink is never disclosed to the employer, so using the service doesn’t have negative consequences or affect employer/employee relationships.
    Work-related issues, marital and family problems, anger and stress management, conflict resolution, parenting challenges, and alcohol and drug problems can all be addressed anonymously through HR EAPLink.
    In addition, WorkLife services offered by HRAnswerLink include parent education, adoption assistance, daycare referrals, college planning, senior housing referrals, legal counseling, and financial advising. Often, HR EAPLink also provides community resource referrals.
    It’s easy and affordable
    Many of our affiliates offer HR EAPLink as a no-cost, value-added service to increase sales in other areas of their HR business. However, others offer the service for between $2.50 and $3.00 per employee, per month. Client companies can then offer HR EAPLink as a free or very low-cost employee benefit.
    Costs associated with employee retention, missed work days, lost productivity, increased sick days, and office conflict are tremendous. For just pennies per day, HR EAPLink is a no-brainer investment in keeping employees healthy and happy — at home and at work.

    Ask about our complimentary value HR Platform: see demo here

    Giving employees a "nudge" increases wellness participation


    Wellness plans can use behavioral economics to drive participation, giving employees a "nudge" to get them going, says Evive Health CEO Peter Saravis. DTE Energy in Michigan used a Weight Watchers mailing aimed at couples to encourage them to keep each other committed to dieting, and the State of Nebraska sent employees a scratch-off mailer that showed how much money they would save by enrolling in a PPO option as a way to get them to act. TrainingMag.com

    Monday, February 11, 2013

    Report cites growth for health savings accounts


    The number of health savings accounts reached 8.2 million in 2012, an annual increase of 22%, Devenir Group says. Assets in such accounts increased by 27% to $15.5 billion, with contributions of about $13.2 billion and withdrawals at $10.2 billion. "With both record contributions and withdrawals in HSA accounts in 2012, we continue to see that not only are people using their HSA dollars for current medical expenses, but more importantly they are actually accumulating savings for future medical expenses," Devenir's Jon Robb said in a statement. for more informtion  HSA Plans

    Wednesday, January 30, 2013

    HMO-Like Plans May Be Poised for Comeback in Online Insurance Markets

    by Julie Appleby KHN Staff Writer  California Broker Magazine

    Reprinted with permission by www.kaiserhealthnews.org.
    It’s back to the future for insurers, which plan to sharply limit the choice of doctors and hospitals in some policies marketed to consumers under the health law, starting next fall.
    Such plans, similar to the HMOs of old, fell into disfavor with consumers in the 1980s and 1990s, when they rebelled against a lack of choice.
    But limited network plans – which have begun a comeback among employers looking to slow rising premiums – are expected to play a prominent role in new online markets, called exchanges, where individuals and small businesses will shop for coverage starting Oct. 1. That trend worries consumer advocates, who fear skimpy networks could translate into inadequate care or big bills for those who develop complicated health problems.
    Because such policies can offer lower premiums, insurers are betting they will appeal to some consumers, especially younger and healthier people who might see little need for more expensive policies.
    “Insurers, who are designing their plans for next fall, will start with as tight a network control as they can,” says Ana Gupte, a managed care analyst with Sanford Bernstein.
    Plans may also benefit from offering such policies because they are less attractive to those with medical problems, who can no longer be turned away beginning in January 2014.
    “Plans will basically say they can minimize their risk by creating narrow networks,” says John Weis, president of Quest Analytics, an Appleton, Wis., firm that analyzes provider networks for insurers.
    “State or federal regulators, who must review the plans sold in the online markets, are unlikely to permit them to exclude an entire class of doctors, such as cancer or diabetes specialists. But there might be more subtle ways to discourage consumers with medical problems. They might have too few oncologists, or only general oncologists, for example,” says Stephen Finan, senior director of policy with the American Cancer Society Cancer Action Network, an advocacy group in Washington.
    Cost Vs. Choice
    “Narrow networks may be more than adequate 90% of the time,” Finan says, “but are not well-suited to deal with complicated medical conditions and chronic diseases.”
    That’s because there may be few or no specialists available for certain complex conditions, so patients may have to seek care outside of the networks. If the policy doesn’t cover non-network care, they may end up footing the bill themselves. Even if policies allow for outside the network coverage, patients can incur large copays or other costs. Your (financial) exposure could be high, Finan says.
    The federal health law requires the policies to include a standard set of essential benefits, from emergency room and hospital care to prescription drugs, but the law is less prescriptive about the size of the policies’ networks of participating doctors and hospitals.
    In March, the Obama administration issued rules stating that insurers must maintain a network of a sufficient number and type of providers, including providers that specialize in mental health and substance abuse, to assure that all services will be available without unreasonable delay. That fell short of the standards sought by some consumer advocates, but pleased other groups that say insurers should have broad discretion to shape their networks to meet regional needs.
    The administration noted that nothing in the final rule limits an exchange’s ability to establish more rigorous standards.
    Shaving Costs
    Insurers contend that by limiting network size, they can offer plans with higher quality or more efficient doctors and hospitals, which might slow spending or improve care.
    Networks are already part of most health plans. For doctors and hospitals, joining a network brings in business. In exchange, they agree to negotiate their prices with insurers.
    Driven by consumer and employer demand for lower-cost plans, insurers are already rolling out narrow network policies that have shaved premiums 10% or more. A recent survey by benefit firm Mercer found that 23% of large employers offered such plans this year, usually among a choice of plans, up from 14% in 2011. In Massachusetts, insurer Harvard Pilgrim launched its Focus Network in April, touting 10% lower premiums. While it includes 50 hospitals and 16,000 physicians, it excludes some of the state’s highest-cost systems.
    In California, Blue Shield has a number of SaveNet HMO plans that contract with select doctor and hospital groups, creating networks averaging a little more than half the size of its standard ones. Next year, for example, one serving Marin and Sonoma counties will offer a network of about 100 primary care doctors and 325 specialists.
    Still, narrow network plans are a hard sell to employers, particularly the large ones, which don’t want to hear gripes from workers about limited choice of doctors simply to save 10% on premium costs.
    But small businesses and individuals buying their own coverage in the online markets might regard that tradeoff differently. “If my doctor is in the network and cheaper, it might work,” says Wall Street analyst Carl McDonald at Citi Research, a division of Citigroup Global Markets.
    Competing On Price
    “To stand out from competitors, some plans may choose to offer the lowest possible rates, and would narrow their networks to do so,” says Chet Burrell, CEO of insurer CareFirst in Maryland. He acknowledged that narrow networks could be a subtle but powerful way to discourage less-than-healthy applicants. The question will be what degree of tolerance will a state have to permit narrow networks?
    State rules on what makes an adequate insurance network vary. Some states, including California, specify that specialists must be available within a certain driving time or distance. Others simply say insurers must have sufficient numbers of providers. Some states don’t have any requirements.
    “State rules are very, very loose,” says Weis at Quest, who says that states should consider adopting the rules that now apply to Medicare Advantage, the private market alternative to Medicare. In that program, the federal government requires networks to include primary care physicians and more than 25 types of specialists, and sets county-level requirements on the minimum number of doctors required in each category and how far patients might have to travel to see one.
    Even though state rules vary, regulators say plans that are too skimpy will be called out by regulators, or consumers. “We will look very closely at how plans put their packages together,” says Sandy Praeger, the elected insurance commissioner in Kansas. “If you have a crummy network, no one will buy the plan,” says consultant Robert Laszewski, a former insurance executive, adding that the law also includes programs that financially reward insurers that get a large share of sicker patients and penalize those that get a healthier and more profitable bunch.
    Many policies that offer a limited network of doctors and hospitals generally allow patients to go to out-of-network providers, with whom they do not have negotiated prices. But patients who seek such care face significant co-payments, which often start at 30% of the bill and can go as high as 50%.
    “It is often hard for consumers to figure out how much they might be charged if they go out of network,” says Lynn Quincy, senior policy analyst at Consumers Union, publisher of Consumer Reports magazine. In addition to meeting separate annual deductibles for out-of-network care, patients can be balance-billed by doctors or hospitals for the difference between what the insurer pays them and their total charges.
    That doesn’t change under the federal health law, so consumers could be left on the hook for tens of thousands of dollars. There’s no escaping that we’re going to see insurance policies that include networks wide and narrow,” says Quincy.

    Tuesday, January 29, 2013

    SBA debuts resources to help businesses stay on top of ACA


    The U.S. Small Business Administration is reaching out to small-business owners with a new website and blog to help them navigate the provisions of the Affordable Care Act. Resources include a glossary, a compliance timeline and a breakdown of provisions based on the size of the business. American City Business Journals/Charlotte, N.C.

    Key aspects of healthcare reform you should know for your busienss.




    The Patient Protection and Affordable Care Act (Affordable Care Act or ACA) enacted comprehensive health insurance reforms designed to ensure Americans have access to quality, affordable health insurance. Learn what the law means for small businesses.
    The Affordable Care Act includes a variety of measures specifically for small businesses that lower costs and increase access to affordable health insurance. Depending on whether you are self-employed, an employer with fewer than 25 employees, an employer with fewer than 50 employees, or an employer with 50 or more employees, different provisions of the ACA may apply to you. Learn about the key provisions of the ACA based on the size of your business below.
    Articles availabl on the SBC web site:Self Employed
    Employers with fewer than 25 emploees

    Employers with few than 50 employees

    Key Provisions of the Affordable Care Act for companies under 50 employees


    Health Care

    The Patient Protection and Affordable Care Act (Affordable Care Act or ACA) enacted comprehensive health insurance reforms designed to ensure Americans have access to quality, affordable health insurance. Learn what the law means for small businesses.

    Key Provisions of the Affordable Care Act

    The Affordable Care Act includes a variety of measures specifically for small businesses that lower costs and increase access to affordable health insurance. Depending on whether you are self-employed, an employer with fewer than 25 employees, an employer with fewer than 50 employees, or an employer with 50 or more employees, different provisions of the ACA may apply to you. Learn about the key provisions of the ACA based on the size of your business below.

     

    Self-Employed

    Find out which Affordable Care Act provisions may impact self-employed individuals.

    Employers with Fewer Than 25 Employees

    Find out which key Affordable Care Act provisions may impact small businesses with fewer than 25 employees.

    Employers with Fewer Than 50 Employees

    Find out which Affordable Care Act provisions may impact small businesses with 50 or fewer employees.

    Key Provisions of the Affordable Care Act for business


    Health Care

    The Patient Protection and Affordable Care Act (Affordable Care Act or ACA) enacted comprehensive health insurance reforms designed to ensure Americans have access to quality, affordable health insurance. Learn what the law means for small businesses.

    Key Provisions of the Affordable Care Act

    The Affordable Care Act includes a variety of measures specifically for small businesses that lower costs and increase access to affordable health insurance. Depending on whether you are self-employed, an employer with fewer than 25 employees, an employer with fewer than 50 employees, or an employer with 50 or more employees, different provisions of the ACA may apply to you. Learn about the key provisions of the ACA based on the size of your business below.

     

     


    Find out which Affordable Care Act provisions may impact self-employed individuals.



    Find out which key Affordable Care Act provisions may impact small businesses with fewer than 25 employees.

     


    Find out which Affordable Care Act provisions may impact small businesses with 50 or fewer employees.

    Key Provisions which you need to know about health care reform and your business.


    Key Provisions of the Affordable Care Act

    The Affordable Care Act includes a variety of measures specifically for small businesses that lower costs and increase access to affordable health insurance. Depending on whether you are self-employed, an employer with fewer than 25 employees, an employer with fewer than 50 employees, or an employer with 50 or more employees, different provisions of the ACA may apply to you. Learn about the key provisions of the ACA based on the size of your business below.

    Health Care Reform and how small business will be effected

  • article

    Self-Employed

    Find out which Affordable Care Act provisions may impact self-employed individuals.

  • article

    Employers with Fewer Than 25 Employees

    Find out which key Affordable Care Act provisions may impact small businesses with fewer than 25 employees.

  • article

    Employers with Fewer than 50 Employees

    Find out which Affordable Care Act provisions may impact small businesses with 50 or fewer employees.

  • Key Provisions Under the Affordable Care Act for Self-Employed Individuals

    Self-Employed


    Implementation of the Affordable Care Act occurs in stages, with many of the reforms and requirements taking effect in 2013 and 2014. Some of the provisions that may impact self-employed individuals include:
    • Individual Insurance Marketplaces
    Coverage through new competitive health insurance marketplaces for individuals and small businesses will be in place January 1, 2014 with open enrollment beginning October 1, 2013. The individual health insurance marketplaces will offer a choice of four levels of benefit packages that differ by the percentage of costs the health plan covers. Individuals and the self-employed may qualify for individual tax credits and subsidies on a sliding scale, based on income. Increased access to quality, affordable health care will make it easier for potential entrepreneurs to go out on their own instead of staying at larger firms simply because of "job lock".
    • Coverage through Medicaid Expansion
    Each state operates a Medicaid program that provides health coverage for lower-income people, families and children, the elderly, and people with disabilities. The eligibility rules for Medicaid are different for each state, but most states offer coverage for adults with children at some income level. In addition, beginning in 2014, most adults under age 65 with individual incomes up to about $15,000 per year will qualify for Medicaid in every state. To learn more about your state Medicaid program and other options available to you, use the insurance and coverage finder or visit Medicaid.gov.
    • Find Insurance Options
    Find and compare health plans using this interactive tool provided by the U.S. Department of Health and Human Services.
    • New Medicare Assessment on Net Investment Income
    Beginning January 1, 2013, a 3.8% tax will be assessed on net investment income such as taxable capital gains, dividends, rents, royalties, and interest for taxpayers with Modified Adjusted Gross Income (MAGI) over $200,000 for single filers and $250,000 for married joint filers. Common types of income that are not investment income are wages, unemployment compensation, operating income from a non-passive business, Social Security Benefits, alimony, tax-exempt interest, and self-employment income.
    • Timeline of Provisions
    The Affordable Care Act timeline provided by the U.S. Department of Health and Human Services includes the next steps you can take to implement the provisions.


    Key Provisions Under the Affordable Care Act for Self-Employed Individuals

    Self-Employed


    Implementation of the Affordable Care Act occurs in stages, with many of the reforms and requirements taking effect in 2013 and 2014. Some of the provisions that may impact self-employed individuals include:
    • Individual Insurance Marketplaces
    Coverage through new competitive health insurance marketplaces for individuals and small businesses will be in place January 1, 2014 with open enrollment beginning October 1, 2013. The individual health insurance marketplaces will offer a choice of four levels of benefit packages that differ by the percentage of costs the health plan covers. Individuals and the self-employed may qualify for individual tax credits and subsidies on a sliding scale, based on income. Increased access to quality, affordable health care will make it easier for potential entrepreneurs to go out on their own instead of staying at larger firms simply because of "job lock".
    • Coverage through Medicaid Expansion
    Each state operates a Medicaid program that provides health coverage for lower-income people, families and children, the elderly, and people with disabilities. The eligibility rules for Medicaid are different for each state, but most states offer coverage for adults with children at some income level. In addition, beginning in 2014, most adults under age 65 with individual incomes up to about $15,000 per year will qualify for Medicaid in every state. To learn more about your state Medicaid program and other options available to you, use the insurance and coverage finder or visit Medicaid.gov.
    • Find Insurance Options
    Find and compare health plans using this interactive tool provided by the U.S. Department of Health and Human Services.
    • New Medicare Assessment on Net Investment Income
    Beginning January 1, 2013, a 3.8% tax will be assessed on net investment income such as taxable capital gains, dividends, rents, royalties, and interest for taxpayers with Modified Adjusted Gross Income (MAGI) over $200,000 for single filers and $250,000 for married joint filers. Common types of income that are not investment income are wages, unemployment compensation, operating income from a non-passive business, Social Security Benefits, alimony, tax-exempt interest, and self-employment income.
    • Timeline of Provisions
    The Affordable Care Act timeline provided by the U.S. Department of Health and Human Services includes the next steps you can take to implement the provisions.


     

    Thursday, January 24, 2013

    Wellness programs dominated by dietary health, report says


    Employee wellness programs are dominated by dietary health and related diseases but smoking-cessation initiatives have shown the most progress, according to a report from the Workplace Wellness Alliance, a consortium of companies from around the world. The report said the return on investment for wellness programs includes more than just money saved and can also be measured in better employee engagement and productivity. HI-Mag.com (1/23), Workplace Savings & Benefits online (1/23)

    Wednesday, January 23, 2013

    Elder Law Attorney Discusses Competency & Powers of Attorney

    Question: "My mother is 91 years old and has Dementia/Alzheimer's. She does not know how to read or write, but recently she apparently granted Power of Attorney for her finances to my elder sibling. This was done in secrecy and did not take the rest of the family into consideration. Now my sibling has taken over my mother's house and her bank funds and has placed my mother in a nursing home where she is kept overmedicated. I am concerned about how something like this could have happened. Is there anything I and the rest of my family can do now to have this Legal Directive reversed?"


    Answer: Your family is clearly in a difficult situation. There are several ways to attack this problematic situation, but neither way will be quick and easy, and there is no way to deal with the situation without involving your local probate court.

    Your question seems to suggest your mother may not have been fully mentally competent when she executed the Power of Attorney. If so, the grant of authority was not legally valid. Unfortunately, her bank will not likely take action simply on the word of you or your other family members alone. Rather, you will need to petition the probate court to consider the facts and circumstances and ask that the court renders a judicial decision to that effect. A bank or the holders of other assets will not likely simply take the word of you or your family members that your mother could not have validly give the authority to your elder sibling, but a bank would have to respect the legal opinion of the probate court. The bank would then have to remove your elder sibling’s authority over your mother’s assets.

    Another approach to take would be to concede the Power of Attorney was valid but to demonstrate that your elder sibling is now breaching his or her fiduciary duties and should be formally removed by the probate court.
    In either of the above situations, the probate court would likely seek to formally appoint someone to look after your mother’s personal and/or financial self-interest. When a court makes such an appointment, the appointee is known as a “conservator.” Among the downsides to a conservatorship, there may be tedious reporting requirements put on the conservator and the costs of court proceedings must be borne by the assets and income of the “ward,” the person for whom the conservator has been appointed. On the plus side, since the activities of conservators are under the ongoing oversight of the probate court, banks will readily accept the authority of a court-appointed conservator whereas it may take more convincing to persuade a bank to honor the authority of an agent appointed privately under a durable power of attorney.

    Your predicament illustrates the wisdom of getting one’s estate planning arrangements in order long before there are physical or cognitive health issues. Instead of a document being placed in front of a vulnerable family elderly parent in secret, the process of documenting and formalizing a parent’s wishes can be done in a way that leaves little question about who the parent would like to act for them and what their instructions are to the family members they have named. The plan can and should include the sort of “checks and balances” to make sure no individual appointee can act in their own self-interest, at odds with the wishes of the parent.
    AMSINSURE LTC

    Monday, January 21, 2013

    Elder Law Attorney Discusses LTC Payment Options

    Question: What are the financial options that are available to us for paying for long-term care for our elderly parents? For example, will Medicare and Medicaid pay for these elder care expenses?

    Answer: There are three (3) main options for paying for long-term care – out of pocket (private pay), long-term care insurance, and government programs such as Medicare (very limited), Medicaid (income and asset dependent) and Veterans Administration (income and asset dependent). Which options are available to help your parents will depend on their situation.

    Long-term care refers to medical and non-medical care for a person who has a chronic illness or disability. The need for long-term care, also known as custodial care, occurs when you need care but you are unlikely to get any better. For example, as we age our bodies simply start to wear out and fall apart. This may result in limited mobility, loss of independence and the need for assistance with everyday activities such as dressing, bathing and eating. Or we may need help with everyday activities due to diminished cognitive abilities, neurological conditions, confusion or dementia. Things that used to come naturally, such as turning off the stove when you are done, or remembering that you turned the stove on to make lunch are suddenly gone. The need for long-term care may also arise due to a sudden medical incident such as a heart attack or stroke, which even after the patient reaches “full recovery,” they may still be left with a reduced ability to care for themselves.

    Most often long-term care is non-medical in nature and assists with support services such as activities of daily living like dressing, bathing, and using the bathroom. Long-term care can be provided at home, in the community, in assisted living or in nursing homes.
    Difference Between Medicare and Medicaid - There is a very large difference between Medicare and Medicaid and people confuse the two all the time.

    Medicare is a federally funded entitlement program to provide health insurance primarily to Americans over the age of 65 and many individuals with disabilities. There are several parts to Medicare: Part A covers hospital bills, post-hospital nursing home stays and home health care, Part B covers medical insurance and pays most basic doctor and lab costs, and some out-patient medical services, including medical equipment and supplies, home health care, and physical therapy, Part C is called Medicare Advantage and is the Medicare HMO program, and Part D covers some of the costs of prescription medication.

    Medicaid on the other hand is a federal program, administered by each State, that pays for certain health services and nursing home care for older people with low incomes and limited assets. It also pays for some long-term care services at home and in the community. Medicaid covers a broader range of services and people than Medicare, including children, pregnant women, parents of eligible children, seniors and individuals with disabilities. Its greatest difference from Medicare is that Medicaid is based on need and financial resources. In order to qualify a person must fall into a covered group and meet the financial needs test.

    Medicare generally doesn’t pay for long-term care. Medicare also doesn’t pay for help with activities of daily living or other care that most people can do themselves or that can be provided by family or non-medical personnel. Medicare only covers a small amount of the nursing home care provided in the United States, and only under very limited circumstances, making the hope of Medicare paying the bill quite difficult.

    Medicare pays for 20 days of full coverage if you discharged to a skilled nursing facility after being admitted for at least three days in the hospital, so long as you are receiving skilled care as opposed to custodial care. If you still need skilled care after the first 20 days, you can get up to 80 additional days of partial coverage from Medicare. When the Medicare coverage ceases, you will have to pay out-of-pocket unless you have private long-term care insurance or qualify for Medicaid (“Medi-Cal” in California) benefits.

    If you need “custodial care,” rather than care associated with an injury or illness Medicare won’t pay a dime. Custodial care is defined by Medicare as help with activities of daily living, like dressing, bathing, going to the bathroom and eating. This is the kind of care that can be safely and reasonably provided by people without professional skills or training – like your family. Custodial care is also called “long-term care” and is the type of care that most people will need as they approach the end of their lives.
    If you need custodial care there are a couple of alternatives to pay for it. First, you could purchase long-term care insurance – provided you are healthy enough and can afford the premiums. Many policies can also be used to pay for assisted living and in-home care, as well as skilled nursing care. Second, you can pay for everything directly out of your pocket. Third, if you qualify, Medicaid will pay for your care under certain circumstances. Finally, Veteran’s and widow(er)s of veterans may receive a Special Monthly Pension called “Aid & Attendance.” This benefit is based on a person’s assets and income. If approved for Aid & Attendance, the person will receive additional monthly income to help pay for the cost of health care.

    Consulting with an experienced elder consultant can help you determine the options available to help your parents get and pay for the care they need. It is important that you look at and evaluate all of the options. Assessing the options to pay for long-term care before the need for care arises or before a crisis occurs will ensure the greatest flexibility. Even with good advance planning, making long-term care decisions can be difficult.

    For more information on long term care insurance:  LTC
     

    Sunday, January 20, 2013

    Payroll Tax Changes Effective January 1, 2013


    The national legislation passed in the early hours of New Year's Day changed tax regulations and thus affected employees' personal income taxes and paychecks. Changes include general income tax rates and Social Security and Medicare tax rates and withholding rates.

    The first change affects all employees equally. The 2 percent temporary Social Security payroll tax reduction that was in effect for calendar years 2011 and 2012 was not extended. Therefore,

    the 2013 Social Security tax rate will revert back to the historical level of 6.2 percent. This will mean that all employees will see 2 percent less take-home pay starting with their January paychecks. The new tax rate will affect biweekly employees' Jan. 9 paychecks and monthly employees' Jan. 31 paychecks.

    The second change affects all employees, but the effect will vary depending on each employee's personal situation. The legislation extended income tax cuts for single taxpayers earning under $400,000 a year and married couples under $450,000 a year. Employees with income above those levels will be affected by the top tax rate rising to 39.6 percent, up from 35 percent.

    The third change affects employees with higher compensation and has two parts. Social Security taxes now will be assessed against wages up to $113,700, a change from the 2012 wage ceiling of $110,100.

    In addition, although the overall Medicare tax rate remained unchanged, a new additional Medicare tax of 0.9 percent goes into effect in 2013. This additional tax applies to an employee's wages in excess of $200,000 in a calendar year. The additional Medicare tax withholding will begin in the pay period in which the employee's wages exceed $200,000 and continue until the end of the calendar year.

    Due to the lateness of the recent tax legislation, the 2013 W-4 form has not been updated with the new tax tables. Therefore, W-4 forms for 2013 are not yet available from the Internal Revenue Service (IRS).

    Until the 2013 forms are available, the IRS recommends using the 2012 form. It is necessary to cross out "2012" and write "2013" on the form for it to be valid.

    New forms are anticipated in mid-January. A communication will be forthcoming when they are available.



     

    Thursday, January 17, 2013

    Insurance Rule Will Go By Size Of 2013 Staff_Start counting your staffers now.

    by The Wall Street Journal
    Jan 17,2013
     
    That is the upshot of regulatory guidance issued by the government on Dec. 28, when few small-business owners noticed in the midst of the holidays and the "fiscal cliff" debate.

    Small-business owners have been bracing for 2014, when a health-care law provision is scheduled to kick in, potentially subjecting them to penalties if they don't offer health insurance. Many are planning to keep the number of "full-time-equivalent" employees under 50 to avoid being subject to the provisions of the law.

    But one critical detail that many business owners might not know is that the government will rely on data about the composition of their companies' workforces this year in order to determine whether a firm will be liable under that provision. That means employers need to adjust or manage the makeup of their staffs now—not in one year's time, as many of them had likely planned.

    "Business owners who don't prepare will find themselves paying potentially significant penalties for 2014," says Monique Warren, partner at workplace law firm Jackson Lewis LLP in White Plains, N.Y.

    "I don't think there is a high level of awareness" of the law's provisions, says Penny C. Wofford, employment law attorney at Ogletree, Deakins, Nash, Smoak & Stewart, P.C. in Greenville, S.C. "It's such a complex law and most employers don't fully understand it. But they have to get a handle on it this quarter so they have the option to make adjustments."

    Under the law, only the smallest businesses will be exempt from penalties if they don't offer health insurance in 2014. This provision is commonly called the "employer mandate."

    To determine the size of their firm, and whether it would be subject to the employer mandate, business owners have the choice to calculate their head counts by averaging the full 12 months of 2013 or a consecutive six-month period during the year.

    If a firm falls under the employer mandate and doesn't offer health coverage to their employees or their children up to age 26, and if at least one employee receives federal insurance subsidies, the penalty is $2,000 per year for each full-time employee in excess of 30 full-time employees. There are no penalties if part-time employees aren't offered coverage.

    There are other penalties if coverage is considered "unaffordable" or doesn't provide "minimum value," according to guidelines written in the law.

    The basics that companies need to know:

    —Employers who averaged 50 or more full-time employees or 50 or more full-time-equivalent employees during 2013 will be subject to the employer mandate.

    —A full-time employee is one who is employed (work and paid leave and vacation) an average of at least 30 hours a week, or 130 hours in a month. Seasonal employees may be counted as full-time.

    —A full-time equivalent refers to a combination of employees, each of whom individually is not a full-time employee. Part-time or part-time seasonal workers can be lumped together to count as full-time equivalent.

    —To calculate the number of full-time equivalents in a given month, add all the hours worked, but not more than 120 hours of service for any employee, and divide the total by 120.

    Copyright 2013 Dow Jones & Company, Inc. All Rights Reserved

    California Health Benefit Exchange Vision, Mission and Values

     
    The vision of the California Health Benefit Exchange is to improve the health of all Californians by assuring their access to affordable, high quality care.

    The mission of the California Health Benefit Exchange is to increase the number of insured Californians, improve health care quality, lower costs, and reduce health disparities through an innovative, competitive marketplace that empowers consumers to choose the health plan and providers that give them the best value.
    The California Health Benefit Exchange is guided by the following values:  
    http://www.ca.gov/

    Wednesday, January 16, 2013

    Strategies Boost Employees’ Health

    Certain employer strategies, such as consumer driven or HSA (health savings) plans and wellness programs, are effective in motivating employees to improve their health, according to a survey from Aon Hewitt. Researchers surveyed more than 2,800 employees and their dependents covered by employer health plans. Sixty percent of employees who are enrolled in consumer-driven plans say they have made positive behavior changes related to their health; 28% get routine preventative care more often; 23% seek lower-cost health care options and 19% research health costs more frequently.


    Seventy-eight percent of employees who are enrolled in consumer-driven plans are satisfied with the plans and 89% expect to re-enroll in this option for 2013. Ninety-seven percent of workers who have been in an account-based plan for two years or more say they plan to re-enroll.
    Up to half of consumers would participate in a wellness activity that offered no financial incentive as long as participation was easy and convenient. Sixty-three percent of consumers would complete a health risk questionnaire for a monetary reward, and 62% would participate in a healthy eating or weight management program. Forty-eight percent would participate in a medically sponsored program to help them manage a health condition.

    Fifty-eight percent of employers offer incentives for completing a lifestyle modification program (for example, to quit smoking or lose weight). About one-quarter offer incentives (monetary or non-monetary) for making progress toward meeting acceptable ranges for biometric measures, such as blood pressure, BMI, blood sugar, and cholesterol.
    Eighty-six percent of workers who received suggested action steps based on a health-risk questionnaire went on to take some action, and 65% made at least one lifestyle improvement. Total health care costs per employee were $10,522 in 2012, and employers’ share of that cost was $8,318. When asked how much of the bill their employer pays, consumers significantly underestimate the portion their employers paid, guessing about half of the cost. For more information, visit www.businessgrouphealth.org.

    Study links presenteeism to lifestyle, wellness support

    Employees who had unhealthy diets were 66% more likely to have high presenteeism than those who ate healthier foods, while workers who exercised occasionally were 50% more likely to have presenteeism than colleagues who worked out more regularly, according to a study in the journal Population Health Management. Researchers found employees who said company management did not support efforts to be physically active or emotionally healthy were much more likely to have high presenteeism. The Salt Lake Tribune (Utah) (1/15)

    Survey: 39% of employees say weight loss is top health concern

    An employee survey by ComPsych found 39% of workers named weight loss as their top health concern, while 26% said it was stress. The survey found 17% of people were concerned about exercising and 6% said their top issue was to stop smoking. BenefitsPro.com (1/15)