[ ] 1 iowa telecommunications association health reform update
TRANSCRIPT
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Iowa Telecommunications Association
Health Reform Update
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WELLNESS IN THE WORKPLACE
How can it save you?
Lindsay Guenther, HR Generalist
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Back to Health Class
Question:
Even when resting, what muscles work twice as hard as the leg muscles of a person sprinting?
Answer:
The human heart.
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Back to Health Class
Question:
Approximately how many gallons of blood is pumped through your body by your heart each day?
Answer:
2,000 gallons
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Back to Health Class
Question:
During the average lifetime, how many times will the human heart beat?
Answer:
2.5 billion times
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..And the cold reality
Question:
What percentage of deaths in the U.S. are from heart disease?
Answer:
25% (1 in every 4 deaths)
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The Cost of Poor Health
• In 2010, the cost of cardiovascular disease in the U.S. was about $444 billion.– Heart conditions– Stroke– Peripheral artery disease– High blood pressure
• $1 of every $6 spent on healthcare was spent on the above conditions
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The Cost of Poor Health (to your business)• Increased number of sick days/employee
absenteeism• Turnover• Presenteeism• Increased healthcare costs
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The Rise of Costs
8%Single
9%Family
Overall inflation was 2%.
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The Rise of Costs
Six causes of increased healthcare costs
1. Hospital Visits
2. Doctor Visits
3. New Medical Technologies
4. Lab Tests
5. Drugs
6. Health Plan Administrators
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Back to Class
Question:
What is our controllable action in lowering the costs of healthcare?
Answer:
Education about being a smarter health consumer and wellness programs.
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Who Even Participates?
52%Wellness
programs give them more energy and productivity.
41%Wellness programs encourages them to
work harder and better.
40%Wellness
programs would drive retention.
In a 2011 study conducted by Principal Financial Group, thousands of employees of companies who
offered wellness programs said…
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Creating a Wellness Program
• Organizational Culture and Leadership– Develop a “Human Centered Culture”– Demonstrate leadership– Encourage mid-level management
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Creating a Wellness Program
• Program Design– Establish clear principles– Integrate relevant systems– Eliminate recognized occupational hazards– Be consistent– Promote employee participation
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Creating a Wellness Program
• Program Design (continued)– Tailor programs to the specific workplace– Consider incentives and rewards– Find and use the right tools– Adjust the program as needed– Make sure the program lasts– Ensure confidentiality
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Creating a Wellness Program
• Program Implementation and Resources– Be willing to start small and scale up– Provide adequate resources– Communicate strategically– Build accountability
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Creating a Wellness Program
• Program Evaluation– Measure and analyze– Learn from experience
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One Last Question
Question:
Although we can’t fully stop the rise of healthcare costs in the U.S., who can help create awareness around better lifestyles and healthy choices related to their employees?
Answer:
You.
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Sources
• Iowa Public Television http://www.pbs.org
• Cleveland Clinic http://my.clevelandclinic.org/
• Center for Disease Control and Prevention http://www.cdc.gov/niosh/TWH/essentials.html
• Kaiser Family Foundation http://kff.org/
• WebMD http://www.webmd.com/healthy-aging/features/heart-disease-medical-costs
• CNN Money http://money.cnn.com/
• Principal Financial Group http://www.principal.com/wellbeing/2011/wbwellness-4q2011-data.pdf
• National Institute for Occupational Safety and Health http://www.cdc.gov/niosh/
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Questions?
Lindsay Guenther, HR GeneralistKiesling Associates [email protected]
(515)221-4647West Des Moines, IA
Thank you!
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TAX CONSIDERATIONS
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Upcoming Changes
– Individual mandates– Employer play or pay – Employer mandates (2015)– Large employer auto enroll requirement– Insurance exchanges for individuals and small businesses– Guaranteed issue, renewability and rating variation
requirements– Annual limits– Limit on waiting periods– Wellness incentives– Preexisting condition exclusions– Comprehensive health insurance coverage– Limits on cost sharing and deductibles
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Major Changes
Insurance Exchanges– Under the law, states will create insurance
exchanges that will be operational by 2014– Open to both eligible individuals and some
employers• Before 2017, open to employers with 50 or
fewer employees only• Starting 2017, each state will be allowed to
open up the exchange to larger employers
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Individuals
• The Shared Responsibility Provision– Effective January 1, 2014– Certain exemptions, some of which need to
be certified• You are not required to file a tax return• Coverage is more than 8% of household
income
– Penalties apply if exceptions do not apply
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Premium Tax Credit
• Insurance is through the exchange• Are not eligible through employer plan• Are within certain income limits• If married you must file joint• Cannot be claimed as a dependent
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Income Limits
• Individuals – Up to $45,960• Family of two – Up to $62,040• Family of four – Up to $94,200
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Credit Limitations
Income Relative to FPL
Floor Premium Responsibility
Ceiling Premium Responsibility
Up to 133% 2.0% 2.0%
133% to 150% 3.0% 4.0%
150% to 200% 4.0% 6.3%
200% to 250% 6.3% 8.05%
250% to 300% 8.05% 9.5%
300% to 400% 9.5% 9.5%
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Credit Calculation
Household Income $60,000
Family Size 4
FPL 255%
Estimated health insurance $7,128
Credit limitation 8.19%
Out of pocket $4,914
Premium credit $2,214
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Penalty Calculation
The Lesser of: Flat Dollar Exceeds Income
2014 $95 1.0%
2015 $325 2.0%
2016 + $695 2.5%
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• Available 2014 if participating in exchange
• Phase-outs– 10 to 25 full time equivalents– $25,000 to $50,000 in wages
• 50% of employer’s non-elective contributions
• Credit is netted against deduction
Business Health Insurance Credit
30
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• Exclusions– Self-employed– 2% shareholders in an S-Corp– 5% shareholders of C-Corp
Health Insurance Credit
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Health Insurance Exchange Credit• Available in 2014• Credit equal to 50% of costs purchased
through state exchange• Available for only 2 consecutive years• Additional exchange information
available in October 2013
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Manager $62,000
Asst Manager 41,000
Accountant 40,000
Customer Service 1 38,000
Customer Service 2 29,000
Total Wages $210,000
Health Insurance Credit
33
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Full time employees 5
Part time employees 1
Total annual hours worked by PTE 1,040
Full time equivalents(FTE) -
Total employees 5
Total annual wages $210,000
Average annual wage $42,000
Health Insurance Credit
34
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Health insurance premiums $55,000
Maximum credit(50%) $27,500
FTE exceeding 10 -
AAW exceeding $25,000 $17,000
AAW credit reduction $18,700
Net credit $8,800
Health Insurance Credit
35
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Requirement to Provide Insurance• Deferred Until 2015
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Employer Responsibilities
Employers with more than 50 Ees to pay 2k per employee if no health insurance coverage is offered and 1 EE is receiving premium assistance
– First 30 employees are excluded from calculation of penalty
– Full time employees only are used in calculation
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Minimum Essential Coverage
• The employee’s share must not exceed 9.5% of household income
• The employer’s share must be at least 60% of the actuarial value of the total plan
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Full Time Equivalent (FTE)
• Employed on average 30 hours in a week
• Employed 130 hours in a month• Part time hours are divided by 120 per
month• Seasonal workers excluded if 4 months
or less
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Counting Employees
• Full time employees for each month +• FTE for each month =• Divide by 12
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Monthly Calculation
Employees Hours Total Hours FTE
Full time employees 47 130 6,110 47 Part-time 6 90 540 4
51
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Annual CalculationFull-Time Part-Time Total
Jan 47 2 49 Feb 47 2 49 Mar 47 2 49 Apr 47 2 49 May 47 6 53 Jun 47 6 53 Jul 47 6 53 Aug 47 6 53 Sep 47 6 53 Oct 47 2 49 Nov 47 2 49 Dec 47 2 49
608 ÷ 12
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Annual CalculationFull-Time Part-Time Total
Jan 47 2 49 Feb 47 2 49 Mar 47 2 49 Apr 47 2 49 May 47 6 53 Jun 47 6 53 Jul 47 6 53 Aug 47 6 53 Sep 47 2 49 Oct 47 2 49 Nov 47 2 49 Dec 47 2 49
604 Seasonal (16)
588 ÷ 12
49
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Employer Costs
Total Exemption Net
Employee
Cost
Employer
Cost
Jan 49 30 19 166.67 3,166.73 Feb 49 30 19 166.67 3,166.73 Mar 49 30 19 166.67 3,166.73 Apr 49 30 19 166.67 3,166.73 May 53 30 23 166.67 3,833.41 Jun 53 30 23 166.67 3,833.41 Jul 53 30 23 166.67 3,833.41 Aug 53 30 23 166.67 3,833.41 Sep 53 30 23 166.67 3,833.41 Oct 49 30 19 166.67 3,166.73 Nov 49 30 19 166.67 3,166.73 Dec 49 30 19 166.67 3,166.73
2,000$ 41,334.16
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Wellness Program
• Limited to 30% of employee coverage and 50% for smoking.
• May increase premium or provide credit• Can be a
– Participatory Wellness Program– Contingent Health Program
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Participatory Wellness Program• Providing incentives for
– Health club memberships– Smoking cessation classes– Preventive care
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Contingent Health Program
• Increasing employee rates for– Smoking– Body Mass Index– Blood Pressure– Cholesterol Levels
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W-2 Reporting of Health Costs• If <250 W2 filed in prior year exemption
for 2012 forms and 2013 until further guidance issued
• Reporting done in box 12, code DD• Reporting is for information purposes
only
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W-2 Reporting of Health Costs• Exemptions
– Long term care insurance– Worker compensation– Supplemental liability
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Resources
• Kaiser Family Foundation – www.kff.org• www.healthcare.gov• http://www.cms.gov/cciio/index.html• http://www.irs.gov/uac/Affordable-Care-
Act-Tax-Provisions-Home
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Questions?
Todd Thorson, PartnerKiesling Associates [email protected]
(515)221-4623West Des Moines, IA
Thank you!