health reform survival strategies -...
TRANSCRIPT
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Health Reform Survival Strategies Eric Johnson
ComedyCE.com
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Two Options:
Get Out Stay In
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Get Out!
Are brokers really leaving?
Studies say they are
Other brokers are selling out to larger firms with more resources
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Stay In
Work harder
Make less $$
Work even harder
Make the same $$
Work smarter
Make more $$
How do people get smart?
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How do people get smart?
The Law
The Market
Our Competitors
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Our Competition
60k
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Pareto Principle
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Not enough! This creates an
opportunity
How many employers are getting good advice?
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Do the same rules apply to each segment?
What are the three market segments?
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What are the three segments?
Large Group Small Group Individual
Can we further divide each one?
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Segmenting the Market Segments
Individual • >400% FPL
• <400% FPL
Small Group
• 2-9
• 10-50
Large Group
• 51-99
• 100+
• Carve Out
• No Coverage
Household Income
Size & Health Status
Size, Health Status, Current Coverage
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Can we further divide each one?
Individual • >400% FPL: no subsidy; now guaranteed issue
• <400% FPL: subsidy-eligible
Small Group
• 2-9: max tax credits (small group / individual)
• 10-50: great ASO candidates
Large Group
• 51-99: transition relief; will be small soon
• 100+: must offer coverage in 2014
• Carve Out: expand or drop coverage
• No Coverage: play or pay, MEC candidates
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INDIVIDUALS AND FAMILIES
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>400% FPL and/or Not Subsidy Eligible
Focus on their need for health insurance
Lots of money – something to lose
Medical conditions – something to gain
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<400% FPL and Subsidy Eligible
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Learn about Medicaid and CHIP
This is your opportunity to give
back
Remember all those ethics courses?
Prove that you learned something!
Don’t let the navigators be the only
ones to help these folks.
Show the government that navigators aren’t
needed.
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Sell Medicare
Lots of similarities between the Individual and Medicare markets
Guaranteed issue Government
subsidized
Annual enrollment periods that don’t completely overlap
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Don’t depend on groups dissolving
Not happening like we expected…yet
Remember, Texas has the highest uninsured rate in the nation – lots of prospects
Nearly two-thirds of small employers don’t currently offer coverage – groups of prospects (low hanging fruit)
Existing group clients – part-timers who probably qualify for subsidies
What about all those people you ran individual quotes for who didn’t qualify for coverage in the past? You kept their contact info, right?
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Set up a Storefront
American Health Underwriters, Downtown Fort Worth
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SMALL GROUPS
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12/1 Strategy
Moved younger, healthier groups (those paying below-average rates in 2013) to a 12/1 effective date
• Delayed market reforms (essential benefits, cost-sharing limitations) and allowed the government make corrections ($2k deductible)
• Delayed modified adjusted community rating (ACR)
Moved older, sicker groups (those paying above-average rates in 2013) to a 1/1 effective date
• Underwriting eliminated
• Lowered rates
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Grouped Together
For the first time in insurance history, risk is segregated by month
Best Risks: 12/1
Worst Risks: 1/1
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Groups with other effective dates
You might have a bad broker if…
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2-9 Employees
Segment which is most likely to dissolve.
If it makes sense to offer coverage, do it. If not, don’t.
Those who do qualify for the maximum credit have very low-paid employees who would likely qualify for significant subsidies in the individual market.
Tax credit was designed to encourage small employers to start offering coverage.
Is that happening?
May qualify for the max tax credit of 50%
(10 or fewer employees, $25k or less in average wages)
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10-50 Employees Drop Group Coverage
(+ Def. Contribution)
ACA-Compliant Plan
Stay Grandfathered
Transition Relief ASO
Wellness Programs
Health Savings Accounts
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Defined Contribution
HRAs, EPPs, and 125 plans are eligible employer-
sponsored plans
Eligible employer sponsored plans
•are considered minimum essential coverage
•cannot place limits on essential benefits
•must provide up-front preventive services with no cost-sharing
These plans can be integrated with individual coverage but not group
coverage for purposes of the annual dollar limit prohibition and preventive
services requirement
Therefore
•HRAs, EPPs, and 125 plans used to purchase individual coverage are out of compliance with the market reforms
•Even if they weren’t out of compliance, they would block employees from getting a subsidy
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So far in 2014
January 1 groups (older groups with more medical conditions) have moved into ACA-compliant plans and are benefiting from the law.
December 1 groups (younger, healthier groups that have historically paid below-average rates) have yet to feel the impact.
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Rate Compression Right now the rates at the top have been
suppressed, pre-supposing the bottom will come up.
But b/c of transition relief and an aggressive ASO strategy, the bottom will never come up, so the top will move back up over time and the bottom will stay where it is.
Jan. 1
Dec. 1
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ASO
Can load or DTQ the groups
•Similar rate bands as we had before ACA as a result of ASO
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ASO
Don’t sell it like self-funded! Why large groups self-insure
• Think they can beat the market
• Cash flow advantage
• Benefit flexibility
Not same reasons for small groups
• ACR is the only reason – groups get to be rated by the same rules that helped them get lower rates in the past
• Goal is for the max liability to be close to where you were before – any savings is a bonus
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ASO
Small groups will move in and out of ASO as their risk changes
Every fully insured group every year should be checking to see if they should go self-funded
This makes the small group broker even more important because of the strategy
They’ve tried to commoditize you and they’ve just done the opposite – made you more important
Self-funded will capture the bottom 30% of the market and help preserve the lower rates that we had before –Mark Bellman
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51-99 Employees
Will be small groups in 2016
Ideal effective date is 10/1 to take advantage of transition relief and avoid ACR
Eventually, self-funding option will be good for this size group as well
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The Threat
• Setting stop-loss too high ($50k)
State or Feds could
kill it
• Republican-controlled house
• NAHU guarding the wall
Unlikely to happen at a federal level
• We’re a red state Unlikely to happen in
Texas
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Transition Relief
Can renew with current, non-compliant plan (just like being grandfathered without being grandfathered)
Same benefits and rating rules as in the past
Unhealthy groups probably won’t want to take advantage of this (they should have already move to ACA-compliant plans)
Healthy groups may have a higher renewal because carriers still need to offset the cost of the unhealthy groups who aren’t paying as much now.
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LARGE GROUPS
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Shift Full-Timers to Part-Time
Not ok!
• ERISA says that if your only motivation in moving employees to part-time is to avoid offering them health insurance, that’s a violation.
• Subject to fines and potential lawsuits.
• There are still legitimate business reasons to cut employees’ hours.
Source: http://www.cbpp.org/cms/?fa=view&id=4028
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Replace old employees with part-timers
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Save American Workers Act
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King vs. Burwell
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4 Possibilities:
30 Hours Subsidies
40 Hours Subsidies
30 Hours No Subsidies through FFM
40 Hours No Subsidies through FFM
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Ditch the Spouse
Not included in definition of dependent
If spouse is not eligible for group coverage, he/she is not blocked from a subsidy
Would still pay family rate (% of household income) in individual market
Hurts higher-paid employees
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Skinny Plans – 3 Perspectives
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Get your money up front
MEC:
• Charge up-front consulting fee for carve-outs because they’re not going to like the answer you give them
• Answers are bad or worse
• Not used to offering insurance, so they won’t be happy
• You don’t get paid a commission on the penalties…
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No benefit for employees
Since the goal of offering the plan is to minimize employer penalties, brokers are encouraged not to explain the benefit of the subsidies
A subsidy may be better for them
Enrolling in the plan blocks them from a subsidy
Since they don’t pay attention during the enrollment meetings, they may think they have coverage they don’t have
Stripped-down plan doesn’t really help employees
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The Right Way to Sell Explain to employer that not offering coverage hurts the company but offering MV coverage could hurt employees
Offer MEC plan to help employer avoid penalties
Pair MEC plan with a limited benefit option (excepted benefits) to create a better solution for employees
Don’t block employees from a subsidy
In the enrollment meeting, explain the value of the subsidies so those who would benefit take advantage of the option
Explain the implications of signing up for the MEC plan or 125 plan
For those who don’t decline the MEC plan, explain the value of the employer plan (good up-front coverage, no penalties, pre-tax)
Good news: high participation requirements mean higher commissions
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BENEFITS COMMUNICATION
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Your Job
Increase ROI
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Calculating Return on Investment
ROI Bang Buck
Two ways to accomplish: more bang or fewer bucks
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Good Communication is a MUST
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Sell the Value (the bang) Better benefits
Better network
Don’t have to deal with the government
Employer contribution
Tax-free gift
Pay your share with pre-tax dollars
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Cram in some more stuff (more bang!)
Tell them about carrier-provided freebies
Employer-paid ancillary
Voluntary products
Other fringe benefits
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Minimize the Negatives
Explain CHIP and hand out brochures
Throw the government under the bus
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COMPLIANCE
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Compliance!
That’s part of increasing ROI –
reducing exposure to
penalties
Compliance penalties are
much bigger than the employer
mandate penalties
Outsource compliance,
especially ERISA
Use compliance to win business
from bad brokers
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IN SUMMARY
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Your Two Takeaways
The majority of brokers are a bunch of
idiots
Play offense on 12/1 or you miss out on a
chance of a lifetime
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Go after groups with current coverage
•10-50 with 12/1
•51-99 fully-insured groups
Solve a reasonably
fixable problem
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A Final Thought
• One group renews 6/1, gets rate increase of 50% more
• Other group moved to 12/1, takes advantage of transition relief or ASO
Two 40-man plumbing groups with identical
demographics
• In the past you could dabble in benefits and your mistakes only cost 5 to 10%
• Now a mistake could cost the plumbing company the business Big difference!
Compelling reason to get good brokers to take AORS, if you don’t, you’re doing Texas a disservice