This week, the IRS released IRS Rev. Proc. 2022-24, which includes the 2023 limits for health savings accounts (HSA) and high-deductible health plans (HDHP).
Below is a comparison of the 2022 and 2023 limits for HSAs and HDHPs.
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If you have any questions, get in touch with our team for more information.
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Proposed Rule to Fix “Family Glitch” Introduced to Strengthen the Affordable Care Act
On April 6, the Biden Administration released a proposed rule to fix the family glitch. Back in 2021, the President issued an Executive Order asking federal agencies to strengthen the Affordable Care Act. This proposed rule is being used to revise the definition of “affordability” of employer-sponsored coverage as it applies specifically to family members of the employee.
The earliest this proposed rule, if approved, would become effective is January 1, 2023. There is a comment period for stakeholders and there remain some tenuous obstacles that could delay the process.
Current regulations define “affordability” as it pertains to employer-based health insurance as coverage solely for the employee, not for family members, thereby making family members ineligible for a premium tax credit. The proposed changes would allow for the family members of workers, who are offered affordable self-only coverage but unaffordable family coverage, to qualify for premium tax credits in the exchange. While this proposal may help to assist family members with the ability to obtain a subsidy, it would not allow the employee to access a premium tax credit if the employee’s offer of coverage from the employer is deemed affordable. More to come on this topic soon!
Preventive Care Services
Almost all group health plans must cover in-network preventive services and immunizations without cost-sharing (e.g., deductibles, coinsurance, and copayments) or annual limits.
Preventive care services and immunizations include:
- Recommended evidence-based preventive services from the United States Preventive Services Task Force with a rating of A or B
- Immunizations recommended by the Advisory Committee on Immunization Practices of the Centers for Disease Control and Prevention
- Preventive care guidelines developed by the Health Resources and Services Administration and the American Academy of Pediatrics
- Women’s preventive services, including well-woman visits, support for breastfeeding equipment, contraception, and domestic violence screening (certain group health plan sponsors may be exempt from covering contraceptive services, see below)
Contraceptive coverage exemption rules:
Rules finalized under the ACA offer accommodation for eligible organizations that object to covering contraceptive services. Only religious employers – churches or houses of worship as defined by the Internal Revenue Code – can qualify for the exemption. Under the ACA rules, other eligible employers who objected to covering contraceptives on religious grounds were required to self-certify with their insurance carrier or third-party administrator (TPA) or file a notice with the Department of Health and Human Services (HHS). This process placed the responsibility of covering contraceptive services on the insurance carrier or TPA, and ensured the customer/individual policyholder had no cost share expenses for such services.
Final rules issued on Nov. 7, 2018 by multiple federal agencies were set to expand the exemption for employers to not cover contraceptive services under their sponsored group health plans for both religious and moral objections. On Jan. 14, 2019, a Pennsylvania federal court issued a preliminary injunction that prevents the rules from being implemented in any state unless or until the injunction is removed. The injunction maintains the status quo and rules in place under the ACA.
Wellness Programs and Incentives
Federal regulations are complex – understand the rules for “participatory” and “health-contingent” wellness programs and related incentives
Many employers offer wellness programs to support employees and their family members in improving their health. In addition to encouraging a culture of health, these programs are designed to reduce health care costs for both employees and the company.
The current trend in wellness programs is toward health-contingent programs that reward employees for outcomes such as smoking cessation, weight loss, and managing chronic conditions like diabetes and high blood pressure and cholesterol.
A consistent set of wellness program and incentive limit rules were adopted under the Affordable Care Act (ACA) by the Department of Labor (DOL), Health and Human Services (HHS), and the Internal Revenue Service (IRS) and made effective January 1, 2014. The regulations focus on:
- Two types of wellness programs: participatory and health-contingent (activity-only or outcome-based)
- Requiring reasonable alternatives in health-contingent programs so everyone has the opportunity to earn the full reward
- Establishing the value of incentives that can be awarded for some types of programs
- Requiring employers to offer the opportunity to earn incentives at least once per year
Other wellness program rules and regulations
The ACA rules are just one set of federal regulations that impact employer wellness programs. Rules adopted in 2016 by the fourth agency, the Equal Employment Opportunity Commission (EEOC), under the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act (GINA) also need to be considered by employers when designing wellness programs.
The incentive limits in EEOC’s 2016 rules were challenged by the American Association of Retired Persons (AARP) as being too high and potentially coercive. The D.C. District Court found the limits to be insufficiently justified, and issued an order to vacate the rules on January 1, 2019 if clarification or new rules were not issued. The EEOC has formally removed incentive limits from ADA and GINA, but has not provided insight on an anticipated date for new rules. ADA and GINA incentive limits are no longer effective as of January 1, 2019. It is important to note that the remaining sections of the ADA and GINA rules (e.g., ADA’s reasonable accommodations and GINA’s limited use of collecting genetic information) remain in effect.
Under the ADA regulations, employers are allowed to ask disability-related questions and conduct medical exams for voluntary wellness programs that promote health or wellness. There are several key differences between the ACA and the ADA:
- Reasonable accommodations must be provided if an employee is unable to complete part or all of a wellness program for disability-related reasons (a reasonable alternative under the ACA can be considered a form of reasonable accommodation under the ADA)
- Employers may only receive information from wellness programs in aggregate, any individually identifiable information received is considered PHI
- Privacy notices describing the handling of medical information, and procedures for safeguarding information privacy must be distributed to all wellness program participants
The statutory text of the ADA provides a safe harbor that allows medical inquiries and examinations to be conducted in connection with a “bona fide benefit plan.” This statutory language has been interpreted to include employer-sponsored wellness programs within that safe harbor, and the courts have agreed.* The final ADA regulations clearly state that the “bona fide benefit plan” safe harbor does not apply to rewards and penalties offered in connection with an employer’s wellness program that includes disability-related inquiries or medical examinations, and go on to state that the EEOC does not agree with the outcome of the cases on this issue.
Under GINA, employers may solicit genetic information from the employee as part of a wellness program, so long as it is made clear that disclosing this information is voluntary.
Other key differences between GINA and ACA include:
- Limits use of genetic health information collected through a wellness program
- Regulates sharing of health information collected from spouses
- Prohibits health and genetic information collection from employees’ children
- Prohibits the sale of genetic information provided through a wellness program to other vendors
In combination, it is clear that compliance with one set of regulations does not necessarily ensure compliance with all the others. Employers should review their wellness programs and incentives against all regulations, and consult with their current carrier and broker for more information.
Consolidated Appropriations Act Signed Into Law, Includes Multiple Health Care-Related Provisions
On Dec. 27, 2020, President Trump signed into law a $1.4 trillion government funding package (the Consolidated Appropriations Act, 2021) and a $900 billion COVID-19 relief bill providing critical pandemic aid and an extension of government funding through Sept. 2021. The Consolidated Appropriations Act, 2021 [PDF] includes a number of healthcare-related provisions. This update addresses two of those provisions: ending surprise billing for emergency and involuntary out-of-network services and requiring new health plan reporting on prescription drug spending.
No Surprises Act – Ending Surprise Medical Billing
For individual and group health plans, effective for plan years beginning on or after Jan. 1, 2022, the No Surprises Act ends surprise medical bills by holding the patient harmless for out-of-network (OON) care that meets certain criteria (emergency services or certain non-emergency situations where patients do not have the ability to choose an in-network provider) and air ambulance services. This means that patients will only be responsible for applicable in-network cost-sharing amounts for the OON services received.
The legislation requires health plans to make payments to OON providers after an applicable bill is submitted, but does not specify the amount of initial payment, nor any claims requirements. If providers dispute the payment made, the plan and provider will enter into a 30-day open negotiation period to settle the claim. If the required negotiation proves unsuccessful, then either party may initiate a binding “baseball-style” arbitration process (called an Independent Dispute Resolution), with the arbitrator selecting one of the final best offers submitted by each party. The arbitrator can consider a wide range of relevant information when determining a final provider reimbursement amount but is prohibited from considering billed charges of the provider, including usual and customary charges or rates, or those paid by public programs such as Medicare, Medicaid, TRICARE, or any state benefit program.
Under limited circumstances, OON providers are still permitted to balance bill patients if they give patients notice of their network status, an estimate of charges 72 hours prior to providing services, and the patient gives consent.
Price and Provider Network Transparency
The No Surprises Act includes additional provisions intended to help patients understand their potential cost responsibilities for the care, as well as the network status of their providers. For plan years beginning on or after Jan. 1, 2022, individual and group health plans are required to:
- Provide patients an Advanced Explanation of Benefits (EOB) for scheduled services or items at least three days prior to treatment.
- The Advanced EOB must include (1) provider and/or facility network status, (2) the contracted rate based on billing/diagnostic codes submitted by the provider (for in-network providers only), and (3) good faith estimates of patient cost-sharing.
- Offer a price comparison tool for consumers and make the information available by phone.
- Maintain up-to-date online provider network directories.
Reporting Requirements on Pharmacy Benefits and Drug Costs
The Consolidated Appropriations Act, 2021 also creates a new reporting requirement for individual and group health plans. Beginning no later than one year after the law’s enactment, and by June 1 each year thereafter, health plans are required to report information on plan medical costs and prescription drug spending to the Secretaries of the Departments of Health & Human Services (HHS), Labor, and Treasury.
Information to be submitted includes:
- The 50 brand prescription drugs most frequently dispensed by pharmacies for claims paid by the plan and the total number of paid claims for each such drug.
- The 50 most costly prescription drugs with respect to the plan by total annual spending and the annual amount spent by the plan for each such drug.
- The 50 prescription drugs with the greatest increase in plan expenditures over the plan year preceding the plan year that is the subject of the report and, for each such drug, the change in amounts expended by the plan or coverage in each such plan year.
- Total spending on health care services includes: (1) hospital, health care provider, and clinical service costs, broken out for primary care and specialty care; (2) costs for prescription drugs; and (3) other medical costs, including wellness services.
- Any impact on premiums by rebates, fees, or other compensation paid by drug manufacturers to the plan or its administrators or service providers, including the amounts paid for each therapeutic class of drugs, and the amounts paid for each of the 25 drugs that yielded the highest amount of rebates and other compensation during the plan year.
- Any reduction in premiums and out-of-pocket costs associated with rebates, fees, or other compensation.
- Average monthly premium paid by employers on behalf of enrollees, as applicable, and that paid by enrollees.
HHS is then required to publish a report of aggregate prescription drug pricing trends and the impact of such spending on premiums. The first report is expected to be published 18 months after the initial health plan reports are submitted. Subsequent reports will be published biannually.
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