CDH - Shifting Behavior Rather Than Costs

Since the "birth" of so called Consumer Driven Health Plans (CDHP) in the mid 90's, opponents have argued that CDHP's merely shift health care related costs from employer to employee. This is simply not the case, and health insurer/administrator Cigna's eighth annual "Choice Fund Experience Study" offers quite the opposing view, buttressed by empirically derived facts.  Over the course of CDH's evolution, I have learned a great deal from many of the pioneers and trailblazers of CDH, including the "father of HSAs" (John Goodman), "Mr. HSA" (Roy Ramthun), and the "Godmother of CDH" (Regina Herzlinger).  And studies like Cigna's provide sound data and efficacy to once again advance the fact that CDH LOWERS HEATH CARE COSTS without sacrificing care or coverage!

The study compares actual claims experience from 3.6 million Cigna customers enrolled in CDH, traditional PPO, and HMO health plans.  To access a summary of findings, click here - http://newsroom.cigna.com/images/9022/874630_ExecutiveSummary_FINAL.pdf
Here are some interesting, if not compelling highlights...

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What Employees Should Know About the ACA

I am often asked by HR professionals, CEO's, CFO's, Executive Directors, etc. the following question - "what should I be telling my employees about the Affordable Care Act (ACA)"?  Between the 2,700 pages of the actual law, and the thousands of pages of regulations and guidance released to date, the question is very relevant, and extremely important.  While I firmly believe folks occupying roles with the aforementioned titles should receive a thorough initial overview of the ACA, and ongoing guidance and updates; rank and file employees need only get the absolute critical aspects.  So you might ask - "what are the critical aspects"?

My list of employee-centric, critical aspects is based on the following questions/criteria:

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Workplace Wellness Programs

Within just the past decade or so, Workplace Wellness has become an industry within an industry.  In fact, as a benefits broker/consultant, I get as many calls from Wellness program vendors as I do from insurance companies, seeking new client opportunities.  Recently I came upon an article that made some interesting points relative to Workplace Wellness programs, and the potential outlay of employer dollars in the interest of reducing health care related claims costs.  Here are some thoughts for readers and stakeholders to ponder:

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Public Marketplaces/Exchanges Still Open!

Despite numerous reports of the "closing" of the Affordable Care Act's (ACA) public health insurance exchanges/marketplaces on March 31, 2014, THEY'RE ACTUALLY STILL OPEN FOR BUSINESS!  Media reports stating that "the exchanges are closed" are simply inaccurate.  Much like group health insurance plans, ACA marketplace/exchange plans have two (2) enrollment periods:

1. Open Enrollment - which ran from 10/1/13 - 3/31/14 in the inaugural year of the launching of the public marketplaces/exchanges.   IMPORTANT: The Department of Health and Human Services (HHS) announced on March 26, 2014 that it would extend the open enrollment deadline for consumers to enroll in a public marketplace/exchange health insurance plan if they started enrollment before March 31 but weren’t able to complete the application by midnight.; and
2. Special Enrollment - qualified individuals have another opportunity to obtain coverage both on and off the the public marketplaces/exchanges, on a guarantee issue basis, with all the other ACA related provisions (e.g., community rating, 10 essential health benefits, no pre-existing condition limits, etc.).  Such an opportunity, referred to as a "special enrollment period" is triggered by one or more "circumstances", including, but not limited to the following:

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