1. The Impact of PPACA on your Business Kimberly A. Nash, MBA, SPHR, CMS Director of Human Resource Services Brown & Brown Alpha Benefits Division January 2013

2. Disclaimer Brown & Brown Alpha Benefits Division provides a variety of business advisory consulting services for its clients. Brown & Brown Alpha Benefits Division does not, however, provide legal services and does not employ individuals licensed or competent to practice law in any jurisdiction. Therefore, any services or information provided by Brown & Brown Alpha Benefits Division are not legal opinions or legal advice. If legal advice, counsel, or representation is needed, the services of a competent legal professional should be sought.

3. Revenue Generators (Taxes)

4. Medicare Tax Effective January 1, 2013 Taxpayers with wages in $200,000 (single) $250,000 (married & filing jointly) Additional.9% tax on wages above threshold Employers should withhold the tax on wages in excess of $200,000 Additional tax is assessed on the employee share only; not the employer share

5. Patient-Centered Outcomes Research Institute (PCORI) For plan years ending on or after October 1, 2012 Used to finance comparative clinical effectiveness research 1 st year the fee is based on average number of covered lives (employees & dependents) * $1 2 nd year the fee is increased to $2 each per covered person. 3 rd year and beyond the fee will be based on National Health Expenditures The fee no longer applies for plan years ending after October 1, 2019 Applies to HRA/MERP if not part of a self-funded plan

6. Patient-Centered Outcomes Research Institute (PCORI) Use actual count, snapshot, Form 5500 to determine covered lives The insurer will pay the fee for fully insured plans The employer will pay the fee for self-insured plans, HRA/MERP plans Use IRS Form 720 to pay once per year by July 31. Calendar year plans, the fee is due July 31, 2013.

7. Transitional Reinsurance Program Tax to support the transfer of risk from the individual health insurance market to the group health insurance market Goal is to raise $25 Billion over a three year period 2014 - $12 Billion 2015 - $8 Billion 2016 - $5 Billion Estimate the fee to be $63 per covered person in 2014 Fee is paid by insurer for fully insured plans; Fee is paid by employer/TPA for self-insured plans

8. Health Insurance Tax (HIT) Tax on health insurance carriers impacting fully insured plans. Tax will be passed from the insurance carrier to the employer 2014 - $8 Billion 2015-2016 - $11.3 Billion 2017 - $13.9 Billion 2018 - $14.3 Billion 2019 and beyond – amount will be indexed to the rate of premium growth Based on market share

9. Impact on Health Plans

10. Medical Loss Ratio (MLR) Health Insurers must utilize a percentage of premiums received for claim payments, clinical services and activities that improve healthcare quality Fully Insured Small Group (2-50 employees) – 80% Fully Insured Large Group (51 or more employees) - 85% Does not apply to Self-Insured plans The calculation is performed by insurance carriers in aggregate for lines of business – not based on group’s claim experience Checks issued in August for previous year

11. Medical Flexible Spending Accounts Over-the-Counter Medications not eligible (2011) 2013 Contributions are capped at $2500 Verify Section 125 documents are updated

12. Plan Mandates/Cost Sharing Limits Coverage for dependents to Age 26 Lifetime dollar limits and annual dollar limits are not permitted on essential benefits Pre-existing conditions exclusions not permitted for enrollees under age 19 Pre-existing conditions exclusions not permitted for all enrollees in 2014 Certain preventive benefits may not have a cost share (co-pay, deductible) Preventive Services for Women for plan years beginning August 1, 2012 no cost share. (Contraceptives, well visits, counseling, screenings, etc.) 2014 - Small Health Plans Deductibles $2000/$4000 2014 - Maximum Out of Pocket Expenses will be capped as well 2014 Small Group Rates – favor older population, unfavorable to younger population.

13. Waiting Periods Effective with the 2014 plan, employee waiting periods may not exceed 90 days. Plans with a waiting period of the 1 st of the month after 90 days will need to be changed First of the month following 60 days is an alternative

14. Employer’s Shared Responsibility (Play or Pay) Guidance through 2014

15. Applicable Large Employer Employers with 50 or more full-time equivalent employees in the preceding calendar year. Aggregate hours of part-time employees for 1 month/120 hours + Full-time Employees (Employees with less than 120 days per year subtracted out) Transitional relief for 2014, can use a 6 month consecutive period in 2013 to measure FTE Full-time employee is defined as paid for 30 or more hours per week Full-time employees (children to age 26) must be offered affordable and MEC Do not have to offer spouse coverage

16. Affordable Coverage Employee contribution toward employee only coverage cannot exceed 9.5% of their wages. Safe Harbor: Box 1 of W-2 wages for the current year Rate of Pay: $7.25 x 130 hours x 12 = $11,310 x 9.5% = $1,074.45 annual or $89.54/month Based on Federal Poverty Level – currently $11,170 for individual * 9.5% = $1,061.15/year or $88.43/month

17. Minimum Essential Coverage Plan covers at least 60% of the total allowed benefits Employer contributions to HSA and HRA can be included November 2012 proposed regulations offer 3 different methods to determine minimal essential coverage Calculator method Safe harbor checklists Actuarial certification method

18. Penalties Applicable Large Employers must offer affordable and MEC coverage to full-time employees and their children. Employer will be charged a $2,000 penalty per full-time employee if no coverage is offered and if one employee goes to the exchange and receives a subsidy. The first 30 employees are “free.” The penalty will be calculated monthly and the amount will increase after 2014 based on inflation. The penalty is a non-deductible business expense 95% of full-time employees must be offered coverage. 5% or 5 employee which ever is greater

19. Penalties Employer sponsored health insurance that is not affordable and/or does not meet MEC Annual penalty of $3000 for each full-time employee who goes to the exchange and receives a subsidy Total penalty is capped at $2000 penalty for all full-time employee minus the 30 “free” employees Penalty is calculated monthly and will be increased after 2014 based on inflation. Subsidy is based on employee’s household income. Employee may be eligible for a subsidy on the exchange but employer may not be assessed a penalty if the employee’s contribution met the affordability requirement Penalty is a non-deductible business expense

20. Variable Hour Employees (New Employee) At the time of hire, unsure if employee meets full-time requirement Initial Measurement Period 3 – 12 months Stability Period at least 6 months and same length of measurement period Administrative period no more than 90 days Combined measurement and administrative periods cannot exceed 13 months and a fraction of a month

21. Variable Hour Employees (Ongoing Employee) Standard Measurement Period 3 – 12 months Stability Period at least 6 months and same length of measurement period Administrative period no more than 90 days Transitional relief for 2014 for plans that renew early in the year (shorter than 12 month measurement period)

22. Government Reporting Requirements

23. Reporting & Disclosures W-2 Reporting of Health Benefit Costs January 2013 for employers that issued 250 or more W-2s in January 2012. Summary of Benefits and Coverages (SBC) plan years beginning after 9/23/12 Notice of Exchanges to be distributed to employees by 3/1/13 – awaiting regulations Quality of Care Report submitted to HHS and public on the internet (doesn’t apply to grandfathered plans) Employers with 50 of more FTE report health plan and employee information to the IRS – for 2014 plans Report Health Insurance Coverage – Health Insurance carriers and self- insured plans Statement to Employees that information has been sent to IRS (January 2015?

24. Questions? More Information? 2/7 Webinar 5/7 Health Care Symposium E-newsletter Kimberly A. Nash, MBA, SPHR, CMS ▪ Director of Human Resource Services ▪ Brown & Brown Alpha Benefits Division ▪ kn@alphabenefits.com kn@alphabenefits.com ▪ 717-766-3711 x 107

25. Questions?