Effective January 1, 2017 Employers with Fewer than 50 Full-Time Employees who not offer a Group Health Plan, can offer a QSEHRA. The QSEHRA can be used for all IRS Code 213(d) expenses, including Health Insurance Premiums.
Maximum Annual Benefit
Employers must provide each eligible employee with a written notice at least 90 days before the beginning of the year. (Deadline for 2017 is mid-March). The notice must contain the following:
On December 9, 2016, the Connecticut Superior Court, Judicial District of Hartford (the “Court”), entered an Order of Liquidation effective at 11:59 p.m. December 31, 2016 (the “Liquidation Order”) concerning HealthyCT, Inc. (“HealthyCT”). The Order of Liquidation declared HealthyCT insolvent, terminated the rehabilitation proceeding concerning HealthyCT that had been pending since November 1, 2016, and appointed Katharine L. Wade, Insurance Commissioner of the State of Connecticut, as Liquidator of HealthyCT. Under the Liquidation Order, the Liquidator is directed to take possession of all assets (wherever located) of HealthyCT and to administer those assets under the general supervision of the Court. A copy of the Liquidation Order and FAQ’s are on the websites of the Connecticut Insurance Department, www.ct.gov/cid/ and HealthyCT, www.HealthyCT.org.
The Liquidator and her Special Deputy are authorized to deal with the property, business and affairs of HealthyCT for the benefit of HealthyCT’s policyholders and creditors and to take any and all necessary actions to effectuate an orderly and timely liquidation.
Pursuant to Conn. Gen. Stat. § 38a-907 and Conn. Gen. Stat. § 38a-926(a), the Liquidation Order serves to enjoin among other things, (1) the commencement, prosecution or further prosecution of any suit, action or other proceeding against or involving HealthyCT; (2) any action taken against the property and assets of HealthyCT (including property and assets in the hands of third parties such as banks or agents) whether by legal action or otherwise; and (3) the return of any unearned premium to policyholders by agents, brokers, producers or premium finance companies. The foregoing injunctions shall apply to all persons and entities, and all actions and proceedings in any jurisdiction.
Pursuant to Conn. Gen. Stat. § 38a-907(a)(G) and (K), all health care providers are enjoined and restrained from pursuing collection against, obtaining judgments against, and/or balance billing of HealthyCT’s policyholders, insureds, or members for health care goods provided or services rendered prior to the date of the Liquidation Order; such providers shall seek payment solely from HealthyCT as HealthyCT creditor. The foregoing prohibition does not apply to any applicable copayments, deductibles, cost sharing, or fees for health care goods or services that are not covered by and remain the policyholder’s, insured’s, or member’s responsibility under this or her HealthyCT insurance policy.
Prior guidance addressed how opt-out arrangements—an arrangement whereby an employer offers its employees a cash payment in exchange for declining coverage under an employer-sponsored plan—are to be taken into account for purposes of determining whether an employer-sponsored group health plan offers affordable coverage. While the IRS anticipated finalizing this guidance prior to the end of 2016, the IRS announced in a recent final rule that it expects to finalize such guidance "at a later time.” In the interim, employers can rely on the opt-out arrangement guidance provided in IRS Notice 2015-87 and a recent proposed rule.
Principal has boosted the number of unique network dentists by 15% in Connecticut. And nationwide, the network has grown by 11% to over 113,000 unique dentists with multiple offices to serve our members. Principal's network is among the largest in the nation.*
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*December 2016 Strenuus data. Strenuus is a network comparison tool of national competitors.
President Obama has signed into law the 21st Century Cures Act, which, among other things, allows small employers to offer new "qualified small employer health reimbursement arrangements" to reimburse employees for qualified medical expenses, including individual health insurance premiums, for years after December 31, 2016. Small employers are defined as those with fewer than 50 full-time equivalent employees who do not offer a group health plan.
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Source: HR 360, Inc.
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