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Rapid City Area School District 2013 Board of Education Presentation Health Benefits June 6, 2013

Rapid City Area School District 2013 Board of Education Presentation Health Benefits June 6, 2013. Claims Summary – Total Plan, 24-Month View. 2013/2014 Renewal Summary. Recommendation: No change from current rates. Affordable Care Act – Employer Shared Responsibility.

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Rapid City Area School District 2013 Board of Education Presentation Health Benefits June 6, 2013

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  1. Rapid City Area School District 2013 Board of Education Presentation Health Benefits June 6, 2013

  2. Claims Summary – Total Plan, 24-Month View

  3. 2013/2014 Renewal Summary Recommendation: No change from current rates

  4. Affordable Care Act – Employer Shared Responsibility Have at least 50 FTEs? No penalty applies! NO YES $2,000 penalty per FTE (minus first 30) if at least one FTE receives the tax credit Offer Coverage? NO YES Plan provides minimum required value? NO • Lesser of: • $3,000 per FTE receiving tax credit* • or • $2,000 per FTE (minus first 30) YES NO Is coverage affordable? YES No penalty applies! • Only applies to FTEs with household incomes of 400% of FPL or less

  5. Key issues (Estimated Impact)

  6. 2013/2014 planning • Committee discussions and considerations • Impact of emerging Exchange (public and private) • Rates and benefits • Affordability for individuals • Informing the District employees • PPACA contribution alternatives • Wellness incentives • Tobacco-free incentives • Rate tiering strategy • Risk management (charge more for high risk, less for low risk) • Retiree rate subsidy

  7. School District – Individual Quotes (from May, 2013) Better risk may access better rates Plan is comparable to current RCASD • Compare to RCASD 2013 rates: • Employee only $442 • Employee+1 $884 • Family $1330 Early retirees access subsidized rates

  8. Rate tier alternatives Impact of re-tiering will also be influenced by the level of dependent contribution

  9. Payroll contribution alternatives Payroll contribution can be up to 30% of the total cost of the plan for well, and up to 50% of the total cost of the plan for tobacco The actual incentive amount, and means to earn the incentive (activity or outcomes), will need to be designed. This will influence participation.

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