Presenter: Lisa L. Carlson, J.D. Area Senior Vice President, Compliance Counsel Gallagher Benefit Services, Inc.

1. Health Care Reform: Top 10 Employer Issues Presenter: Lisa L. Carlson, J.D.Area Senior Vice President, Compliance Counsel Gallagher Benefit Services, Inc.

2. 1. What do the justices have to decide? • What do the Supreme Court Justices have to decide (based on March 26-29, 2012 hearings)? • Is the controversy “ripe” for decision? • Is the individual mandate constitutional? • If it isn’t, does the remainder of the law stand as is? • Is the expansion of Medicaid permitted? • Justice Scalia has a sense of humor! • When will the decision be issued?

3. 2. Can I actually get money back? What are do the Medical Loss Ratio Rebate requirements? • The Commonwealth Fund Study (estimated 2010 rebates had MLR requirements been in place) • If in place in 2010 – 1 Billion in premium would have been rebated to small and large group market (an additional 1B to individual market)

4. Medical Loss Ratios -- Specifics • Applies to fully insured plans only • Relates to 2011 block of business (not policy specific) • Rebate will be prorated for partial year policies • Large Group: 85% MLR • Small Group (and individual): 80% MLR • Equal medical claims and quality initiatives • Rebates will be issued in August 2012 • A carrier, with approval from the state, may implement a “premium holiday” to influence MLR

5. How will the rebate be refunded? • An issuer may provide rebates in the form of: • a premium credit • lump-sum check • if the enrollee paid the premium using a credit or debit card, by returning the entire rebate to the account used to pay the premium • an alternative, such as a debit or credit card, is a reasonable alternative as long as it is as convenient to use as a check and meets certain conditions

6. Who gets the MLR Rebate? • If the plan or trust is the policyholder, the rebate goes to that entity and is a plan asset. • If the employer is the policyholder: • It will depend on how the policy is drafted • If silent, it will depend on who pays the premium – employer vs. employee • Portions allocated to employee contributions are plan assets • Portions paid by a trust are plan assets • Portions paid by the employer may not be plan assets (unless the policy provides otherwise) • MLR Rebates that are plan assets should not be held for more than 3 mos. or trust requirements may apply

7. What if the rebate is a plan asset? • Plan sponsors will have to determine how and to whom to allocate the rebate (reasonable method made solely in the interest of plan participants and beneficiaries). • The plan fiduciary may weigh the costs to the plan and the ultimate plan benefit when deciding on an allocation method • If the cost of calculating and distributing shares of the rebate to former participants approximates (or exceeds) the amount of the proceeds, permitted to limit the allocation to current plan participants. • If it is not cost-effective to distribute payments to plan participants (e.g., the amounts are de minimis, or would give rise to negative tax consequences for plan participants), may utilize the rebate for other permissible plan purposes (e.g., as a credit against future participant premium payments or for benefit enhancements).

8. 3. What exactly does an employer have to report on an employee’s W-2? • Employers must begin including the cost of health care coverage for the 2012 calendar year • Impacts – Private, Governmental and Religious Orgs • One year delay for employers that issued fewer than 250 W-2 Forms in prior calendar year • Required to report on 2013 (W-2’s issued in January 2014) • Only a reporting requirement • No need to issue additional W-2s

9. W-2 Reporting: Health Coverage that must be Included • Most employer provided health coverage must be included • Including medical, prescription drug, dental (integrated with medical), vision (integrated with medical), hearing, healthcare FSA (except salary reduction amount), wellness benefits and EAP (if a health plan), etc. • Not Included • Healthcare FSA reduction amount, cost for self employed individuals, HSA’s, certain HIPAA excepted coverage, etc. • Certain coverage is not yet included, but stay tuned • Stand-alone dental or vision, HRA, etc.

10. W-2 Reporting: Calculating the Cost • Aggregate Cost • Employer contributions and • Employee pre-tax contributions and • Employee after tax contributions • COBRA cost minus 2% administration charge • Includes cost of taxable coverage • Domestic partner, same sex spouse, civil union, older child, e.g. age 27

11. W-2 Reporting: How to Report • Calendar Year Basis • Not plan year • Not policy year • Sum of months of coverage • 12 for full year • Less for partial year (e.g., mid year new hire) • May prorate partial month • Mid year rate or status changes must be reflected

12. W-2 Reporting: Penalties • No new or additional penalties • Current penalties generally • $100 per form, max $1.5 million ($500k certain small businesses) • Limited exceptions, e.g., reasonable cause • Potential of $250 per form for intentional disregard of requirements

13. 4. What new fee do we have to pay? The Comparative Effectiveness Research Fee! • Annual assessment on insurers and group health plans to fund a Patient-Centered Outcomes Research Institute (PCORI). • PCORI will assist patients, clinicians, purchasers and policy-makers in making informed health decisions by advancing comparative clinical effectiveness research.

14. What plans does the fee apply to? • Fully insured and self-funded medical plans covering U.S. residents; expatriate plans are excluded. • Applies to retiree-only plans. • HRAs linked to a self-insured health plan are exempt; the employer will pay one fee. • If HRA is linked to an insured health plan, the employer will pay the fee for the health plan and the carrier will pay for the insured plan – two fees will be collected. • Does not apply to Medicare, HSAs or excepted benefits (e.g., dental and vision).

15. How much do we have to pay and how do we report it? • Effective for plans with plan or policy years ending after 9/30/12 • i.e., plan year start dates of 10/1/11 or later • The fee: • $1 per participant for first year • $2 per participant for subsequent years (indexed) through 2019 • Reporting and payment using IRS Form 720 is required by July 31 of the calendar year immediately following the last day of the policy or plan year. • Example: the fee for the plan year ending on 12/31/ 2012 must be filed by July 31, 2013. Liability for a plan year ending on 1/31/2013 must be filed by July 31, 2014.

16. How do you count participants? • A self-funded plan may: • Actually count the number of covered individuals each day and divide the total by the number of days in the year; • Take a snapshot approach that uses information from particular days each quarter to develop the average; or • Use data from Form 5500 to develop the average • Any reasonable method for year one

17. 5. SBC – We have to give employee’s what new information? Employer disclosurerequirement • Summary of Benefits and Coverage • Must provide summary of benefits using HHSformat • In addition to any ERISA SPD requirements • Limited to 4 pages, 12-point font • Must be provided at time of initial enrollment andat annual enrollment by insurer or plan administrator • Must be provided 60-days prior to plan changes • Timeframe is reduced for changes at renewal • Penalties up to $1,000 per willful failure • Effective first day of the first open enrollment period that begins on or after September 23, 2012

18. 6. What new Women’s Preventive Services do we have to cover now? Grandfathered plansare not subject tothis requirement • Well woman exams • Domestic violence screenings • HPV DNA testing for women 30 years and older • Sexually-transmitted infection counseling • HIV screening and counseling • Breastfeeding support, supplies, and counseling • FDA-approved contraception methods and contraceptive counseling • Birth control prescriptions (not abortifacients) • Birth control devices • Surgical sterilization for women Plan years beginning on or after 8/01/2012

19. How can we manage preventive care costs? • Medical management is permitted • Example: If medically appropriate, limit coverage of contraceptives to generic versions (if available) • Example: If medically appropriate, require mammograms to be obtained from a free standing facility rather than a hospital setting • Talk to your carriers about their medical management initiatives

20. 7. New Medical Care FSA Limits – What are my options? • Annual contributions to FSAlimited to $2,500 • If off-calendar year plan year, planahead and limit for the 2012/2013 plan year • Communication to employeesis critical • Modify plan documents/ SPDs Effective in 2013

21. Addressing FSA Limit – Offer an HSA Option • 2013 FSA Limit is $2,500 • 2013 HSA Funding Limits: • $3,250 Individual • $6,450 Family • Participants over 55 can contribute an additional $1,000 • A participant in an HSA may participate in a limited benefit medical care FSA up to $2,500 (dental and vision) without affecting HSA eligibility • This would effectively allow a participant with family coverage to save up to $8,950 (or $9,950 if over 55) to pay for eligible medical expenses (tax favored)

22. Addressing FSA Limit – Short Plan Year • The limit is in effect for 2013 tax year • If plan year is not calendar, create a short plan year for the year beginning in 2012, thus allowing participants to contribute a greater amount in 2012 • Example: Plan Year is July 1 – June 30 • Create a short plan year July 1 – December 31, 2012 (no $2,500 limit) • Subsequent plan years will then be January 1 – December 31 ($2,500 limit applies as of January 1, 2013)

23. 8. Nondiscrimination Rules -Can I give my executives betterfully insured benefits? Grandfathered plansare not subject tothis requirement Grandfathered plansare not subject tothis requirement • Fully-insured plans must not discriminate in favor of highly compensated • Similar to IRC section 105(h) nondiscrimination rules • Delayed effective date until further guidance • Nondiscrimination rules currently apply to self-funded plans • Considerations: • Possible increased regulatory attention • Effect on plans for executives • Result of discrimination – taxable benefits Effective date delayed until further guidance

24. 9. How are penalties assessed under the Employer Shared Responsibility mandate? • Do we have 50 or more employees? • Count full-time employees working an average of 30 hours per week • Count part-time employees • Use full-time equivalency of 30 hpw(total # of hours per month/130*) • Count part-time employees only to determine whether employer meets shared responsibility threshold • Calculate from prior calendar year • Controlled group rules apply • Seasonal employees working less than 120 days excluded * IRS seeking public comment. Does not constitute guidance yet.

25. Employer Shared Responsibility • “Full Time Employee” for Penalty Calculation • Effective January 1, 2014 • A FTE is defined as: • Worked an average of at least 30 hours/week • Part-time and seasonal employees working less than 30 hpw – no penalty • Temporary and seasonal employees working at least 30 hpw – pending guidance

26. Offer Coverage to FTEs? $2,000 penalty per FTE (minus first 30) If at least one FTE receives tax credit* Employer with at least 50 full time employees Does plan pay at least 60% of covered expenses? • Penalty = lesser of: • $3,000 per FTE receiving tax credit* • or • $2,000 per FTE (minus first 30) Does any employee ‘s cost for self-only coverage exceed 9.5% of household income? * Only applies to FTEs with household incomes of 400% of FPL or less Yes Yes No No Yes No No penalty applies!

27. 10. What does the state exchange mean to employers? Employer must provide written explanation of the Exchange as of March 2013 including: • Existence of Exchange • Eligibility for subsidy • Availability of premium assistance if plan value is below 60% of total benefit cost • Employee purchase of policy through Exchange results in loss of employer’s contribution to group health plan Employer disclosurerequirement

28. Individual Penalty Penalty amount is the greater of*: Penalty $ *Capped at the national average of the annual cost of a bronze level health insurance plan, for the family size, offered through the state exchange. **Halved for dependents under age 18 (but do not halve when determining 300% cap on dollar amount for those NOT insured by taxpayer)

29. Exchanges - Plans CHOICE POOL • Qualified Plans Available on the Exchange • Must offer “essential health benefits package” • Offer at least one gold and one silver plan • Guarantee issue and guarantee renewal • Have only four coverage tiers: • Individual • Individual plus spouse/domestic partner • Individual plus children • Family CONSISTENT MARKET RULE BASE Bronze Plan Silver Plan Gold Plan Platinum Plan Catastrophic Plan

30. Exchanges – Rates • Rates will vary only by: • Individual vs. Family Coverage • Geographic area • Age (no more than 3 to 1) • Tobacco use (no more than 1.5 to 1) • Actual rates won’t be determined until closer to 2014 • Exchange will determine eligibility for premium assistance credit to help pay premiums

31. Exchanges – Qualifying for Premium Assistance • To qualify for premium assistance credit, an individual must: • Not be eligible for an “affordable” employer-sponsored plan • Have a household income between 133% and 400% of the Federal Poverty Level • Not receive benefits through Federal health plans • Be a citizen or legal immigrant • Be a resident of the state where the Exchange is located • Not be claimed as a dependent on anyone’s tax return • Purchase a qualified health plan through the Exchange (not including a catastrophic plan) Premium Assistance $

32. Will Your Employees Obtain Premium Assistance? • When might your employee be eligible for premium assistance resulting in an employer penalty? • If your employee makes between 133% - 400% of FPL • If you do not offer health coverage, or do not offer coverage to all FTEs • If your employer-sponsored coverage does not provide the minimum required value (60% of actuarial value) • If your employer-sponsored coverage is not affordable (premiums for employee-only coverage of the lowest cost plan exceeds 9.5% of the employee’s income*) * Proposed regulations * Proposed regulations

33. QUESTIONS?

34. Thank You! The intent of this analysis is to provide you with general information regarding the provisions of the current healthcare reform legislation. It does not necessarily fully address all of your organization’s specific issues. It should not be construed as, nor is it intended to provide, tax or legal advice. Questions regarding specific issues should be addressed by your organization’s general counsel or an attorney who specializes in this practice area or your tax advisor.