HR Connections Michigan 2012 - (Page 9)

What By Roger Webster, Strategic Services Group, Rochester Hills, Michigan n the shadow of the Supreme Court ruling due this summer, health care reform continues to bring changes for employers and their health plans. Employers need to determine if they have a “grandfathered plan” and whether their plan will maintain that status in 2012. If certain plan changes are made, the plan will no longer be grandfathered. A non-grandfathered plan must comply with various health care reform provisions. For non-grandfathered plans starting on or after Aug. 1, 2012, certain women’s preventative health services must be covered with no cost sharing. The deadline to provide a Summary of Benefits and Coverage (SBC) has been extended until Sept. 23, 2012. Plans and issuers must provide the SBC to participants and beneficiaries who enroll or re-enroll during an open enrollment period beginning with the first day of the first open enrollment period that begins on or after Sept. 23, 2012. For participants who enroll in coverage other than through an open enrollment period (for example, newly eligible individuals and special enrollees), plans and issuers must provide the SBC beginning on the first day of the first plan year that begins on or after Sept. 23, 2012. Once the SBC requirement becomes effective, plans must provide a 60-day notice of any material modifications to the plan that are not related to renewals of coverage. For plan year 2012, employers that issue 250 or more W-2 Forms must report the aggregate cost of employer-sponsored group health coverage on employees W-2 Forms. The requirement is optional for smaller employers until further guidance is released. Employers Should Know Health Care Reform in 2012 Rebates may be available in August 2012 for fully insured plans if they qualify under the new medical loss ratio rules. The rebates must be used for the benefit of plan members, which may include reducing premium payments for employees. Small employers that qualify for the tax credit provided by health care reform can claim it by filing Form 8941 with their annual tax filings. Employers with fewer than 25 employees and average annual wage of less than $50,000 generally qualify. Some states have required employers to impute income for covering dependents up to the age of 26. All states should now conform to federal tax law which permits the dependent coverage to be provided tax free but employers should check for changes with their state tax authority. Beginning Jan. 1, 2014, group health plans will no longer be able to impose annual limits on the value of essential health benefits. However, until then, certain minimum annual limits are permitted. Unless your plan received a waiver of the annual limit requirements, you should confirm that your plan is in compliance with the minimum annual limits set forth by the legislation. ■ Please contact Roger Webster at Strategic Services Group (248-601-3600 or roger@ for additional health care reform information. Sources of information used for this article include Zywave,, and I See well. Stay healthy. VSP® Vision Care is honored to support your work in promoting a healthy lifestyle. Whether it’s a day in the life or a day to remember, get the personalized eyecare you deserve with VSP. Barbara Aikman Sr. Account Executive 2000 Town Center, Suite 725 Southfield, MI 48075 Scott Mitchell Sr. Account Executive 248.350.2082 ©2010 Vision Service Plan. All rights reserved. 2012 MISHRM State Conference • Oct. 10-12 477243_VSP.indd 1 Registration online only at 9 PM 4/29/10 4:28:54

Table of Contents for the Digital Edition of HR Connections Michigan 2012

State Director & Conference Chair Messages
Business as if People Mattered
Managing Risk
What Employers Should Know
Technology-Aided Recruitment?
Social Media in the Workplace
HR and Marketing...
At-a-Glance Schedule
Summary of Topics
At-Large Members
Products & Services
Index to Advertisers/

HR Connections Michigan 2012