California tries again for a single-payer health care bill. What could this mean for your tax dollars?

SB 810, proposed legislation that would create a single payer, government-run health care system in California, went before a key Senate committee on January 17.

Authored by Senator Mark Leno, SB 810 proposes the creation of a new agency with a new health care commissioner who would be tasked to set a single standard of care for all California residents. According to the California Association of Health Underwriter’s (CAHU):

Under SB 810 no health care service plan contract or health insurance policy, except for the California Health Insurance System plan, could be sold in California for services provided by the single payer system. The proposed system would make all California residents eligible for coverage, and all Californians will be required to buy into the system through an unspecified premium tax set by SB 810′s proposed Premium Commission.

Although well-intentioned, there are a few fundamental issues with SB 810:

• The fiscal impact of this measure was analyzed by a legislative committee and would cost the state an estimated $200 billion annually, but the bill doesn’t establish any new taxes or fees. Where would that money come from? Surely not from the California government’s already overextended budget. According to a legislative committee review, the costs would be “offset by an unknown extent of re-direction of revenues from existing health coverage programs.”
• SB 810 is different than the Federal Patient Protection and Affordable Care Act (PPACA), which sets out an extensive access program through state-run health care exchanges. California is already implementing and complying with PPACA, and SB 810 would be in addition to PPACA guidelines.
• As outlined by California Chamber of Commerce lobbyist Marti Fisher, the legislation is based on the premise that government systems are more efficient than private business and that a single-payer system would be less costly than the current system, but there is no proof to substantiate those claims.

Two similar bills came across Governor Schwarzenegger’s desk; both were vetoed. What will Governor Brown do? Based on concerns expressed by legislative committees surrounding the extreme costs of implementing and maintaining SB 810, the Senate Appropriations Committee has put the measure on hold to allow for further consideration.

We’ll keep our finger on the pulse of this measure as it progresses and provide timely updates via our twitter feed @MooreBenefits.

Open Enrollment: What You Need to Know

Open enrollment season is here and you’ve probably made the unpleasant discovery that insurance rates are on the rise. But fear not, there are still opportunities for you to maximize the value your benefit plan in 2012 and ensure your employees are well covered. Here are a few tips:

Consider coverage options: Typically your carrier has a multitude of coverage plans available to choose from, so get in touch with your broker to talk about what the best options are according to your specific needs.

Gauge your employees’ needs: Your specific needs are tantamount to your employees’ needs, so if increased rates means you have to make changes to health plans, ask your employees what coverage matters most to them. This will give you a better idea of what types of plans to offer to keep your employees most satisfied.

Offer options to your employees: No two employees are alike and what satisfies the health needs of one may not meet the needs of another, so offer them different plans. Your broker can help identify plans that require the same financial contribution from you but allow employees to choose from a diverse sampling of plans.

Offer some perspective: Most employees are appreciative of health insurance but aren’t really aware of how much employers pay toward their coverage. If increased costs result in changes to employee plans, make sure they understand that this is the reason behind the changes.

Encourage your employees to understand their new plans: Enrolling in a new plan could mean that deductibles, prescription coverage, etc. have all changed. (Moore Benefits offers employee education programs on a year-to-year basis to ensure employees understand the ins and outs of their plans.)

Open enrollment ends on December 31, so feel free to contact us with questions about your 2012 plan options. We can help you select a plan that is friendly to your budget and your staff.

Are ACOs the Answer to Rising Health Care Costs?

As part of Health Care Reform, the government is trying to streamline the delivery of health care services to help control the rising cost of benefits. But how do you slow a runaway train? Enter Accountable Care Organization (ACO) legislation—laws that create financial incentives for health care providers to eliminate unnecessary procedures and focus on preventive health care.

To give you some insight as to why this legislation is important for Health Care Reform to actually reduce the cost of health care, remember that providers are paid for their services; the more services they provide, the more money they make. In theory, ACOs would help eliminate the financial incentive of providing unnecessary tests, procedures and care.

An ACO would allow physicians, hospitals and other health care providers to come together under an umbrella organization, making them accountable for both the health of their patients and the cost of delivering care. The concept is designed to allow for a higher level of coordination of care and more efficiency.

In theory, ACOs would allow providers to share in the savings of delivering the right care at the right time.  However, the first wave of ACO legislation was announced by the U.S. Department of Health and Human Services (HHS) in March 2011 and was met with quite a bit of negative feedback regarding the difficulty of implementing the plan due to challenges with compliance. HHS took the feedback into consideration and released a revised proposal in early November.

People generally agree that, although improved, the new rules still won’t deliver on the cost containment promised by Health Care Reform. The challenges to implementing ACOs are twofold:

1. The cost of creating the infrastructure is very high and many insurers run the risk of losing money if they aren’t able to generate enough savings with the new program

2. The program is designed to incentivize health care professionals and insurers by promising them a savings bonus, which currently may equal less than if they did not adjust their procedures.

Although sound in concept, ACOs still have a long way to go before they can consolidate the fragmented world of health care.

Medical Loss Ratio: What does it mean?

If you’re an employer, you probably saw a rise in healthcare costs this year, but the rise for 2012 is lower than it has been. One reason may be the Medical Loss Ratio (MLR) provision of Healthcare Reform that requires insurers to spend at least 80-to-85 percent of premium dollars on healthcare services and healthcare quality improvement.  If the insurance carriers do not meet this new requirement, they will be required to refund excess premiums to policyholders.

The other 15-to-20 percent insurance carriers may use for programs like education, prevention, overhead and even administrative systems that make healthcare more efficient. With the 80/20 budget requirements, insurers have redesigned their plans, cut broker commissions, and began looking for new ways to improve profitability.

With higher healthcare costs trickling down to business owners, some employers are less able to provide benefits to their employees. As a business owner, you recognize the benefits of providing health insurance for your employees, so what can you do?

Despite the uncertainty, working with a partner that has a clear vision of the legislative and economic environment can help you find a plan that is a) in line with your budget and b) ensures that your employees are still well taken care of.

We’ll continue to watch this issue and advocate for employers as legislation moves forward.

Long-Term Care: Who’s Footing the Bill?

How many of you have health insurance? Life? Disability? What about long-term care insurance? Considering that half the money you will spend on medical care for your lifetime is spent in the last two-to-three years of life, overlooking long-term care coverage can be financially devastating.

Long-term care provides personal assistance when someone can no longer care for themselves—not to be confused with long-term disability, which stops after age 65 (watch this video to learn more about the differences).

There are more than 50 million Americans today providing unpaid care for family members and loved ones, a huge expense to shoulder. Custodial care (feeding, bathing, dressing, transferring) in a home setting, nursing home or assisted living facility is not covered by health plans or Medicare, and these expenses can add up to tens of thousands of dollars over a few short years.  Long-term care insurance can cover those out-of-pocket expenses should you or a loved one need custodial care.

The government’s attempt to address long-term care, the CLASS (Community Living Assistance Services and Supports) Act, was recently repealed as part of the health care reform due to a lack of financial sustainability; however, the urgency of long-term care has not changed. The government was unable to address this issue, but that doesn’t mean it’s out of reach for you.

At Moore Benefits, we offer a range of long-term care plans for groups as low as 15 people. Plans are portable and coverage can be extended to family members (grandparents, parents, spouses, adult children, etc.).

Interested in learning more? Our team is happy to answer any questions you might have about putting a long-term care plan in place for you and your employees.

Health Care Reform Update May 2011

To align the federal tax code with the health care reform law, the IRS issued a notice in March 2010 that allows employees to exclude from their gross income any employer-sponsored accident or health insurance benefits for children younger than 27. However, some states – including California – did not make similar changes to state tax code in 2010.  

On April 7, 2011, Gov. Jerry Brown signed a bill that makes health care benefits for children under age 27 exempt from taxable income in California. The law took effect immediately, and it applies to tax returns for 2010 and future years. For more information, go to http://www.ftb.ca.gov/professionals/taxnews/Patient_Protection_and_Affordable_Care_Act.shtml

Broker Compensation | Medical Loss Ratio

As part of health care reform, insurance carriers as of January 1, 2011, must spend 80% – 85% of premium dollars on “patient care.”  So their “loss ratio” cannot exceed 80% in small group, and 85% in large group.  The lion’s share of premiums must be used to pay doctors, hospitals, pharmacies and the like.  That leaves no more than 15% – 20% to provide ID cards, customer service staff, and overhead costs.

 

Most health insurance carriers in California already meet the 85% loss ratio. Insurance carrier profit margins average 3% per year.  So, the huge insurance premiums we pay now are due more to the higher cost of providing care than inflated insurance company profits.

 

There is legislation pending in Congress now to allow brokers to be paid as a “pass through” cost, similar to the way insurance carriers pay their taxes.  This way, the broker who is the insured’s advocate, shopper and educator, can be included (or not) as an add-on cost.  Otherwise, insurance carriers will be forced to cut broker commissions or perhaps eliminate the brokerage system altogether. 

Repealed | 1099 Expanded Provisions

Part of the PPACA health care reform included a new and expanded 1099 reporting rule, which required business owners to report payments for any purchase of “property” totaling $600 or more to a single payee.  This would have applied to various goods, computer and office equipment, tools, fixtures, and so on. 

Another little known new rule was a requirement for private individuals to complete a 1099 for receipt of rental income for $600 or more. These two new requirements would have created a crushing burden of paperwork for taxpayers and the IRS, alike.

Last week, President Obama signed the Comprehensive 1099 Taxpayer Protection and Repayment of Exchange Subsidy Overpayments Act of 2011.  This new law repeals both of the expanded 1099 reporting requirements mentioned above and allows the 1099 rules previously on the books to remain unchanged.

Repeal of Expanded Information Reporting Requirements

http://www.irs.gov/govt/fslg/article/0,,id=238635,00.html

New Guidance | W-2 Reporting of Health Care Costs

PPACA requires employers to report the cost of employer-provided health coverage to employees on annual W-2 forms.  Though the amounts are not taxable, they will be used to provide information about the cost of health care.

On March 29, 2011, the IRS provided guidance in Notice 2011-28.  Here are the highlights:

• Will not be mandatory for 2011 Forms W-2
• Becomes mandatory with 2012 Forms W-2 for most employers
• Smaller employers have until the the 2013 Forms W-2 (“smaller” defined as employers who file fewer than 250 Forms W-2 for 2011)

Health care costs to be reported include the aggregate cost of employer-sponsored group health coverage.  For self-insured plans, that would be the “applicable premium” for purposes of COBRA continuation coverage.  This does not apply to contributions to Health Savings Accounts, Medical Savings Accounts or Flexible Spending Arrangements.  It also does not apply to long term care insurance or for a separate policy for dental or vision coverage.  If the dental and vision are “bundled” into the same policy, then it would be includable.

IRS New Release Notice 2011-31 (3/29/2011)
 IRS Issues Interim Guidance on Information Reporting of Employer-Sponsored Health Coverage
 http://www.irs.gov/newsroom/article/0,,id=237870,00.html

California Health Benefit Exchange in 2014

Health Care Reform, also known as PPACA, provides that most everyone must purchase health insurance, and insurance carriers must offer it to everyone by the year 2014.   One way to facilitate this mandate is to create state “Exchanges” to allow individuals and small businesses to pool together and purchase health insurance more affordably. 

On September 30, Governor Schwarzenegger signed two bills, AB 1602 (Perez) and SB900 (Alquist), that made California the first state to have passed legislation in accordance with the health care reform bill.  It is know as the “California Health Benefits Exchange”. 

 This Exchange is a purchasing pool for individuals and small group plans, for employers with 1 to 100 employees, to use premium tax credits and cost-sharing subsidies.  These credits and subsidies may be used by moderate income persons (defined as up to 400% of federal poverty level), and those whose employers either do not offer affordable health insurance coverage.  Private insurers will compete to offer QHPs (Qualified Health Plans) inside the Exchange, which are five HMOs and five PPOs.   They are referred to as Bronze, Silver, Gold, Platinum, and a lower cost “catastrophic plan that may be sold only to people under age 30 or who qualify for an affordability exemption from the individual mandate.

 Certain employers with more than 50 full-time equivalent employees (“FTE”) will be required to pay a penalty if they do not offer “affordable” health insurance to employees, and at least one of their employees receives a premium credit in the Exchange.  The penalties are weak, in comparison to cost of health insurance, so we’ll have to see how that works out.  Small companies do not have to worry about offering coverage if they are not doing so currently, and larger companies who already provide good benefits to their employees have no worries about penalties, either.

 There will still be insurance plans outside the Exchange for the majority of Americans, and the same plans offered inside the Exchange will be offered outside the Exchange, and at the same premium. 

 There are some aspects of these bills that create significant concerns with adverse selection and the viability of the Exchange relative to the outside market.  The Exchange provides for no involvement of agents and brokers.   The new law supports the use of “Navigators” to assist Californians in understanding and enrolling in Exchange Plans.  Navigators need not be trained or licensed, and may end up being nothing more than a call center.  My humble opinion, as an insurance broker, is that without agents and brokers to help with the educational outreach that must occur, the Exchange will not be as effective as it could be. 

 The operation of the Exchange will be supervised by a board of five appointees, with virtually no outside governance.  This governing board will select participating insurance carriers, define the health plans, and set procedures for how the whole thing will work.  As Bill Robinson, CAHU VP of Legislation points out,

 “So neither the CA legislature, nor the elected state officials, nor state agencies nor the courts will have any jurisdiction over the actions of this new board.  They are also exempt from the “open meeting laws”, and state pay review standards, and a lot more.  This is how the State Compensation Fund operated for many years, until 3 or 4 years ago Steve Poisoner stepped in and somehow secured a court order to audit the State Fund.  The result revealed a horrendous amount of corruption, fraud and excess pay levels within the State Fund.  This could also happen to the new Exchange governing board.”

 In the hopes of avoiding this nightmare, the governing board is required to file an annual report to the Legislature and Governor on expenses, performance, operations, and progress.  This report is also posted on the Exchange website.  The budget must also be posted on the website, including staff salaries. 

 From a cost standpoint, there is a great unknown with the Exchange, and could end up being much more costly than we expect.  If the Exchange is required to be self-sustaining, and not supported by additional tax dollars, the outside market may end up being more cost competitive.  There are already two states with Exchanges in place, passed prior to PPACA, known respectively as the Massachusetts Connector and the Utah Exchange.  The original projections for the Massachusetts Connector program were to ultimately cover approximately 215,000 people at a cost of $725 million.  By June 2011 enrollment is projected to grow to 342,000 people at an annual expense of $1.35 billion.[1] 

 That means that the Exchange could end up housing only the “bad risk” and cause the rates of those plans to rise disproportionately compared to the outside market.  Those who qualify for the subsidies and tax credits may be the only ones who can afford to buy insurance through the Exchange.  The California Health Benefits Exchange requires that the same plans must be offered inside and outside the plan, however, insurance carriers may offer whatever plans they want outside the Exchange. 

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[1] ^ Alice Dembner url=http://www.boston.com/news/health/articles/2008/02/03/subsidized_care_plans_cost_to_double+(February 3, 2008). “Subsidized care plan’s cost to double: Enrollment is outstripping state’s estimate”. The Boston Globe.

Reminder – Things you need to know now for health care reform

While not all inclusive, these highlights will help you to be better informed of the key areas that impact your employee benefits program.  For all practical purposes, these changes are effective for plan years on or after October 1, 2010.  Please call or email if you need assistance or have questions.   

Your responsibilities include:

1.  W2 reporting of employer contributions for health care coverage, excluding HSA and FSA contributions.  This will be on the W2 for the 2011 plan year…it is not taxable, just reportable.  Get ready to start tracking this beginning in January.
2. Allow dependent children to remain covered on the plan until age 26, even if they are married, and not dependent upon the employee for financial support.
3. Changes to Flexible Spending Accounts – Over the Counter drugs may no longer be reimbursable, unless prescribed by a physician.  The maximum annual deferral will be reduced to $2,500.
4. Determine if your health plan discriminates in favor of highly compensated individuals, and if so, read the next section.

Important things to remember about “grandfathered plans”:

1. Plans in place on or before March 23, 2010, are considered to be “grandfathered”, and not subject to certain reform provisions, such as the inability to discriminate in favor of highly compensated individuals.  This is significant if your company offers an executive medical reimbursement plan, such as Exec-U-Care™. 
2. New health plans going forward cannot discriminate in favor of highly compensated individuals.  Companies may continue to offer executive plans other than health, such as life insurance, disability coverage, long term care insurance and non-qualified retirement plans for executives. 
3. If you want to keep your grandfathered plan the way it is, make no changes other than adding or deleting new employees who are in the same class or category as before.
4. Some of the new provisions still apply to grandfathered plans, including the requirement to cover dependents to age 26, unless they have other group coverage available.

Small Business Tax credits and grants

1. Tax credit are available retroactive for premiums paid beginning in 2010 for companies who pay at least half of employee health care premiums. 
2. These are for companies with fewer than 25 employees earning average annual wages of less than $50,000, and for companies with 10 or few employees earning $25,000 or less on average. 
3. Kaiser and NFIB have both posted calculators to estimate annual credits.  Here is a link to a Kaiser Excel spreadsheet for the calculation:  https://secure.logmein.com/f?aFNjy5-iziOysR3osHlk6MVIbaofwyQPytvs5s3w.Dw
4. Small group employer-based wellness program grants will be available beginning in 2011.
5. Unrelated to healthcare reform, there are also hiring tax credits.  New employees must have been unemployed for the past 60 days to qualify for either the Social Security exemption or the $1,000 Federal Tax credit.  Here is a link to the guide:  http://www.qqestpayroll.com/documents/pdf/hire_act_guide.pdf

Insurance changes for plans that renew on or after October 1, 2010:

1. No lifetime benefit limits based on dollar amounts – allowed restricted yearly limits on the dollar value of certain benefits.
2. No cost-sharing obligations for certain preventive services. 
3. No pre-existing condition exclusions for dependent children under 19 years of age.
4. No coverage rescissions/cancellations, except for fraud or intentional misrepresentation.
5. Must have dependent coverage up to age 26.
6. New health plan disclosure and transparency requirements.
7. New internal and external appeal processes.

Pre-existing condition coverage for individual market consumers:

1. Check out the website www.healthcare.gov for information about a high-risk pool for people who have been uninsured for at least six months, and cannot obtain current individual coverage. 
2. There is another website that has been around a long time which helps people who are uninsured by showing them all of their options, both public and private.  There is an online questionnaire and brochures for free downloads at www.coverageforall.org.

 For a more detailed timeline prepared by the national Association of Health Underwriters, click here:  http://www.nahu.org/legislative/resources/Reform%20Timeline%20revised%20july%20_2_.pdf?ibcToken=319abcd0-9e34-4cbe-8429-3dcff02e20b5

New Benefit Plan Requirements for 2010–Are You Up-To-Date?

With all the focus on health care reform, it is easy to lose track of all the OTHER new laws that affect employee benefits.  A number of new federal laws and regulations were enacted and adopted in 2008 and 2009 that will have 2010 compliance implications for many employers.  Here’s an overview of new requirements for the 2010 plan year. 

The Genetic Information Nondiscrimination Act of 2008 (GINA)

The federal departments of Labor, Health and Human Services and Treasury issued an interim final rule to implement the Genetic Information Nondiscrimination Act of 2008 (GINA) in October 1, 2009 went into effect on December 7, 2009.   The new law and rule prohibit group health plans from discriminating on the basis of genetic information and strictly limits the collection of any information that could possibly contain genetic information by employers.  Unfortunately, the rules extend these prohibitions to family-history questions on health-risk assessment (HRA) forms used to place people in appropriate employer-based wellness and disease management programs.  They also prohibit providing any incentive or reward for employees who complete an HRA. 

This is an interim final rule, which means while it could be changed for 2011, its requirements are in effect for the 2010 plan year.  Since its effective date was just December 7, 2009, it is very important to make sure your company is not unintentionally out of compliance.  The majority of employer-sponsored health benefit plans are based on the calendar year, and many calendar-year plans have already distributed HRAs that include questions about family medical history as part of their open enrollment materials for the 2010 plan year.  These plans may or may not have expectation of getting these documents back before January 1, 2010, and may have rewards already planned and promised to employees for completion to be distributed after the start of the new plan year.  If this is the case, please take steps to correct your wellness or disease management programs right away!

Mental Health Parity

For most group benefit plans (all calendar-year plans), the Wellstone-Domenici Mental Health Parity and Addiction Equity Act goes into effect on January 1, 2010. The law applies to employers of more than 50 people who provide mental health and substance abuse services as part of the employee benefits program.  While large employers are not required to provide those benefits to employees, those who do may not impose any stricter financial requirements on mental health or substance use coverage than the predominant financial requirements for medical and surgical coverage under the plan. Generally, this means plans may not have higher cost sharing provisions for mental health and substance abuse benefits (e.g., deductibles, co-payments and out-of-pocket requirements) than those that apply to medical and surgical coverage. In addition, plans may not have stricter annual and lifetime dollar limits or any more restrictive coverage limits on the number of office visits or similar restrictions on the duration of coverage for mental health or substance use services than there are for medical or surgical treatment generally. And if the plan provides out-of-network benefits for medical and surgical services, then they also have to provide them for mental health and substance abuse, and they cannot be subject to stricter financial requirements or treatment limitations than those that apply to out-of-network medical and surgical services.

Michelle’s Law–Coverage for College Students

Michelle’s Law, which was signed in 2008, also goes into effect on January 1, 2010 for calendar year plans.  It applies to all most all group plans if they cover dependents and use student-status as a means of determining whether or not an individual is a dependent.  This measure prohibits group health plans from terminating a college student who is on medical leave from school or has had to reduce their college status to part-time for medically necessary reasons for one year after the first day of the medically necessary leave of absence, or until the date coverage otherwise would terminate under the terms of the plan (like exceeding the plan’s age limits). 

 Children’s Health Insurance Program Reauthorization Act of 2009 (CHIPRA)

The passage of CHIPA last year created special enrollment rules, effective April 1, 2009, that require employers to amend their plans to allow special enrollment rights (similar to a qualifying event under HIPAA) for individuals that become eligible for state-paid coverage under CHIP or lose their CHIP eligibility.  In addition, if your state offers a CHIP premium assistance program to help subsidize employer-sponsored coverage as an alternative to CHIP enrollment, employers must provide their employees with annual notification of the existence of the premium assistance program.

COBRA Premium Subsidy

The temporary 65% federal subsidy of COBRA health insurance premiums for workers and their families who were involuntarily terminated between September 1, 2008 and December 31, 2009 began to phase out last month.  Employers are responsible for advancing the premium subsidy and receive a federal tax credit as reimbursement.  The reduced-cost premiums only last for nine months, so those who started getting subsidized coverage in March of 2009 — the first full month after the stimulus bill was signed — lost their subsidy in December 2009. Unless the subsidy is extended by new legislation (which is pending but has not been acted on yet) then no newly laid-off workers are currently eligible.  However, those involuntarily laid-off workers who started receiving subsidies after March can continue receiving subsidized benefits in 2010.  The expiration date for those individuals continues to be nine months after the start of benefits, meaning that even without any federal subsidy extension legislation employers will potentially need to continue to advance this subsidy until August 2010 for eligible individuals.

Protecting the Privacy of Medical Information

Privacy and security rules under the Health Insurance Portability and Accountability Act (HIPAA) were extended this year, so that they now cover all business associates of entities covered by HIPAA, including health care plans as well as third-party administrators and other vendors. The potential civil penalties for HIPAA violations were also substantially increased and a tiered penalty structure based on categories of violations became effective on November 30, 2009, and applies to violations occurring on or after February 18, 2009.  Also, interim final rules on the breach notification requirements and guidance on encrypting/decrypting protected health information became effective September 23, 2009, but the Department of Health and Human Services has announced they will not begin enforcement of the rules for failure to provide notifications that are discovered before February 22, 2010.  Until then, covered entities are expected to attempt to comply and DHHS will help covered entities through technical assistance and voluntary corrective action.

Reprinted with permission. Content copyright © 1998-2010 National Association of Health Underwriters. All rights reserved. National Association of Health Underwriters · 2000 North 14th Street, Suite 450 · Arlington, VA 22201
703.276.0220 · fax 703.841.7797 · info@nahu.org

Health Care Reform – Small Business Tax Credits

One of the first impacts of the new health care reform law is actually a tax credit, rather than a tax increase. Small businesses with 25 or fewer FTE (full time equivalent) employees who offer health insurance to their employees may be eligible for some tax relief. A tax credit for up to 35% of the cost of providing coverage will provide an incentive for small businesses, the drivers of our economy, to help reduce the uninsured in America. After all, group health insurance already has protections for guaranteed coverage, pre-existing conditions, and the inability to cancel your coverage if you become sick. The same cannot be said for individual and family plans.

The tax credit calculation is explained in detail on the IRS website via this link:

http://www.irs.gov/newsroom/article/0,,id=220839,00.html

One thing to be established before these credits actually start hitting our balance sheets is what is an average premium for small group in a given market? A list of average premiums by state is to be published by the IRS later this April.

If you would like to see how simple and affordable it is to offer group health insurance to your employees, please feel free to give us a call.

Kelly D. Moore, CEBS
Moore Benefits, Inc.
(877) 872-2080