Hsa Hra Fsa Powerpoint

Strategies for Reforming the Private Health Insurance Market Janet Trautwein Vice-President of Government Affairs National Association of Health Underwriters

Dealing with Rising Costs Many health policy analysts believe making consumers aware of the actual cost of health services will change the relationship between the consumer/patient and the physician. Once consumers control payment for most services, they will be more inclined to shop for services and inquire about their care and the cost of that care, which will lead to improved quality of care and increased patient satisfaction. The Medicare bill signed by the President in December of 2003 included very important language to allow for Health Savings Accounts, which will address these concerns.

Health Savings Accounts (HSAs) Newly available in 2004 Similar to MSAs, but much more flexible Open to everyone with a qualified high deductible health insurance plan The health plan is paired with an HSA account to cover eligible expenses not covered by the insurance policy Eligible individuals can not be covered under another health plan that is not a qualified high deductible plan Specified disease coverage, hospital indemnity, and auto insurance do not count as other coverage Vision, dental, accident, and disability also do not count as other coverage. Eligible individuals must not be entitled to Medicare and must not be eligible to be claimed as a dependent on another person’s tax return

Health Savings Accounts (HSAs) Annual deductible on insurance policy must be at least $1,000 for individuals and $2,000 for families Out-of-pocket maximums are limited to $5,000 for individuals and $10,000 for families for in-network expenses Preventive care services may be covered on a first dollar basis HSAs are portable and are owned by the individual

Important Information on the Deductible Some plans may qualify as high deductible plans if purchased as an individual but may not if family coverage is purchased Example 1 – A single person buys a high deductible plan with a $1,000 deductible and $5,000 out of pocket maximum. This policy qualifies as a high deductible plan for an HSA. Example 2 – A family buys the same policy, with a deductible of $1,000 per individual and a maximum of $2,000 in deductibles per family. This policy does NOT qualify as a high deductible plan for an HSA. On a policy with family coverage, no coverage may be paid for any family member unless a deductible of $2,000 is met.

More on the Deductible This may mean that an individual who buys a policy for use with a health savings account may not be able to use the same policy if they subsequently need family coverage, IF, their basic deductible is below $2,000. If they select a policy with a deductible for an individual of at least $2,000, the problem goes away. Example 1 – Individual purchases a high deductible policy with a deductible of $2,000. This qualifies as a high deductible health plan for use with an HSA. Example 2 – Individual purchases a high deductible policy with family coverage with a deductible of $2,000 and a maximum deductible of $5,000 per family. This also qualifies as a high deductible health plan for use with an HSA since the no family member could obtain coverage until a minimum $2,000 deductible is met.

More on Qualified High Deductible Health Plans Office visit copays are not permitted RX must be covered under the deductible, not under a drug card Preventive care can be covered without application of the deductible Out-of-pocket maximums include deductibles, coinsurance, and co-pays if any On network plans, the deductibles and maximum out of pocket apply to in-network services. If an out-of-network deductible or out-of-pocket maximum is more than allowed under the law, the plan will still qualify as long as the in-network benefits meet the requirements

New Guidance from March 30, 2004 Creates a beginning definition of preventive care and solicits comments for additional standards Includes routine health care for adults and children including prenatal care Smoking cessation Obesity weight-loss programs A variety of screening services These services are not REQUIRED to be included in plans but MAY be included without being subject to the overall deductible.

New Guidance from March 30, 2004 Establishes transition relief for calendar year 2004 for eligible individuals who establish an HSA on or before April 15, 2005 from the requirement that qualified medical expenses are only covered once the person has opened the HSA. The purpose of this is to give relief to those individuals who have had difficulty finding a trustee and to allow additional trustees to begin participation in the HSA program Expenses must have been incurred on or after January 1, 2004 while covered by a qualified high-deductible plan to qualify.

New Guidance from March 30, 2004 Transition relief is provided for 2004 and 2005 for health plans that would meet the definition of qualified high-deductible plan except for a prescription drug rider or separate drug plan that pays benefits for prescription drugs before the deductible is satisfied. Transition relief is temporary – to allow plans to make modifications from their current form to qualify under the regulations.

Contributions to HSAs Both employers and employees can contribute to the account portion of the plan Contributions by an employer are not taxable income to the employee and are also not subject to FICA taxes Individuals own their own HSAs, not employers who may or may not make contributions, or custodians or administrators of the account, and the individual owners of the account are responsible for ensuring that contributions do not exceed the annual maximum Contributions by an eligible individual or a family member of the eligible individual are tax deductible by the eligible individual on an “above the line” basis Contributions made by an employer are not deductible by the individual Individuals can not take a deduction on their tax return for medical expenses if the expenses were reimbursed under an HSA

Contributions to an HSA Contributions must be made in cash Contributions can equal the amount of the insurance policy deductible, between $1,000 to a maximum of $2,600 for an individual or $5,150 for a family. Individuals 55 years of age or older can make extra contributions to their accounts. Once fully phased in, a married couple could save an additional $2,000 annually. The amount allowed in 2004 for individuals 55 or over and younger than age 65 is $500. Catch-up contributions are only allowable for the months during a year that a person is younger than age 65. If the person is age 64 for only 4 months of the year, 1/12 of the $500 annual allowance is multiplied by the 4 months the person is under age 65.

Contributions to an HSA Interest and investment earnings on contributions are not taxable while in the HSAs Contributions from all sources are counted equally to calculate the contribution maximum If a person already has an MSA and opens an HSA in 2004, or if the person has more than one HSA, the maximum contribution limit is combined. Any contributions made under the MSA will be subtracted from the amount allowed for 2004 under the HSA. The contribution limit is calculated on a monthly basis, i.e, if a person bought opened an HSA account in January but bought a high deductible policy in June, the contribution limit would be based on 7 months vs. an entire year Example – An individual opens an HSA account in January but buys a high deductible policy with a $2,000 deductible in June. The maximum he can contribute is 1/12 of $2,000 for 7 months, or $1,166.69.

Contributions to an HSA Contributions may be made at any time of year in one or more payments, at the convenience of the individual or employer. The deadline for contributions is April 15 of the year following the year for which the contribution is made Contributions in excess of the maximum allowable amount or contributions made on behalf of an employee who is not an eligible individual will be included in the employee’s income regardless of who made the contribution and a 6% excise tax will be imposed If the excess contributions are returned to the employee before the end of the employee’s time for filing a tax return for the year the excess contributions were made (including any extensions), the employee will only be liable for additional income tax on the excess and not the excise tax.

More on contributions to an HSA If one or both spouses have a qualified high deductible health plan with family coverage, both are treated as having family coverage Example 1 – Harry has a high deductible policy with a $3,000 deductible and family coverage. His wife Molly has a high deductible policy with a $2,000 deductible and also with family coverage. Between the two of them, they can contribute $2,000 to their HSAs, divided equally between them unless they agree to some other arrangement. If one of them were age 55 or older, that amount could be increased by $500 in 2004. Example 2 – John and Cindy both have high deductible policies with single coverage and a $1,000 deductible. Each of them an contribute $1,000 to his or her HSA.

Distributions from an HSA Balances remaining in an HSA at the end of a year roll to the next year Distributions may be made using a debit or other stored value card If a person is no longer an eligible individual, for example, they turn age 65 or no longer have a qualified high deductible health plan, the funds remaining in the HSA can still be used but only for qualified medical expenses Amounts distributed which are not used to pay for qualified medical expenses will be taxable plus an additional 10% tax, unless they are made after an individual’s death, disability, or attaining age 65

More on Distributions When an account holder dies, if the beneficiary listed on the account is his surviving spouse, the spouse may use the funds in the account for qualified medical expenses. If the beneficiary is other than the surviving spouse, the amount of funds in the HSA are taxable income to the beneficiary, except for medical expenses of the account holder paid within one year of death. The taxable amount will be reduced by the amount of estate tax paid due to inclusion of the HSA into the deceased individual’s estate

Employer Contributions and Discrimination Rules If an employer makes contributions to an HSA, they must make comparable contributions for all comparable participating employees during the same period A comparable contribution means the same dollar amount or the same percentage of the deductible under the high deductible health plan. Part-time employees are considered separately when calculating comparable contributions If an employer doesn’t meet the comparability rule, they are subject to a 35% excise tax on aggregate contributions made to HSAs during the period The comparability rule does not apply to contributions made under a cafeteria plan, or to rollovers from a MSA or another HSA

Employer Contributions Employer contributions must be reported on the employee’s W-2 in the place designated Both the high deductible health plan and the HSA account may be offered under a Section 125 cafeteria plan HSA accounts are not subject to COBRA continuation HSAs are not subject to section 419 and are not considered “Welfare Benefit Funds”

What are Qualified Expenses? Prescription drugs Funds paid for the diagnosis, cure, mitigation, treatment or prevention of disease Qualified long-term care services and long-term care insurance COBRA premiums Health insurance for those on unemployment compensation Medicare Part A and B premiums, Medicare HMO or Medicare Advantage premiums (but not Medigap), and Retiree health expenses for individuals age 65 and older (but retiree health plans would not have to meet the $1,000/$2,000 minimum deductible requirements)

Qualified Medical Expenses Custodians of accounts are not responsible for ensuring that expenses paid under the account are qualified medical expenses Employers who may make contributions and/or assist with administration of HSAs are also not responsible for ensuring the expenses paid out of the account are qualified medical expenses. Ensuring that expenses paid from the account are qualified medical expenses is the responsibility of the account holder. The account holder must keep adequate records concerning the use of the HSA funds.

Putting Together an HSA Many carriers are either planning or already selling a packaged HSA product that will provide a turnkey approach to setting up an HSA Other high deductible plans may be used in conjunction with an account – they don’t need to be provided by the same insurer In fact a person who already has an existing high deductible plan that meets the requirements of the law could open an HSA account a bank or other institution A qualified plan can be either a group or an individual plan

Putting Together an HSA If a person has group coverage that meets the requirement of the law, that individual could establish an HSA on his own even though his employer might not provide any structure for the account Alternatively, an employer with a plan that meets the requirements of the law might make some arrangement with an administrator to provide a convenient means for employees to establish accounts to use in conjunction with their group health policy, whether or not the employer actually contributes to the account It is important to remember the qualifications regarding the deductible when establishing an account under either of these scenarios Qualified high deductible plans can not have office visit copays, RX copays, and individuals electing family coverage must have a minimum deductible of $2,000, subject to the guidance issued by Treasury March 30, 2004.

How will HSAs impact health insurance markets? HSAs are likely to have a significant impact on the individual market A large number of individual policies already have a $1,000 deductible Removal of previous MSA restrictions will improve availability and make them more attractive to a wide range of individual market buyers 73% of current MSA purchasers were previously uninsured

How will HSAs impact health insurance markets? Loosening of restrictions will also result in more take up in the small and mid-size employer market Employers who are facing rising costs must make plan changes, including higher deductibles and other cost-sharing HSAs will allow them to make needed changes but still make some contributions to an HSA account to help with out of pocket expenses Employees will also be able to contribute on a tax deductible basis to the same HSA account

Health Reimbursement Accounts (HRAs) Employers purchase basic health insurance coverage, usually with a high deductible Employers also maintain an account for each employee to help them pay eligible expenses not covered by insurance. Only employer dollars can be used to fund an HRA Fund parameters are set by the employer, but may include items allowed under 213(d) Must be available for COBRA May be available to terminating or retired employees Dollars do not follow an employee to new employment May coexist with FSAs Employers using HRAs report cost savings and high employee satisfaction

How will HRAs impact insurance markets? Will be attractive to all size employers, but large employers in particular may prefer this account over others HRAs do not require pre-funding, but are maintained “on paper” until a claim is submitted Have already proven to be cost-effective Take up rate will depend on whether HRA is offered as a sole offering or as an option

How Do These Plans Work? Health Reimbursement Account $1,000 annually Bridge or Gap $500 annually Health Insurance Policy $1,500 deductible annually, then 90% coverage in network and 70% out of network for the next $10,000 in expenses, 100% for remainder for balance of year

Design Considerations Some individuals and employers are concerned about taking away a drug card from employees. For this reason, some employers may want to offer an HRA with an FSA for employee out of pocket expenses instead of an HSA If an employer offers an HRA, there are no restrictions on the plan they offer Whether an HRA with an FSA or an HSA should be considered carefully

Design Considerations The issue of the drug card depends a lot on the design of the HRA. Employees with chronic illness who take several medications may find that due to the actual cost of their medications, they meet their deductible very quickly and that the coinsurance of the high deductible plan is lower than the copays with the drug card. Example. John and Mary and their son Steve take a total of eight medications each month. Six of their eight medications are on their preferred drug list and have a copay of $20 per month. The other two medications are available in generic and have a copay of $10 per month.

Actual Drug Costs Here is an example of the actual cost of the Smith family’s drugs: John Sally Singulair $ 95.59 Singulair $95.59 Flonase $ 66.99 Allegra $ 68.99 Zocor $ 78.77 Advair $158.99 Atenolol $ 15.19 Albuterol $ 19.89 Total $256.54 Total $343.46 Family Monthly Total Drug Cost $600.00 Total Copays* Currently $180.00 *Copays do not count toward the policy out-of-pocket maximum

Here is another family: The Jones Family Jack Janice Singulair $ 95.59 Singulair $ 95.59 Advair $158.99 Triam $ 9.99 Allegra $ 68.99 Synthroid $ 15.69 Albuterol $ 19.89 Prevacid $134.99 Flonase $ 66.99 Pulmacort $120.00 Triam $ 9.99 Astelin $ 67.59 Zocor $ 78.77 Inderol $ 29.00 Atenolol $ 15.19 Sulindac $ 30.00 Total $514.40 Total $502.85 Family Monthly Total Drug Cost $1,027.25 Total Copays* Currently $ 260.00

Plan Design Considerations As you can see, some of these “average” families have high drug expenses. They may feel the security of a drug card is important Depending on the design of the HRA or HSA and how many different family members are incurring claims, families may do as well or better without a drug card, allowing their drug expenses to go towards their health plan deductible

Design Considerations An HRA has the advantage of not requiring actual employer contributions until claims are submitted for reimbursement Some employers consider this an important cash-flow advantage An HRA can be paired with an FSA to allow employees to pay out-of-pocket costs with pre-tax dollars, but this has two drawbacks: FSAs currently don’t have rollover provisions, and employees lose any funds remaining in the account at the end of year Employers must front dollars for FSA claims in the first month of the year for up to the employee’s full year election even though the employee has not yet contributed funds at that level.

Plan Design Considerations An HSA can also be offered by itself with a qualified high deductible health plan, since it allows both employer and employee contributions, or it can be funded entirely with employee dollars If employers contribute to the HSA, their contribution must be in cash and must be the same for all similarly situated employees HSA funds are the property of the employee once deposited and may be retained over the course of a person’s employment and into retirement Small employers and others who may need to minimize administrative effort and cost associated with claims adjudication under an HRA or FSA, those who want to maximize employee cost-sharing, or those who are able to make only small contributions to the account may choose to offer an HSA.

Do we still need FSAs? FSAs are still needed primarily because many people will not qualify for an HSA, most often because their employer sponsored plan has some provision such as an RX drug card or office visit copay, or the individual or family deductible does not comply with the law There may be a variety of reasons why an employer is unable or unwilling to offer a plan that is HSA compliant, including labor negotiations. To ensure that FSAs encourage wise consumer health care spending and don’t encourage unneeded use of health care at the end of the year, FSA roll-over provisions need to be changed. At least part of the funds that may be remaining in an FSA at the end of the year should be available for rollover to the next year to encourage more cost-effective use of funds.

Hsa Hra Fsa Powerpoint

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