Search results “Hipaa employer obligation self funded plan”
Health Care Law: Highlights for Self-Insured Employers
If you’re an employer, here is an overview about your reporting requirements under the health care law. For details, visit www.irs.gov/aca.
Views: 1178 IRSvideos
Why HIPAA training matters
Healthcare providers, employers with self-funded health plans, healthcare clearinghouses, and business associates of covered entities are required to implement safeguards that ensure the continued privacy and security of all the personally identifiable protected health information that your organization collects. In this presentation, McAfee & Taft attorney Paul Ross discusses why covered entities and business associates must have comprehensive HIPAA training programs designed for all the various levels in the workforce, and what justifies this investment of time and money into a training program. See the full presentation at http://jurisiq.tv/why-hipaa-training-matters. JurisIQ, a service of McAfee & Taft, provides unlimited online, on-demand access to an entire library of timely training videos and supplemental learning materials targeting all levels of a workforce — basic employment law and compliance training for the general workforce, expanded training for managers and supervisors, and detailed education and training for HR professionals, executives, and business owners. » For more information about JurisIQ: http://jurisiq.tv/
HIPAA Awareness Training For Business Associates Demo, HIPAA Training Video
This is a demo of our HIPAA Awareness Training for Business Associates online course. This is the first lesson of our course and the entire course is about an hour to an hour and a half long. This course is meant to satisfy the HIPAA Privacy education requirements. It covers primarily HIPAA Privacy and also an overview of the HIPAA regulations in general including Security and Transactions. This training is meant for organizations that work with healthcare providers or insurance payers including medical billing, document/record storage, insurance brokers, TPAs, software companies, collection agencies, attorneys, answering services, consultants, actuaries, medical device manufacturers, marketing, cleaning services, medical couriers, asset recyclers, etc. We provide both individual as well as organizational training. In addition we also do full compliance including documentation and training of a compliance officer. HIPAATraining.com Making Compliance, Fast, Easy, and Painless for over 16+ years. To signup for the full course go to http://www.hipaatraining.com.
Views: 23 HIPAA Training
Worksite Health for Small Employers
CDC Workplace Health Model: Assessment, Planning and Implementation, Evaluation Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at https://www.cdc.gov/workplacehealthpromotion/videos/worksite-health-small-employers-09122013.mp4
HIPAA Associates FAQ
Business Associates must comply and are liable under HIPAA just like medical providers, health plans, and clearinghouses. Have questions about who is a Business Associate, when a Business Associate Agreement needs to be signed or if you are liable for your Business Associates? Watch the video. For information about what is and what must be included in a business associate agreement, read our blog at www.gettinslaw.com.
Views: 63 Mary Beth Gettins
FVPSA Final Rule: Supporting Services for All Survivors
This webinar is offered by the Family Violence Prevention & services Program. The Family Violence Prevention and Services Act (FVPSA) Program, Family & Youth Services Bureau, is pleased to host an information webinar on the FVPSA Final Rule, 45 CFR Part 1370, for FVPSA grantees and sub-grantees. This webinar provides an overview of important regulatory provisions, including: key definitions, confidentiality requirements, non-discrimination and accessibility requirements, Voluntary services /no conditions on the receipt of emergency shelter requirements, state planning and state domestic violence coalition needs assessments, and discretionary grant programs. The Final Rule, which became effective on January 3, 2017, incorporates statutory requirements from the 2010 FVPSA reauthorization as well as existing program policies and guidance into regulation, which are FVPSA’s standards of practice. More specifically, the new regulations clarify and reinforce that, as a condition of receiving federal funds, all FVPSA grantees and sub-grantees must adhere to statutory and regulatory requirements that are vital to the FVPSA mission of supporting welcoming, inclusive, and accessible services for all survivors of domestic and dating violence and their families. For immediate access to the FVPSA Final Rule published in the Federal Register, please go to: https://www.federalregister.gov/documents/2016/11/02/2016-26063/family-violence-prevention-and-services-programs Webinar title: FVPSA Final Rule: Supporting Services for All Survivors Presenters: Mary Louise Kelley, Kenya Fairley, Angela Yannelli Original broadcast date: July 25, 2017 More materials from the webinar, including slides and handouts can be found at: http://vawnet.org/material/fvpsa-final-rule-supporting-services-all-survivors
Employer obligations
http://banksconsultancy.com.au [Tidbit of the Day] So what are the employer obligations when it comes to workers compensation and protection. Watch the video to find out... ------------ Video Highlights: 0:08 - Tidbit of the day 0:13 - Issuing payslips/wages to employees 0:30 - Adequate protection for injuries, health, etc to employees 0:42 - Employers to cover contractors under works compensation policy ------------ Watch this video on Youtube: http://www.youtube.com/watch?v=0YCj1tXARvM Leave a comment about this video and remember to subscribe to our channel! ------------- Be sure to like us on Facebook as well: http://facebook.com/banksconsultancy
Views: 92 Banks Consultancy
CoverRX lost coverage I pre existing medical conditions tennessee state replacement insurance
http://www.healthtn.com/ get covered now 888-599-3001 Nashville, Tennessee 615-610-1440 Memphis Tennessee: 901.244.4844 Chattanooga, Tennessee: 423-800-5938 Jackson, Tennessee: 731.483.4877 tri-cities 423-800-5938 -------- Get Covered ----- http://www.healthtn.com/get-covered/ HealthTN's experts have years of experience in the insurance industry. Let us put it to work for you. We will guide you through the process of quoting, comparing and applying for an insurance plan. When key parts of the health care law take effect in 2014, more people than ever before will qualify for health insurance that fits their budget. You may be eligible for a free or low-cost plan, or a new kind of tax credit that lowers your monthly premiums right away. Getting covered will be easier than ever for people who are self-employed or people with pre-existing conditions. Health TN is here to navigate the new world of health insurance for you. Fill out the brief form below and one of our agents will contact you within 24 hours to help you find the perfect plan for you. No competition and little under 100,000 people are affected the subsidy would make this a much better option for these members More than 28,000 Tennesseans will lose access to state-sponsored insurance programs that are either winding down or curtailing enrollment because of the Affordable Care Act. The programs include CoverKids, CoverTN, Access­TN and CoverRX. People affected by the changes can shop for replacement policies beginning Tuesday when the Health Insurance Marketplace, the exchange that offers subsidies toward lowering premium costs, goes active. But all may not qualify for the subsidies, which are based on income and whether coverage is offered by an employer. Letters are going out this week to explain the changes to people covered by AccessTN, a program for people who have pre-existing medical conditions, and by CoverRX, a prescription benefits program. The 16,000 people enrolled in CoverTN, a limited benefits plan, have already been notified it will end Dec. 31. Many families also have received notice they will no longer be able to buy into CoverKids. "The Cover Tennessee programs were designed to fill gaps in coverage for Tennesseans who had difficulties accessing health insurance," said Darin Gordon, deputy commissioner of Health Care Finance and Administration. "Over the past six years, those programs have provided coverage to thousands of Tennesseans." Former Gov. Phil Bredesen established the programs after he overhauled TennCare and cut more than 350,000 people from its rolls to avert a state budget crisis. The programs stopped a portion of those people from falling through the coverage gaps; however, some of them offered meager or modest benefits because of monetary caps. "Due to many new insurance reforms, one of which is the opening of the Health Insurance Marketplace to consumers on Oct. 1, some of the Cover Tennessee programs are changing, because the need for this type of coverage will no longer be necessary," Gordon said. "Also, some programs, such as Cover Tennessee, will no longer meet the new requirements of coverage." 'Family glitch' Some working parents could be left in the lurch because of the "family glitch" — a rule that prevents a parent from buying subsidized insurance for a child on the exchange if the parent is covered by an employer's plan. That's a scenario that could affect thousands of Tennessee families, not just the parents of the 650 children cut from CoverKids because their parents make too much money. The state will no longer allow parents making more than 250 percent of the federal poverty level ($58,875 for a family of four) to buy into Tennessee's version of the federally sponsored Children's Health Insurance Program. The program is free for families with lower incomes. The state allowed other families to buy into it, paying monthly premiums that ranged from $294 to $375 per childbased upon income. Neither CoverTN nor AccessTN meets the requirements of the federal health law because both plans set monetary caps. While CoverTN ends Dec. 31, AccessTN has received a federal reprieve because of a rule that allows high-risk insurance pools an additional year. However, the state is limiting enrollment in AccessTN. Of the 2,600 people currently enrolled, about 1,900 will no longer be eligible. Only those with incomes below the federal poverty level and who receive premium assistance will be able to stay on the program. The state also is closing CoverRX to people who make more than the federal poverty level, which means 10,000 of the 54,000 people enrolled in that program will lose coverage. Article-http://www.tennessean.com/article/20130929/NEWS07/309290068/ http://youtu.be/HxaWnCbPLhM
Views: 19 HealthTN
Seth Perretta - How ACA, ADA, HIPAA and GINA impact wellness programs
Seth T. Perretta, a principal at Groom Law Group, speaks to self-funded employers about federal acts impacting employer-sponsored wellness programs. He covers issues related to ACA, ADA, HIPAA and GINA.
Views: 88 theallianceorg
Webinar: Health Care Reform & Other Legal Developments for Employer-Sponsored Health Plans
This webinar was recorded on September 14, 2010. Many of the new regulatory requirements for health plans are effective in the coming plan year. This program will provide an overview of what employers need to know, including an update on legal developments for employer-sponsored health plans. Topics - The Patient Protection and Affordable Care Act changes to employer-provided health care coverage that are already in effect, will be effective for the 2011 plan year, and will be phased in over the next several years - Compliance with expanded Mental Health Parity and Addiction Equity Act requirements for group health plans, and how to integrate an organization's medical, surgical, mental health, and substance-use disorder benefits; requirements are generally applicable for plan years beginning after July 1, 2010 (January 1, 2011, for a calendar-year plan) - The new obligations on covered health plans and their business associates under the 2009 HITECH amendments to HIPAA, including new privacy and security policy and documentation requirements and suggestions for in-house counsel and general practitioners on how to respond to suspected information breaches Speakers Jean C. Hemphill, Partner Partner-in-charge, Health Care Group Member, Employee Benefits and Executive Compensation Group Brian M. Pinheiro, Partner Partner-in-charge, Employee Benefits and Executive Compensation Group Member, Health Care Group Jonathan M. Calpas, Associate Member, Employee Benefits and Executive Compensation and Health Care Groups
Views: 51 BallardSpahrLLP
EMT 1-3:  Medical Legal and Ethics
Module 1-3 of Wisconsin the EMT Curriculum - Medical Legal and Ethics.
Views: 32912 WCTCEMS
HIPAA for Health Care Professionals – Nurses – Case Managers – CRC – CDMS – WC CA
This is a preview of the CareerSmart Learning online continuing education course "HIPAA for Health Care Professionals". It is worth 2 CEUs & is pre-approved for Nurses, CCM, CRC, CDMS & WC CA. Go to https://careersmart.com/shop/hipaa-nurses-ccm-crc-cdms-wc-ca-2-ceus/ to purchase this course. We provide online & live continuing education to nurses, case managers, CDMS, rehab counselors, OSHA, workers' comp, & RCFE admins. To shop all of our online courses & course bundles go to https://careersmart.com. We provide online & live continuing education to nurses, case managers, CDMS, rehab counselors, OSHA, workers' comp, & RCFE admins. COURSE DESCRIPTION Course objectives include: explain the basics of the Health Insurance Portability and Accountability Act (HIPAA); identify the basic elements of the Privacy Rule and how it impacts employees in health care settings; describe the penalties for HIPAA violations; and analyze HIPAA in the context of case studies. Course is approved for 2.0 continuing education units-CEUs-contact hours for the following professions: Nurses (RN, LVN, LPN) (all states) Critical Care RN (CCRN): meets the criteria for CCRN Synergy Continuing Education Recognition Point(s) (CERPS) in Category B Certified Case Managers (CCM) Certified Rehab Counselors (CRC) Certified Disability Management Specialists (CDMS) CA Workers’ Comp Claims Adjusters.
Rules for Disclosure and Confidentiality for People with Disabilities
This video will provide you with information so that you can make the best choice about revealing your disability.
Views: 78 Illinois workNet
Clarifying ACA § 1557 Nondiscrimination Rules for Employers | November 4, 2016
Under Section 1557 of the ACA, health insurers, TPAs and plan sponsors receiving federal financial assistance from the HHS are prohibited from engaging in discrimination on the basis of race, color, national origin, sex, age, or disability in certain health programs, including in health plans and programs offered on the federal and state exchanges. Watch other ComplianceMINUTE episodes here: http://www.corpsyn.com/synergiestv On occasion, postings may reference legislative decisions and guidance that may be deemed controversial or political in nature. However, postings are not intended to represent the opinion of Corporate Synergies or its employees.
Views: 156 Corporate Synergies
What Is an ERISA Health Insurance Plan? : Health Insurance & More
Subscribe Now: http://www.youtube.com/subscription_center?add_user=Ehowfinance Watch More: http://www.youtube.com/Ehowfinance ERISA health insurnace plans are a type of fully insurance health insurance plan. Learn about an ERISA health insurance plan with help from the president of The Stratford Financial Group, Inc. in this free video clip. Expert: Jeffrey Ingalls Filmmaker: Stephen Chiang Series Description: Health insurance is a complicated topic, which is why it's always important to do as much research as possible before deciding on any particular plan. Get financial advice and learn more about health and medical insurance policies and plans with help from the president of The Stratford Financial Group, Inc. in this free video series.
Views: 621 ehowfinance
Financial Planning Courses: Employee Benefits
Presented by Ian Quigley and http://www.ilscorp.com ILS Learning Corporation has been the leading online education provider for professionals since 2001. With interactive online video and text courses for mandatory CE and licensing requirements, ILScorp is popular with the insurance, financial, real estate and health care industries. Through the use of advanced training tools, a full and expanding multimedia library and a strong base in innovation, ILScorp is pleased to be the market expert in Canadian career development.
Views: 91 ILStv.com
CVS requires employees to get health screening to save on insurance
ALBANY -- CVS told employees recently it would charge a $50 monthly surcharge for its sponsored health insurance if employees don€™t get a health screening. About half the employers in New York are self-insured, meaning they take on the risk of health insurance themselves.€œThey have more flexibility in designing their health insurance program, what the benefits are, what the restrictions are and what the payment and co-payment will be,€ said Paul Macielak with the New York Health Plan Association.Some of the benefits offered include discounts for not smoking. Other employers offer bonuses for losing weight. CVS is unique in charging a fee for not getting a wellness exam and others could follow with their own fees if this push is successful.€œThere are possibilities that other experienced rating that the personal attributes of that person could affect how much their premium charged in a self-insured status,€ said Macielak. €œI think it's a positive thing and in some companies a joint effort for employees and management working together because I think they both recognize there's a financial benefit for the two of them because the premium is going to go Up for the employers and the employee as well€CVS has said information would be maintained by a third-party and it would not have access to the data, however patients are advised to take caution if participating in a screening.€œMy advice would be to read the forms provided to employees carefully and determine whether they are authorizing any use of or disclosure of their health information,€ said Michael Deyo, an attorney with Iseman, Cunningham, Riester and Hyde, which provides HIPAA advice to hospitals. €œIf the information is being collected by a third-party administrator then it is subjected to HIPAA and it cannot be shared with CVS as an employer unless the patient authorizes that disclosure.€Most health screenings ask about healthy habits and check weight, blood pressure and cholesterol, while avoiding some in-depth topics reserved for personal physicians.€œA red flag is asking about family medical history,€ said Macielak. €œThat starts to get closer to genetic history of a family, so I think that is a legal question lawyers would be sensitive to ask.€
Views: 319 CBS6 Albany
Social Media Guidelines for Nurses
Social media use is ubiquitous, but inappropriate posts by nurses have resulted in licensure and legal repercussions. NCSBN has developed guidelines for nurses and nursing students for using social media responsibly. Key points of these guidelines are summarized, along with dramatization of potential scenarios of inappropriate social media use. Visit https://www.ncsbn.org for more information. ID=EDU007
Views: 183701 NCSBNInteract
Health Insurance: Major Finance Mechanism
TO USE OR PRINT this presentation click : http://videosliders.com/r/491 ============================================================== Health Insurance:Major Finance Mechanism Chapter 6 Dr. Tracey Lynn Koehlmoos HSCI 678 Intro to US Health Services System ,Chapter Overview Insurance Concepts Evolution of Health Insurance Private Health Insurance Public Health Insurance Pending Policy Reforms This chapter will not cover managed care ,General Concept Insurance protects against infrequent, large loss by establishing contractual relations between the insured and the insurance provider and spreading the risk across a larger population. ,General Risk Assessment Underwriting Process-actuarial risk Experience Rating Cherry Picking/Cream Skimming Adverse Selection Redlining Insurers goal: premium $ received > benefit $ paid ,Specific Health Concepts Early days: Linked to Employment Hospitalization Only (1:13 among non-elderly) Conceptual Shift Expanded scope of interactions Non-random, non catastrophic events Commercial v. social purpose ,Risk Assessment 35% of insured—no claims 5% of insured = majority of claims Most insurers require medical screening Pre-existing conditions Excluded HIPAA (1996) ,Direct Risk Adjustment Medical Underwriting Tier rating—by member and industry Durational rating—Low $ to start, increases over time Redlining Excludes individuals or groups based on perceived hazards, life-style or claims history ,Indirect Risk Adjustment Co-payments Limited Benefits Packages (procedures/pharmaceuticals) Caps/Ceilings Waiting period for effectiveness Results in inequitable access across the US ,Growth of Commercial Health Insurance Provider-Organized Plans—dominant before WWII Post-WWII: Growing Non-for Profit Hospitals, more plans based on employment groups 1947 Taft-Hartley Act: Health benefits as a condition of employment for which labor was entitled to negotiate ,Availability in Small Businesses Smaller businesses <100 employees 50% of US labor firms Nature of business too high risk Unaffordable premiums—cannot spread risk Part-time work force One claim could increase all premiums 10 to 40% higher cost to small v. large business ,Retiree Health Insurance Larger companies offer this as a benefit Hard to capture this group as data Jeopardy of benefits due to shake-ups in the mid-1980’s Medicare eligible—Medicare 2nd payor Employers seek higher cost share Medicare Part D; Patient’s Bill of Rights ,Self-Funded Health Insurance Large group of employees Eliminates need for insurance company ERISA exemptions Pay only what is used Can negotiate rates Insurance companies can be hired to bear excessive financial risk Third Party Administrator can handle admin. ,The Cost of Doing Business Health Insurance is a major expense Premium growth rates—on the rise, again $4,692 per employee & family per year $2,088 per employee per year 75% of business health expenditures are on health insurance premiums 16% Medicare Contributions 8% Workman’s Compensation ,Cost Containment Measures Cost Sharing/Co-payments Limiting Scope of Benefits Caps on Insurance Expenditures Controls on Utilization Prior Authorization Second opinions Pre-certification (nursing home stay) ,ERISA Employee Retirement Income and Security Act of 1974 Allows large employers to self-insurer Response to concerns on pension mismanagement Protects health services benefits packages ,HIPAA Established requirements for carriers at the individual, small and large group markets Portability from group to individual plan Limits pre-existing condition waiting periods Also, state reforms in the early 1990’s ,HIPPA Health Insurance Portability and Accountability Act of 1996 Allows employees to “carry” insurance to the next job without a waiting period Allows employees in small companies to bring in previous insurance Addresses confidentiality issues ,Summary of Private Insurance Covers 2/3 of US population Mostly as employee benefit, large group New laws and regulations to protect the benefits of the insured Ineligible people—may use individu
Views: 126 slide show me
Self Insurance for Workers Compensation
Do you have enough money saved up to protect your business from litigious minded people? If you answered no, (most do), then you need an alternative worker's comp program like self-insurance. As a business owner, workers' compensation is not an option - it is a necessity. Every company's worker's compensation needs are different. That is why we customize our already specialized self-insurance solutions to fit your exact needs. We know that comprehensive coverage breeds peace-of-mind. And we want all our clients to be satisfied with their solutions. Contact us today, we look forward to earning your business: 877.226.1027 Source: http://www.caitlin-morgan.com/workers-compensation & http://www.caitlin-morgan.com/self-insurance
Views: 180 Caitlin Morgan Ins
ERISA health plans help employers control costs
Employee Retirement Income Security Act (ERISA) health plans can help employers control their costs and give them flexibility within the ObamaCare framework. ERISA could save you premium dollars and help your employees get the coverage they need. Contact the Health Insurance Cooperative Agency in Overland Park, KS. We can help you navigate new healthcare reform and make your benefits truly affordable. Visit us at www.hicinsur.com and click "Free consult" to get started.
Views: 86 HICInsurance
What your boss knows about your health records
Dr. Deborah Peel, of PatientPrivacyRights.org, explains how employers can access their employees' health records.
Views: 757 CNN
About Cobra as Self-Employed Health Insurance : Health Insurance Tips & More
Subscribe Now: http://www.youtube.com/subscription_center?add_user=ehowfinance Watch More: http://www.youtube.com/ehowfinance COBRA is an extenuation of the coverage that you had with your previous employer. Learn about COBRA as self-employed health insurance with help from a dedicated and experienced insurance professional in this free video clip. Expert: Susan Combs Filmmaker: Alexis Guerreros Series Description: Managing your insurance doesn't just begin and end with your policy - you also have to determine things like your tax penalties and deduction eligibility throughout the year. Get insurance tips with help from a dedicated and experienced insurance professional in this free video series.
Views: 102 ehowfinance
CT DDS ADA Training Video
Views: 6680 ctdds
Health Decisions Webinar: ACA is Here. Are You Ready? - Help for self-funded employers
All employers with 50+ employees need to comply with ACA (the Affordable Care Act or "Obamacare"). The first step in developing your ACA Compliance Action Plan is to take an honest look at how prepared you are right now to meet ACA requirements. This webinar (the first in our monthly series for 2014) helps you get prepared by addressing the following questions. (All require a "yes.") • Have you complied with ACA regulations now in force? Do you know what they are for your plan? • Can you pass the minimum value and affordability tests? Have you performed the tests? • Do you have the data required to prepare employee and dependent rosters for the IRS? Do your payroll and enrollment rosters agree? • Are you prepared to both send required notices and receive required employee authorizations? Can you document two-way communications with your employees? View this webinar to learn how to take the first step in this important process of ACA compliance. To view the entire webinar, please go to: https://www4.gotomeeting.com/register/696925383 For more information, please visit: http://www.healthdecisions.com
WEBINAR: Best Practices in Employee Retention and Return to Work Lessons Learned from Employers
[WEBINAR MATERIALS, INCLUDING THE LIVE TRANSCRIPT CAN BE FOUND AT: http://www.leadcenter.org/webinars/best-practices-employee-retention-and-return-work-lessons-learned-employers] Disability management and prevention is an important component in retaining talented employees and reducing turnover costs. In 2013, the LEAD Center studied a large successful U.S. Corporation to learn about and document effective retention and return-to-work policies and practices. This is a major focus for the U.S. Business Leadership Network as well as the Families and Work Institute, which just published their 2014 National Study of Employers. Join us for a review of lessons learned including: Employer retention and return-to-work best practices. How workforce professionals can partner with employers to promote employee retention and return to work. How to identify employers with policies that support customized employment.
Views: 343 LEADCtr
HLS in the World | Why "Practicing Law" Still Matters to HLS Alumni in Sports Law
Harvard Law School Lecturer on Law Peter Carfagna ’79, chairman and CEO of Magis, hosted a wide-ranging session on why and how practicing law remains important to alumni who serve as team and league counsels. Panelists include Paloma Ahmadi’10, counsel, labor relations, Major League Baseball; Jihad Beauchman ’09 associate general counsel, San Francisco 49ers; Dave Friedman ’96, senior vice president and special counsel, Boston Red Sox; Ashwin Krishnan ’10, senior counsel, Miami Marlins; Megha Parekh ’09, senior vice president, Jacksonville Jaguars; and Mike Zarren ’04, assistant general manager and team counsel, Boston Celtics. Their talk was part of the HLS in the World bicentennial summit which took place at Harvard Law School on Friday, October 27, 2017. For more on HLS' Bicentennial, go to: http://200.hls.harvard.edu/
Views: 1338 Harvard Law School
Documentation Review Addiction Counselor Exam
Addiction Counselor Certification Training $149 can be found at https://www.allceus.com/certificate-tracks/addictions-counselor-certification-training/
claims auditing
www.parcelaudits.com, audit jobs, freight cost savings, shipping refunds,track freight shipment
Views: 44 Jim Myers
The Importance of Buying Health Insurance: Long-Term Care Policy (2013)
Two federal laws address the ability of individuals with employment-based health insurance coverage to maintain coverage. The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) enables certain individuals with employer-sponsored coverage to extend their coverage if certain "qualifying events" would otherwise cause them to lose it. Employers may require COBRA-qualified individuals to pay the full cost of coverage, and coverage cannot be extended indefinitely. COBRA only applies to firms with 20 or more employees, although some states also have "mini-COBRA" laws that apply to small employers. The Health Insurance Portability and Accountability Act of 1996 (HIPAA) provides for forms of both "group-to-group" and "group-to-individual" portability. When an individual moves from one employer's benefit plan to another's, the new plan must count coverage under the old plan against any waiting period for pre-existing conditions, as long as there is not a break in coverage of more than 63 days between the two plans. When certain qualified individuals lose group coverage altogether, they must be guaranteed access to some form of individual coverage. To qualify, they must have at least 18 months of prior continuous coverage. The details of access and the price of coverage are determined on a state-by-state basis. According to the US Census Bureau, about 9% of Americans are covered under health insurance purchased directly.[53] The range of products available is similar to those provided through employers. However, average out-of-pocket spending is higher in the individual market, with higher deductibles, co-payments and other cost-sharing provisions.[73][80] Major medical is the most commonly purchased form of individual health insurance. Although a major medical health insurance policy is primarily a catastrophic plan, qualified preventive benefits are still covered at 100% without any waiting period or copay.[81] In the individual market, the consumer pays the entire premium without benefit of an employer contribution.[80][82] While self-employed individuals receive a tax deduction for their health insurance and can buy health insurance with additional tax benefits, most consumers in the individual market do not receive any tax benefit.[83] Premiums vary significantly by age.[80][84][85] In states that allow individual medical plan underwriting, premiums also vary by health status.[80] However, with the Patient Protection and Affordable Care Act, effective by 2014, all insurers will be fully prohibited from discriminating against or charging higher rates for any individuals based on pre-existing medical conditions.[48][49] In August 2008, the Hartford Courant reported that competition was increasing in the individual health insurance market, with more insurers entering the market, an increased variety of products, and a broader spread of prices.[86] Individual health insurance is primarily regulated at the state level, consistent with the McCarran-Ferguson Act. Model acts and regulations promulgated by the National Association of Insurance Commissioners (NAIC) provide some degree of uniformity state to state. These models do not have the force of law and have no effect unless they are adopted by a state. They are, however, used as guides by most states, and some states adopt them with little or no change. Early hospital and medical plans offered by insurance companies paid either a fixed amount for specific diseases or medical procedures (schedule benefits) or a percentage of the provider's fee. The relationship between the patient and the medical provider was not changed. The patient received medical care and was responsible for paying the provider. If the service was covered by the policy, the insurance company was responsible for reimbursing or indemnifying the patient based on the provisions of the insurance contract ("reimbursement benefits"). Health insurance plans that are not based on a network of contracted providers, or that base payments on a percentage of provider charges, are still described as indemnity or fee-for-service plans. http://en.wikipedia.org/wiki/Health_insurance_in_the_United_States
Views: 119 Way Back
Community Health Workers: Their Role in Preventing and Controlling Chronic Conditions
Are you interested in learning about what is going on with community health workers (CHWs) at the national level? The National Diabetes Education Program and CDC's CHW Workgroup at the National Center for Chronic Disease Prevention and Health Promotion hosted a webinar that outlined what CHWs are, described their roles in achieving health equity, and discussed promising practices of the CHW workforce. The event showcased the strategies that CDC uses to engage CHWs in chronic condition prevention and control, policy development, and other efforts. Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at http://www.cdc.gov/diabetes/ndep/videos/chws-controlling-chronic-conditions-low-res-video.mp4
Group health insurance plans for small businesses 2013
Michael Gray interviews Don Pollard, CLU, ChFC of Advanced Professionals, about "Group health insurance plans for small businesses" for Financial Insider Weekly. They discuss which "small businesses" will be affected by the health insurance law, the final aspects of which will become effective January 1, 2014. They cover what the penalties are for noncompliance, what is specific about California's laws, what health insurance exchanges are and how they apply to small businesses, and how to get help complying with the new laws. http://www.financialinsiderweekly.com
Understanding Small Business Health Insurance Requirements and Fines
Philomena Carroll, CPA and PICPA member, outlines the health insurance requirements for CPAs and potential fines for non-compliance of the Affordable Care Act.
Views: 445 PaInstituteofCPAs
Workplace Health Incentives
Objectives of this Workplace Health Incentives webinar are to describe the types and uses of incentives; designing an incentives-based program; laws, regulations and ethical guidelines. Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at https://www.cdc.gov/workplacehealthpromotion/videos/workplace-health-incentives-05202013.mp4
How to Build a Product III - Jason Lemkin, Solomon Hykes, Tracy Young and Harry Zhang - CS183F
Jason Lemkin, of SaaStr, sits down with Solomon Hykes, CEO and co-founder of Docker, Tracy Young, CEO and co-founder of Plangrid, and Harry Zhang, co-founder of Lob, to discuss their experience building products in our third installment of How to Build a Product.
Views: 17870 stanfordonline
Preparing for an Audit 2 27 2014
One of the biggest issues that we’ve run across lately is Compliance. So, obviously people are thinking about the Affordable Care Act and what the law requires you to do, but a lot of the conversations that we’ve had with employers while they start focusing on that – whether Pay or Play or employer mandate applies, about whether some of the other plan changes that need to be made are going to get them into trouble – the reality is that most employers can set those issues aside. They should not be the most concerning issues. The most concerning issue is that in the past couple of years, meaning that since healthcare reform was passed in 2010, the Dept. of Labor through its division called the Employee Benefits Security Administration (EBSA), they have launched what’s called the Health Benefits Security Project. In short, that is an effort nationwide. They’ve hired a thousand auditors to vigorously enforce the law. They want to make sure that employers are following the rules and not just the Affordable Care Act rules. And that’s really the point of what I want to get to. We’ve had a couple of clients who have already received audit letters and the first ten or so items focus on the Affordable Care Act with questions such as: Do you cover kids age 26 and below?; Do you cover free preventive care?; Have you handed out the notices for the availability of Exchanges?. Most employers are going to be able to put some big check marks next to those boxes and be done, but then the questions turn to, “While we’re here, can we ask you about a few other items?” And, that’s where they start to dig a little deeper in terms of whether you have really taken to heart the fact that you are an employer and you have some fiduciary responsibilities from a communications standpoint. What I really want to share with you are a couple of suggestions on how to best prepare before that auditor knocks on the door. Again, you don’t have to be, at this point, a large employer; you don’t have to be an employer that has a disgruntled employee that has turned in a complaint. It’s expected, right now, that every employer may go through some form of a health plan audit within the next few years. So, a couple of things. Number one, you ought to have one person, or one team of folks, in charge of your benefit plans – just somebody who can focus on this issue. Second, those folks ought to read through your policies and your documents to just make sure they have a basic understanding of what they are. Third, they really need to understand the legal requirements. A lot of those have to do with notices and employee communications, and the Affordable Care Act has some very specific requirements that self-funded employers want to be aware of. Usually, the carrier takes care of those requirements for fully-insured plans. You want to keep all of your materials in one place. In a lot of cases, what happens is somebody might have a binder with all the required documents – keeping everything organized and easily accessible. Also, you want to conduct some internal reviews. You could call it an internal audit, but the fact is you are really practicing for the real thing if you do get that knock on your door. You want to make sure that you have written procedures for all of the administrative functions you are handling internally – things like HIPAA, claims handling, HRA and FSA plans. You want to make sure you have clearly defined procedures. You also want to make sure that you respond to any questions employees have and that you provide all required notices to employees on a timely basis. If there are annual documents that you need to file – like a 500 if you have over 100 participants on your plans, make sure you do so. We would also like to point out that there are insurance policies that you should have in place such as fiduciary bonds, and employee benefit plan administration liability. None of these plans are really that expensive, but they are things that you should have in place to ensure the safety of your plans. One of the primary benefits of spending time on this issue before you actually have an audit is that you can prepare and you can actually make adjustments for improvement so you will not be found to be in willful violation of some of the things that the DOL requires. If we can be of any help to you in any way during this process let us know. We’ve taken it upon ourselves to help, especially for small employers, who typically aren’t dealing with this at all. They may not be aware, and if they are aware they just aren’t taking the time to do it. If there is a specific concern or question that you have – or if you have suggestions for future topics – please let us know. www.schwartzinsgrp.com (502) 451-1111. Matt Schwartz President Schwartz Insurance Group Louisville, KY
Views: 106 Gail Klotz
Presented by Michael Chase, JD, MPA and Anna Armstrong, PhD, MPH, MCHES, CPH
Workers' Compensation Options that Can Significantly Impact Your Bottom Line
The Partners Group Commercial Insurance Division presents quick tips for finance executives and business leaders. Paul Vlcek (http://www.tpgrp.com/commercial-insurance/commercial-insurance-team/paul-vlcek/) and Jordan Stair (http://www.tpgrp.com/commercial-insurance/commercial-insurance-team/jordan-stair-commercial-insurance-account-executive/) discuss workers' compensation options for Washington state employers, that can significantly help impact your bottom line. Washington State is unique as it is one of the few monopolistic states still remaining throughout the country, meaning the state itself is the only provider of workers’ compensation coverage. Stair stated “oftentimes employers feel they have limited available options, when in fact that cannot be further from the truth.” What a lot of employers don’t realize is that there are four different options when it comes to purchasing their workers' comp in Washington: buy direct from L&I, group retro, individual retro, and self-insurance. We are talking about group retros in this video, as it can be a cost-saving opportunity. Listen to the video for more information. Contact The Partners Group to see how we can help you: http://www.tpgrp.com/contact-commercial-insurance-team/. Tune in to get more quick tips from The Partners Group commercial insurance division! Don't forget to subscribe to our email list through our website - http://www.tpgrp.com/commercial-insurance/who-we-serve/, click on "Subscribe". Founded in 1981, The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals for over 30 years. We are an independent consulting firm with services including employee benefits, business consulting, retirement planning, investment services, commercial and individual insurance. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 100 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, OR; Lake Oswego, OR; Bellevue, WA; Bend, OR; and Bozeman, MT. For more information, please visit http://www.tpgrp.com. 800-722-6339.
Views: 67 The Partners Group
Gobeille v. Liberty Mutual Insurance Co.: Oral Argument - December 02, 2015
Facts: Liberty Mutual Insurance Company (Liberty Mutual) operates a self-insured employee health plan through a third-party administrator. Vermont state law requires that all health plans, including self-insured plans, file reports containing claims data and other information with the state. The statute specifies what type of information is required and how it is transmitted. When Vermont subpoenaed claims data from the third-party administrator, Liberty Mutual sued the state and argued that the reporting requirements of the Employment Retirement Income Security Act of 1974 (ERISA) preempted the Vermont statute. The district court found in favor of the state and held that ERISA did not preempt the Vermont statute. The U.S. Court of Appeals for the Second Circuit reversed and held that ERISA preempted the state statute because the state statute’s requirements were connected to the ERISA requirements and therefore were preempted. Question: Do the reporting requirements of the Employee Retirement Income Security Act of 1974 preempt a Vermont state statute regarding reporting requirements as applied to a self-insured employee health plan? Conclusion: The reporting requirements of the Employee Retirement Income Security Act of 1974 (ERISA) preempt a Vermont state statute regarding reporting requirements as applied to a self-insured employee health plan. Justice Anthony M. Kennedy delivered the opinion for the 6-2 majority. The Court held that the preemption clause of ERISA was meant to be construed broadly, and precedent has established that ERISA preempts a state law when the existence of ERISA plans is essential to the operation of the state law or when the state law interferes with nationally uniform plan administration. Because ERISA contains various recordkeeping, disclosing, and reporting requirements that are integral aspects of ERISA, the Vermont state statute interferes with nationally uniform plan administration. In his concurring opinion, Justice Clarence Thomas wrote that, while the majority’s opinion follows precedent regarding ERISA preemption, that preemption jurisprudence is possibly becoming impermissibly broad. In future cases, the Court may have to address the question of whether the Constitution allows such broad federal preemption of state laws. Justice Stephen G. Breyer wrote a separate concurring opinion in which he emphasized that ERISA preemption avoids the potential of having different reporting requirements in each state. However, if a state needs information beyond what ERISA requires, it can request authorization through the Secretary of Labor. Justice Ruth Bader Ginsburg wrote a dissent in which she argued that Vermont’s statute serves a different purpose than the ERISA reporting requirements and therefore should not be preempted. While ERISA’s reporting requirements allow the Secretary of Labor to examine plan management and solvency, the Vermont statute is concerned with how residents obtain health care and how effective it is. Because the state statute does not impose burdens on plan management that effectively dictate the plans’ administration, preemption is not required. Justice Sonia Sotomayor joined in the dissent. For more information about this case see: https://www.oyez.org/cases/2015/14-181 Section 1: 00:00:05 Section 2: 00:16:58 Section 3: 00:27:39 Section 4: 00:54:32 PuppyJusticeAutomated videos are created by a program written by Adam Schwalm. This program is available on github here: https://github.com/ALSchwalm/PuppyJusticeAutomated The audio and transcript used in this video is provided by the Chicago-Kent College of Law under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License. See this link for details: https://creativecommons.org/licenses/by-nc/4.0/
A Workplace Wellness Approach for Prescription Misuse Prevention
This interactive webinar defines “health consciousness” as key to preventing prescription drug misuse. The webinar teaches audience members skills to reduce prescription drug misuse in their work setting. Visit http://www.samhsa.gov/workplace to learn more.
Views: 2615 SAMHSA
Empowering Nurses to Protect Themselves & Their Patients: Disaster Preparedness through the Seasons
Healthcare personnel may serve as responders during disasters or infectious disease outbreaks. To effectively respond to public health emergencies and natural disasters, healthcare professionals must engage in emergency preparedness and response activities. Empowering Nurses to Protect Themselves and Their Patients: Disaster Preparedness through the Seasons is the sixth webinar in the NICE Network webinar series. This webinar will address how nurses can be prepared to maximize patient safety, decrease occupational exposures, and prevent the spread of infections in a their schools, healthcare facilities, and communities during an outbreak or disaster. Comments on this video are allowed in accordance with our comment policy: http://www.cdc.gov/SocialMedia/Tools/CommentPolicy.html This video can also be viewed at https://www.cdc.gov/wcms/video/low-res/infectioncontrol/2018/15721572ANA-Webinar-6-Recording.mp4
Workers Compensation Overview
Views: 3101 USOPM
How to Manage Rising Health Insurance Costs Including Real Life Case Examples
The Oregon Business Magazine recently featured The Partners Group and our employer clients, Harsch Investment Properties and SAIF Corporation, in their Hot Topics Cool Talks forum series. The discussion included an ACA update and focused on solutions for managing rising health insurance costs, including real life examples from the employer groups. Contact The Partners Group at https://www.tpgrp.com/about-us/contact/ Subscribe to our newsletter to receive current news updates and upcoming webinar information: https://www.tpgrp.com/subscribe/. www.tpgrp.com | communications@tpgrp.com | 800.434.4662 For over 35 years The Partners Group has been serving the financial and insurance needs of employers, medical professionals, and successful individuals with services including employee benefits, retirement planning, investment services, commercial and individual insurance. We have built our business from the ground up to insure we are a thriving organization for the next 35 years. Although we have developed a national network and reputation, you can count on our local commitment and service. We deliver through the hard work of over 140 teammates, who tirelessly provide results greater than the sum of our parts. The Partners Group has offices in Portland, Lake Oswego, and Bend OR; Bellevue, WA; and Bozeman, MT.
Views: 77 The Partners Group
How to Become an InfoSec Autodidact - Kelly Shortridge - Duo Tech Talk
The information security industry can often feel inaccessible to outsiders, particularly those without a computer science background. However, there are ways to quickly dive into the field regardless of your background, many of which just require a time investment. I’ll talk about the numerous infosec careers available, how to network with community members, and how to build a knowledge base that is sustainable for the ever-evolving field. Bio: Kelly is currently co-founder and COO of IperLane, a mobile monitoring and access control startup. Prior to IperLane, she was an investment banking analyst at Teneo Capital responsible for coverage of the data security, intelligence and analytics sectors, advising clients on M&A and capital raising assignments. She graduated from Vassar College with a B.A. in Economics and was awarded the Leo M. Prince Prize for Academic Achievement.
Views: 2227 Duo Security
Ginni Rometty Keynote at Interconnect 2017
Ginni Rometty keynote from Interconnect 2017. Special guests include: - Randall Stephenson, CEO, AT&T - Marc Benioff, CEO, Salesforce.com - Bill Cobb, CEO, H&R Block - Bruce Ross, Group Head for Technology & Operations, RBC - Reshma Suajani, Founder and CEO of Girls Who Code
Views: 94863 IBM
Exponential Healthcare and Public Policy with David Bray and Libbie Prescott (CXOTalk # 252)
What is exponential technology and how is it changing the world? Georgetown University’s Dr. Elizabeth “Libbie” Prescott and Harvard’s Dr. David A. Bray tell Michael Krigsman of CXOTalk about rapid changes in exponential and emerging technology, its implications on public service and public policy – and the legal or ethical implications for government policy. For more information, see https://www.cxotalk.com/episode/exponential-technology-public-policy Prescott works at the intersection of science, technology, and security as the Deputy Director and Education Portfolio Lead for MD5 National Security Technology Accelerator (MD5 NSTA) and Adjunct Associate faculty at Georgetown University in the Center for Security Studies in the Walsh School of Foreign Service. She previously served at the U.S. Department of State as a Special Assistant to the Deputy Secretary of State for Management and Resources Heather Higginbottom; Counselor and Strategic Advisor to the Science and Technology Adviser to the Secretary of State E. William Colglazier; and Science and Technology Adviser to the Assistant Secretary of State for the Bureau of East Asian and Pacific Affairs Kurt Campbell. Bray was named one of the top "24 Americans Who Are Changing the World" under 40 by Business Insider in 2016. He was also named a Young Global Leader by the World Economic Forum for 2016-2021. He also accepted a role of Co-Chair for an IEEE Committee focused on Artificial Intelligence, automated systems, and innovative policies globally for 2016-2017 and has been serving as a Visiting Executive In-Residence at Harvard University since 2015 focusing on leadership strategies for our networked world. He has also been named a Marshall Memorial Fellow for 2017-2018 and will travel to Europe to discuss Trans-Atlantic issues of common concern including exponential technologies and the global future ahead. From the transcript: Michael Krigsman: (06:08) Alright. So, let’s dive in. Data-enabled healthcare; Libby, you want to explain what do we mean by that and this concept of exponential technologies; where does it fit together? Libbie Prescott: (06:27) . So, when I talk about biotechnology, or biology, or healthcare in general, I think we're seeing a merging of data and health. And, I think, in the past, a lot of the delivery of our healthcare system, which I often would… I think the more appropriate descriptor for that is really a "disease-care system" because we're not optimizing for the health of an individual or even of a population, but actually, we're just really treating things in […]. (07:28) What data is allowing us to do is to think about understanding what the human, as an organism, actually is operating in closer to real-time. And, with that, we will be able to do a lot of unique things that are not only to prevent, hopefully, the negative outcomes, which would be disease-oriented, but also then you get into the optimizing of our not only just our health, but also our behaviors and our performance. And, that’s where we really start thinking about what does it mean to be performing at full functionality? What does augmenting of a human mean? And, to some extent, we are comfortable with certain types of permanent changes that we already do to ourselves as humans. But, as we get more data and understand more about really what it is to be in real-time at a biochemical level, operating in different contexts, I think we’re going to have an entirely different way we think about even what it means to be human. David Bray: (15:52) Yes, so if I could just give an enthusiastic “yes” to what Libby said; you think about it, and this just gets a little bit to the people-centered internet dimension that I’ll be wearing a hat on in a future life. (17:42) The other thing that I think Libby also was touching on is more and more of this is going to come from the consumer today. I mean, we’ve already seen this in general IT trends that consumer space is, in some respects now, influencing what happens in technology enterprises. We shouldn’t be surprised if the same things start happening in the bio space and the healthcare space that consumer trends will start influencing the insurance and the enterprise influences as well. And, what do I mean by that? Well, there are companies already that are using machine learning to identify one, who could be in a clinical trial automatically. I mean, trying to do this manually can take between three to six to nine months, if you do it manually. A machine can actually look at, if you choose to share data and say, “You would be perfect for this therapeutic drug treatment, would you like to do it or not?” And, that’s being done in near-real time as opposed to delays of six to nine months.
Views: 5128 CXOTALK
Developments in Wellness Program Incentives for Employees
We will discuss the latest legal and regulatory changes impacting employer-sponsored wellness programs. We will also cover the latest trends in encouraging maximum participation in employee wellness programs.
Health Decisions Webinar: ACA Compliance Checklist - Are You Ready for 2015? snippet
The one-year delay in Affordable Care Act compliance is over. What is in store for 2015 and beyond? How prepared are you? This webinar provides a checklist of steps you should have taken -- or will need to take -- to meet and maintain ACA requirements. We also share experiences of employers dealing with ACA. Where are the “easy” buttons? What are the most common mistakes? This webinar is the final one in our year-long series on ACA compliance. We pull together the key points from earlier sessions into a set of steps self-funded plans can use to gauge where they are, identify gaps, and assess what they need to do. To view the entire webinar, please go to: https://attendee.gotowebinar.com/recording/8114138890203644930 For more information, please visit: http://www.healthdecisions.com.
Understanding Medical Loss Ratios
A quick overview of medical loss ratios!-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 739 Dino Petrovic