Yesterday President Obama signed into law an extension for the existing COBRA subsidy for employees that were involuntarily terminated from April 1st to May 31st. The subsidy provides a 15 month long 65 percent premium subsidy to employees to assist them during their transition to new employment. President Obama is looking to legislators to extend the subsidy to employees that were terminated for the whole year.

The COBRA subsidy was fist enacted in 2009 as part of the American Recovery and Reinvestment Act to provide affordable health insurance coverage for recently terminated employees. According to USA Today COBRA enrollment has increased by 20 percent when no subsidy was available.
In addition, workers that let their COBRA lapse due to their subsidy expiring can re-active their COBRA with the subsidy if they pay back premiums.

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I have been selling employee benefits to employers across the US for over 12 years. It still amazes me that many of my clients and most employers think of the benefits as an EXPENSE for their company. Developing a benefits package to offer to your employees actually can enhance the quality of your labor force. If you use the benefits properly it can be an amazing recruiting and retention tool. I have shown employers how to offer a package that includes health insurance, dental, vision, long term and short term disability and life insurance. Incorporating all of these coverages and picking up the ENTIRE cost can not only save you thousands of dollars on what you currently have but going will enable you to be compliant to any current or future government regulation. An employer also has to make the employee more aware of the cost of the benefit. An annual statement of these costs in addition to the W-2 that is sent annually really provides the employee with an insight to how important they are to the employer. Taking the time each year to survey the employees with regards to the benefit programs makes all parties aware of what is truly important to both. I usually suggest that the survey be done mid contract year, this way the employer is aware of issues to be concerned about for the next renewal. You will be amazed at how beneficial bringing the employees in on the process truly is.

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Editor’s note: This is a special post by our Customer Service VP, Gail Levenson

I am a health insurance producer in New Jersey and I get this question all the time.  A patient receives a bill and wonders why the doctor is billing them.  The best way to keep track of what you owe your healthcare provider is to keep the Explanation of Benefits (EOB) that is sent to you by the insurance carrier each time you see a provider.  Instead of opening up the envelope and discarding the papers inside take the time to look at them and you will see that this document tells you what you owe your doctor and why.  By the way, for most carriers you can also get your EOB online at member services so you don’t even have to wait for the mail.

The EOB will contain the following information:

  • Name of the Insurance Company
  • Subscribers name and address
  • Patient’s name
  • Provider’s name
  • Provider’s tax ID#
  • Claim date of service
  • Total billed charges
    • the amount the provider sent to your insurance company
  • Allowed amount
    • the payment a provider has agreed to accept for the service under the terms of a negotiated contract with the insurance company.  This amount applies to in-network providers only.  The allowed amount can also be the maximum the insurance company will allow for a specific service.
  • Discount amount
    • the amount the insurance carrier adjusts the bill because of the negotiated rate agreed upon between the provider and the carrier.  This is for in-network providers only.
  • Copays and CoInsurance
  • Deductible amount
  • Patient responsibility amount
  • Total payment and to whom it was paid
  • A remark section
    • The patient responsibility amount is what you owe the provider.  Be aware that some EOB’s include the copay, coinsurance and deductible amounts and some don’t so it is up to the subscriber to know what they already paid the provider and deduct that amount from the patient responsibility amount if necessary.

Learning to read and use the EOB will help you keep track of your payments to your providers.

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I have been selling New Jersey Employee Benefits and group health insurance to small and medium sized businesses since 1997. Each year I see the plan design change slightly; there was higher co-pay, a split co-pay, higher drug card, two tier drug card, three tier drug card, and Hospital deductibles, in network deductibles. During this period the rates were rising. It was a challenge to bring a plan to the employer that was a slight increase over last year. Well things have changed, there are very few insurance carriers now offering the plans. The ones that do have raised the rates so much that a thirty percent increase over last year’s is the norm. I sit at my desk wondering what is happening, I have no options for the employer any longer, the rates go up, the plans keep offering less and less benefits. I do not see people utilizing the services less, what I see are companies forgoing the benefits all together. Is this what the insurance carriers want? Do they want to make it so the only people that take the insurance are the very ill and wealthy? What are employers supposed to do? Their employees think it is the employer that is reducing the coverage or lowering their contribution to raise the rates. I have no answers, all I have are questions. The most important one I have is what is Washington going to do to address these issues? The bickering between the Democrats and the Republicans and an ineffective President only delays and stalls the issue. Seems to me the Insurance and Drug companies are in control. In the end it is the American worker that is bearing the brunt of this problem and the final resolution is not even flicker of light at the end of a very dark and long tunnel.

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