This is the forty-second issue in our series of alerts for employers on selected topics on health care reform. (Click here to access our general Summary of Health Care Reform and other issues in this series.) This series of Health Care Reform Management Alerts is designed to provide an in-depth analysis of certain aspects of health care reform and how it will impact your employer-sponsored plans.
On June 28, 2012, the U.S. Supreme Court upheld the constitutionality of the Patient Protection and Affordable Care Act (ACA). What this means for employers sponsoring group health plans is that they must forge ahead and continue to implement the applicable provisions of the ACA on a timely basis. This issue highlights what both grandfathered and non-grandfathered plans will need to consider going forward.
Click here to view the tables.
Seyfarth Shaw’s Health Care Reform Team is following the legislation making its way through Congress now and will be monitoring developments as the presidential election approaches. We will continue to alert you to guidance issued by the agencies, as well as approaching deadlines. In the meantime:
- Review current plan provisions against the checklists above and determine if changes are needed.
- Prepare your Summary of Benefits and Coverage before annual enrollments begin this fall and talk to your insurers to ensure that they are preparing and delivering SBCs.
- If grandfathered, decide if your plan will maintain its grandfathered status.
- Make sure procedures are in place for administering the new $2,500 cap on health FSAs.