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For the third year, employers who sponsor an insured group health plan may be receiving a Medical Loss Ratio (MLR) rebate from their insurers. Self-funded medical benefit plans are not subject to these requirements. The rebates raise several fundamental questions for employers including:

• How much (if any) of the rebate must be distributed to plan participants?
• How quickly must I distribute the participants’ share?
• What options do I have in distributing the employees’ share?
• What are the tax consequences of the various distribution options that are available?

International coverage for P&C related risks is largely about ensuring regulatory compliance, assuming the appropriate coverage is included in a master or global insurance program.

Healthcare costs continue to be one of the largest expenses for companies. Their fully-insured medical carrier provides limited information about what’s driving up program premiums. They provide no effective cost control strategies and no real opportunity to fully benefit from their employees’ positive claims experience and wellness activities.

Final regulations were released by the Departments of Labor (DOL), Health and Human Services (HHS), and the Treasury (IRS) (The Departments) regarding the Affordable Care Act (ACA) 90-day waiting period rules, including the new one month “orientation period”, which may be imposed prior to the start of the waiting period.

In a 5 to 4 decision the Supreme Court has ruled that certain privately held corporations do not have to comply with some of the Affordable Care Act’s (ACA) contraception coverage requirements if they violate the owner’s religious views. The decision opens the door for companies that meet the IRS definition of a “closely held corporation” to opt-out of providing certain contraception coverage in their employer sponsored group health plan.