With the launch of the Individual Coverage Health Reimbursement Arrangement (ICHRA) in January 2020, it is a good time to review Health Reimbursement Arrangements (HRAs). As employers of all sizes and phases of growth seek the best health insurance plans for valued employees, an HRA small business plan often ticks all the crucial boxes that serve everyone’s individual needs. Furthermore, the Qualifying Small Employer Health Reimbursement Arrangement (QSEHRA) is an important member of the HRA family of benefits, as it provides important options for employers with fewer than 50 employees.

Below, we explore the foundations of a QSEHRA plan, how it correlates to an HRA plan, and why opting for a QSEHRA benefits small businesses.

With the anticipation of the January 2020 launch of the new Health Reimbursement Arrangement (HRA) option, called the Individual Coverage Health Reimbursement Arrangement (ICHRA), it is important to take a look at its precursor — the Qualified Small Employer Health Reimbursement Arrangement (QSEHRA).

Providing quality health insurance at an affordable price remains a vital concern for employers, employees, and providers. Leaders continue to search for options to fit the broad variety of needs and specific circumstances of involved parties.

Health Reimbursement Arrangement (HRA) options have become increasingly popular over the past decade. Perhaps one reason why business leaders appreciate this flexible option is that it helps save money while offering an increasing number of expansions.

Employers continue facing challenges in providing quality healthcare options for valued employees. Between out-of-control health insurance costs, reduced employee retention, and ACA non-compliance, employers need meaningful alternative options in healthcare.

Dutiful employers have sought solutions in traditional and non-traditional healthcare options with varying degrees of success, but a potential game-changer lies on the horizon.

The Individual Coverage Health Reimbursement Arrangement (ICHRA) becomes available in January 2020 to businesses of all types and sizes, offering new hope to employers in providing high-quality, affordable healthcare to employees.

Has your organization brought up the possibility of joining a captive insurance company? Perhaps your executive team wants to hear about options from you and your HR staff, but you need more information. Are you asking questions like “what is a captive insurance company” or “why do businesses opt for captive insurance?” Read on below to get your most pertinent questions answered.

Smart business leaders and diligent human resource teams stay alert to alternative health plans to better serve their employees’ healthcare interests and their own organizations’ budgets. Employers continue to search for comprehensive yet affordable ways to provide health insurance for their valued employees.  

Employers are increasingly considering options, such as a medical expense reimbursement plan (MERP), which offers businesses a tax-free benefit, rather than the traditional benefits route, such as group health insurance.

The ongoing state of health insurance plans has organizational executive teams and their HR program leaders searching for new solutions. They want results that promise financial savings for everyone that also offer better healthcare value for their employees.

The U.S. Department of Labor (DOL) has updated the model notice for employers to use to inform employees about the Children’s Health Insurance Program (CHIP). All employers with group health plans are required to distribute a CHIP notice at least once a year to employees living in certain states. There is no need to send another notice to workers who received the prior version in the past year, but employers should use the updated notice going forward. This also is a good time for employers to review their procedures for distributing CHIP notices.

Question:
Is medical marijuana use protected by the Americans with Disabilities Act (ADA)? If so, what accommodations would be considered reasonable?