Management

Pricer: Take Stock of Health-Care Requirements

CUNA Mutual expert examines today’s Supreme Court ruling.

June 28, 2012
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Credit unions that waited to see how the Supreme Court would rule on the constitutionality of the Patient Protection and Affordable Care Act should examine the steps they’ve taken to comply so far—and determine what remains to be done.

That’s the message Brad Pricer, CUNA Mutual Group human resources process leader, imparts in a video discussing today’s Supreme Court ruling (see below).

“Starting in 2010 and 2011, and this year as well, there are requirements that have either gone into effect or will be going into effect,” Pricer says, citing a timeline on CUNA Mutual’s website that outlines the law’s requirements. “Now is the time [for credit unions] to work with their brokers or consultants to take stock of what they’ve done and what they need to do going forward.”

By Jan. 1, 2014, each state must establish an “American Health Benefit Exchange.” These exchanges will provide a platform for businesses and individuals to purchase qualified health plans (QHP) and provide for a Small Business Health Options Program to help small employers enroll their employees in QHPs in the small group market.

Each state will develop its own exchange within certain parameters mandated by the federal government. How those are built within each state will determine what insurance options are available to employers through the private market or through the exchange.

Also starting in 2014, the Exchange-Related Employer Penalty Tax—the “play or pay” tax—will be implemented. Certain large employers might be subject to penalty taxes if they don’t offer a health plan to employees, or if the plan doesn’t offer a certain level of coverage.

Specifically, penalty taxes could apply for:

  • Failing to offer health-care coverage for all full-time employees;
  • Offering minimum essential coverage that’s unaffordable; or
  • Offering minimum essential coverage under which the plan’s share of the total allowed cost of benefits is less than 60%.

Law offers opportunities

Support it or not, the health-care law should help credit unions better manage their health-care expenses, Pricer says. That’s because the health-care exchanges will allow credit unions to change how they've traditionally funded employee health-care programs.

“In the past, it has been a defined-benefit approach, where [the credit union] sponsors one or two plans and the cost increases are tied to how the plan performs over time,” Pricer explains. “Now, the exchanges allow a shift to a defined-contribution approach, much like what’s happening in the retirement space.

With a defined-contribution approach, employers can designate a certain amount of money per employee for health-care benefits and allow staff to purchase the coverage best suited to them, he says. People who want more coverage can pay more for it.

“This allows credit unions to better anticipate what their health-care offerings are going to cost them,” Pricer says. “They don’t necessarily have to tie [their health-care benefits] to a specific plan. Year over year, it allows them to budget more effectively."

Opportunity

Marquetta White
July 11, 2012 10:04 pm
The Affordable Healthcare bill presents an opportunity for credit unions that seems to be lost here. It seems probable that only small credit unions with less than 30 employees might have trouble meeting the requirement for providing coverage -- and those are probably the only institution that do not currently provide insurance for employees. Is this possible -- and does CUNA have data on this matter? On the other hand, this program has opened a new opportunity by establishing health care cooperatives in each state. As supporters of cooperatives, I hope our industry will partner with these groups to serve the needs of our members and the credit unions who do not currently offer insurance to their employees.


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Benefits data

Bill Merrick
July 18, 2012 11:51 am
Thanks for your comment, Marquetta. CUNA's CU Benefits Survey might have data on this. I will check.


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Benefits data

Bill Merrick
July 27, 2012 10:25 am
Marquetta, nearly all CUs with 10 or more full-time employees offer health insurance to their staff, according to CUNA's CU Staff Benefits report. That % falls to 89% among CUs with 5 to 9 FTEs; 39%, 1 to 4 FTEs; 11%, 1 FTE; and 3% of CUs with no FTEs.


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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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