Sentences with phrase «employer group health plan»

If the employer group health plan does not pay all the patient's expenses, Medicare may pay the entire balance, a portion, or nothing.

An employer group health plan must be primary or nothing.

Time gap between ending an employer group health plan and starting another employer group health plan.

Employer group health plans may cover items normally not covered by Medicare Part B.

The Employee Retirement Income Security Act of 1974 (ERISA) exempts self - insured employer group health plans from state insurance laws, including eligibility for continued health insurance coverage for a former spouse.

Not exact matches

Large groups» plans must provide «affordable coverage» — that is, the employer must cover at least 60 percent of the actuarial value of health care costs, and employee contributions must not exceed 9.5 percent of their income, whereas previously there was no such coverage quota.

Nearly two thirds (64 %) of large employers offering health benefits say that they conducted an analysis to determine if any of their plans would exceed the Cadillac tax thresholds, and a quarter (27 %) of this group say their largest plan would do so.

Our tailored, world - class services for all plan sponsors — health plans, accountable care organizations (ACOs), state Medicaid programs, employer groups and unions — blend state - of - the - art technologies with experienced and talented professional teams to optimize your return on investment while enhancing your competitive stance in the market.

Our customized, world - class services for all plan sponsors — health plans, accountable care organizations (ACOs), state Medicaid programs, employer groups and unions — blends state - of - the - art technologies with experienced and talented professional teams to optimize your return on investment while enhancing your competitive stance in the market.

Its tailored, world - class services that reduce overall pharmacy costs, reduce avoidable drug impacted medical costs, and optimize specialty drug spend while improving patient quality of life are for all plan sponsors — health plans, accountable care organizations (ACOs), exchanges, state Medicaid programs, and employer groups.

Our best in class people, process and technology are aligned to support all plan sponsors — health plans, Accountable Care Organizations (ACOs), State Medicaid programs, employer groups, and unions.

Our tailored, world - class services for all plan sponsors — health plans, accountable care organizations (ACOs), state Medicaid programs, employer groups and unions — blend state - of - the - art technologies with experienced and talented professional teams to optimize plan sponsors return on investment while enhancing organization's competitive stance in the market.

Our tailored, world - class services are for all plan sponsors — health plans, accountable care organizations (ACOs), exchanges, state Medicaid programs, and employer groups.

Although employer - sponsored self - insured and insured large group health plans are not obligated to offer EHBs, they still can not place lifetime or annual limits on EHBs provided under the plan.

Big, national employers are currently subject to only one set of health insurance regulations (federal), while small firms» plans are regulated at both the federal and state level (this is one of many reasons why individual and small group plans are so much more expensive than corporate plans).

In an effort to address concerns of religious groups that self - insure, the new rules suggest creating «an exemption for group health plans established or maintained by certain religious employers.»

This edict seeks to bring religious groups to heel by requiring all employers to cover contraception and abortifacients in their health - care plans.

The company — which is Christian - led but not a ministry — offers employers the chance to supplement self - insured group health plans with health care sharing as a way to cut costs.

Many employers offer group health care coverage as part of their employee benefits package, which lets employees customize a plan that may include dental care, vision care, emergency care, and routine medical care.

There is also the «employer mandate» that requires businesses by law to provide group health insurance plans for their employees.

Choose a group benefits plan to stay competitive as an employer of choice, keep your plan members engaged and productive, and help them manage their health and wellness

This law provides employees and their families the right to remain temporarily covered under an employer's health insurance plan at the group rate after termination of employment, provided the individual takes over payment of premiums.

Some of this is available through your employer group plans, mainly Health and Disability.

Worse, if your employer went out of business or no longer carries a group health plan, you may not be eligible for COBRA coverage.

If you are recently out of work and without coverage, you may want to consider purchasing COBRA insurance coverage for you and your family or even catastrophic health insurance coverage until you can hopefully receive coverage through a group plan with an employer.

Effective January 1, 2014, an employer can only offer an HRA if 1) the employer also offers group health insurance, and 2) only employees enrolled in the group plan can be a part of the HRA.

The term «eligible employer - sponsored plan» means, with respect to any employee, a group health plan or group health insurance coverage offered by an employer to the employee which is --

Most employers do pull part of the premium from your paycheck, so be sure you research all your options before deciding that group health plans are best for you.

Group health, disability and insurance plans should receive a thorough review to ensure that employees are receiving quality benefits without exorbitant costs to employers.

Comment: Several commenters stated that the proposed rule mis - characterized the relationship between the employer and the group health plan.

Most operations of the group health plan are contracted out to other entities or are carried out by employees of the employer who sponsors the plan.

Other commenters representing employers stated that some employers wanted to combine health information from different insurers and health plans providing employee benefits to their workforces, including its group health plan, workers» compensation insurers, and disability insurers, so that they could have more information in order to better manage the occurrences of disability and illness among their workforces.

Specifically included in the definition of «health plan» are group health plans (as defined in section 2791 (a) of the Public Health Service Act) with 50 or more participants or those of any size that are administered by an entity other than the employer who established and maintains thehealth plan» are group health plans (as defined in section 2791 (a) of the Public Health Service Act) with 50 or more participants or those of any size that are administered by an entity other than the employer who established and maintains thehealth plans (as defined in section 2791 (a) of the Public Health Service Act) with 50 or more participants or those of any size that are administered by an entity other than the employer who established and maintains theHealth Service Act) with 50 or more participants or those of any size that are administered by an entity other than the employer who established and maintains the plan.

If the employer sponsors more than one group health plan, or if its group health plan provides coverage through more than one health insurance issuer or HMO, the different covered entities may be an organized health care arrangement and be able to jointly participate in such an analysis as part of the health care operations of such organized health care arrangement.

If an employer - sponsored group health plan is closely linked to an employer, the group health plan may be subject to ADA confidentiality restrictions, as well as this privacy regulation.

Therefore, the statute only exempts group health plans with fewer than 50 participants that are not administered by an entity other than the employer.

However, employers and other plan sponsors — particularly those sponsors with self - insured group health plans — may perform certain functions that are integrally related to or similar to the functions of group health plans and, in carrying out these functions, often require access to individual health information held by the group health plan.

A group health plan or health insurance issuer or HMO, or their business associate on their behalf, may perform such analyses for an employer customer and provide the results in de-identified form to the customer, using integrated data received from other insurers, as long as protected health information is not disclosed in violation of this rule.

Paragraph (1) of the proposed definition of «health plan» defined a «group health plan» as an ERISA - defined employee welfare benefit plan that provides medical care and that: «(i) Has 50 or more participants, or (ii) Is administered by an entity other than the employer that established and maintains the plan -LSB-.]»

These commenters asserted that the final rule must state that ERISA preempts all state laws (including those relating to the privacy of individually identifiable health information) so that multistate employers could continue to administer their group health plans using a single set of rules.

See the preamble on § 164.504 for a discussion of specific «firewall» and other organizational requirements for group health plans and their employer sponsors.

Comment: In addition to the comments on the component approach itself, several commenters pointed out Start Printed Page 82647that many employees wear two hats in the organization, one for the group health plan and one for the employer.

In § 164.504 we limit disclosure of health information from group health plans to the employers sponsoring the plans.

However, we have added several categories, such as IRBs and employer sponsored group health plans, which are not small entities, per se, but will be effected by the final rule and we were able to identify costs imposed by the regulation on them.

Transmission of applicant or employee health information by the employer's management to the group health plan may be permitted under the ADA standards as the use of medical information for insurance purposes.

Plan sponsors who are employers of medium (51 - 199 employees) and large (over 200 employees) firms that provide health benefits through contracts with issuers are more likely to want access to protected health information for plan administration, for example to use it to audit claims or perform quality assurance functions on behalf of the group health pPlan sponsors who are employers of medium (51 - 199 employees) and large (over 200 employees) firms that provide health benefits through contracts with issuers are more likely to want access to protected health information for plan administration, for example to use it to audit claims or perform quality assurance functions on behalf of the group health pplan administration, for example to use it to audit claims or perform quality assurance functions on behalf of the group health planplan.

The commenters stressed that while group health plans are clearly covered entities, the Department does not have the statutory authority to cover employers or other entities that sponsor group health plans.

Comment: Several commenters supported our proposal to cover the health care component of an employer in its capacity as an administrator of the group health plan.

Similarly, some commenters argued that the regulation was overly burdensome on small employers, most of whom fully insure their group health plans.

Perks: Competitive salary; 25 days holiday (with an option to buy additional days) plus statutory bank holidays; Group personal pension plan with employer contributions; Flexible benefits including health / dental cover, child care vouchers, insurance and discounted shopping; Life assurance; Interest - free season ticket loans for travel; Funding for the GDL / LPC (including a maintenance grant); Membership to the JLD or equivalent.