Did you know the Consolidated Appropriations Act of 2021, which became law last December, is probably the most substantial piece of health plan legislation since the Affordable Care Act (ACA) of 2010?
From surprise billing to a number of new price transparency provisions that affect health plans and require new notices and participant disclosures, there are a lot of policy changes and implementation challenges confronting group health plans (GHPs) sponsored by for-profit, tax-exempt, as well as governmental employers (but not retiree-only GHPs ). Also, the enforcement of the Mental Health Parity and Addictions Equity Act has been significantly strengthened and requires plans to undergo a rigorous analysis of the limitations that they place on mental health and substance abuse benefits.
Finally, the new American Recovery Plan Act (ARPA) which became law last month will pay 100 percent of COBRA insurance premiums for eligible employees who lost their jobs and for their covered relatives through September, allowing them to stay on their company-sponsored health plan. Employers will obtain the new COBRA subsidy through a payroll tax credit against their Medicare FICA payroll taxes, and they will then be responsible for paying health insurance carriers for the premiums. What does this mean for public employees and their employers?
To learn more about the policies behind these new requirements and the compliance issues they can pose, be sure to join Leigh Snell, NCTR’s Director of Federal Relations, as he explores these important topics with two experts from among NCTR’s commercial associate members. His special guests will include:
• Kathy Backich, Senior Vice President and National Health Compliance Practice Leader with the Segal Group
• Chris Sears, partner, Employee Benefits Group at Ice Miller LLP, concentrating his practice in the field of health care and employee benefits