In a recent article produced by Employee Benefit News, they outline the 2016 requirements employers are subject to meet under Internal Revenue Code Sections 6055 and 6056. The requirements apply to employers that sponsor self-insured plans that provide minimum essential coverage regardless of size and applicable large employers (ALEs).
If you’re finding it hard to explain self-funding to your employees and colleagues, a good place to start can be sharing this fact: 59 percent of U.S. employees in the private sector already receive benefits through a self-funded health plan.
All of our member organizations self-fund their health benefits and utilize our provider network. But does everyone realize the many benefits that come along with self-funding?
Self-funding has been in the news recently as the state of Wisconsin considers whether to adopt this method of paying for health benefits. There is a lot riding on this decision. The state buys a lot of health care, so changing their funding strategy will impact the market.
It’s easy to confuse your sight line with those of your employees. But when it comes to making vital information available to employees, assuming that employees share your view of health care can be a mistake.
The Affordable Care Act (ACA) appears to be prompting more employers to choose self-funded health benefit plans, based on a study released by the Employee Benefit Research Institute (EBRI) in November 2012.