the basic principles of health insurance
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The Basic Principles of Health Insurance. Vickie L. Bajtelsmit , JD, PhD Professor of Insurance and Finance Department of Finance and Real Estate . Agenda. Trends in employee benefits Problems in the health care/health insurance market Types of health insurance coverage - PowerPoint PPT PresentationTRANSCRIPT
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The Basic Principles of Health Insurance
Vickie L. Bajtelsmit, JD, PhDProfessor of Insurance and Finance
Department of Finance and Real Estate
The Griffith Insurance Education Foundation
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Agenda Trends in employee benefits Problems in the health care/health
insurance market Types of health insurance coverage Patient Protection and Affordable Care
Act (PPACA)
The Griffith Insurance Education Foundation
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Why Do Firms Offer Employee Benefits? Tax advantages of qualified plans Cost savings of group insurance Competition for qualified workers Improved employee productivity,
morale and retention
The Griffith Insurance Education Foundation
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Tax Benefits of Qualified Plans Employee benefits are not taxable
income to employee and are a deductible business expense to the employer.
How much does this save? Federal (25%), state (5%), and payroll taxes
(7.65%) ~38% If health insurance is $6,000, employee
would need $9,677 in pre-tax income to buy on his/her own. =cost/(1-t)
The Griffith Insurance Education Foundation
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What are the benefits of getting health insurance through employers? Group insurance usually cheaper.
Lower underwriting costs Lower administrative costs (e.g. billing) No individual negotiation or commissions
When insurance is offered to a group, all members are eligible to participate without proof of insurability
Employees may prefer the simplicity
The Griffith Insurance Education Foundation
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Type of Employee BenefitSmall Firms
(Less than 100 workers)
Medium/Large Firms (100+ Employees) Type of Employee Benefit
Small Firms (Less than 100
workers)
Medium/Large Firms (100+ Employees)
Insurance Paid Time Off Health 42% 63% Holidays 70% 87% Prescription Drugs 40% 61% Vacation 70% 85% Dental 23% 51% Personal leave 26% 50% Vision 13% 28% Family leave 7% 13% Life 40% 75% Unpaid Time Off Long Term Care 6% 24% Family leave 77% 94% Health Savings Accounts 8% 21% Other Benefits-Financial Disability Reimb. Acct: Childcare 20% 51% Paid sick leave 53% 73% Reimb. Acct: Healthcare 19% 53% Short term 26% 52% Severance pay Long term 20% 44% Other Benefits-Quality of Life Retirement Child care 4% 16% Any 35% 66% Subsidized Commuting 3% 9% Defined Benefit 9% 30% Wellness programs 14% 50% Defined Contribution 31% 54% Emplee Assistance Programs 25% 69%
Benefits Offered by Small vs Med/Lg Firms
Source: U.S. Department of Labor, Bureau of Labor Statistics www.bls.gov
The Griffith Insurance Education Foundation
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The Griffith Insurance Education Foundation
Benefits Differ by Firm Characteristics
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The Griffith Insurance Education Foundation
Trends in Retirement Plan Types(All Workers)
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The Griffith Insurance Education Foundation
Trends in Retirement Plan Types(Among Workers Who Have a Plan)
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Role of ERISA – Employee Retirement Income Security Act
Established federal standards for employee benefits, including retirement and health plans and prohibits states from regulating such plans The preemption clause states that ERISA
supersedes all state laws relating to employee benefit plans as defined under ERISA
One such exemption is for state laws regulating insurance
The Griffith Insurance Education Foundation
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Issues in Health Insurance and Healthcare Health care cost inflation
More than double CPI Health expenditures as % of GDP (~14%) Per capita expenditures increase at 6%,
premiums average 7% of disposable income
Quality relative to cost Aging of the population
Will increase demand for care and costs Reduced employer coverage of retiree health ins.
Pre-PPACA, uninsured 16% of the populationThe Griffith Insurance Education Foundation
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Average Annual Premiums for Single and Family Coverage, 1999-2011
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The Griffith Insurance Education Foundation
Firm and Worker Premium Contributions forSingle and Family Coverage, by Plan Type, 2011
Sources: Kaiser Family Foundation Survey of Employer Sponsored Health Benefits
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Increases in Workers’ Contributions to Premiums, Inflation, and Earnings, 1999-2011
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Rate of Increase is Slowing
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011-2.0
0.0
2.0
4.0
6.0
8.0
10.0
12.0
14.0
16.0Family Premium (Small Firm)
Family Premium (Large Firm)
Overall Inflation
Wage Growth
Ann
ual %
Incr
ease
Since 2000, cumulative increases in:prices (34%)wages (47%)family health premiums (250%)
Sources: Kaiser Family Foundation Survey of Employer Sponsored Health Benefits; Bureau of Labor Statistics, 2000-2010The Griffith Insurance Education Foundation
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The Griffith Insurance Education Foundation
Types of Health Insurance Coverage Traditional fee-for-service (FFS)
Reimburses for actual medical costs incurred
Patient decides what medical care they want Managed care
Costs are reduced by: Controlling patient access to medical care Contracting with providers for lower rates Providing incentives for low-cost alternatives
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The Griffith Insurance Education Foundation
Traditional Indemnity Plans (Fee-For-Service) Basic and major medical Provider usually bills insurance company Choice of providers Deductibles, Coinsurance (e.g. 80/20), and
out of pocket limits (stop-loss) Common exclusions: well care, cosmetic,
vision, dental
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Problems with Indemnity Plans Consumers have no incentive to control
costs Don’t pay directly for services, so incentive to
use more once the deductible is met Cost comparison info isn’t readily available
Providers have no incentive to control costs More services, more income and profit
Classic moral hazard problem Increasing costs over time
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Methods of Controlling Costs “Self-insurance” Managed care plans Consumer choice plans
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Self-funded plans Note: Self-insurance is not really insurance;
employer takes the risk How can self-funding reduce costs?
Avoid state mandates (ERISA preemption) Lower admin. costs and insurer profit charges. Reinsure above a stop-loss (average $200,000) Can provide incentives to employees
Percentage of covered workers in partially or fully self-funded plans grew from 44% in 1999 to 60% in 2011
The Griffith Insurance Education Foundation
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Managed Care Organizations Health Maintenance Organization
(HMO) Limited choice ; comprehensive care Providers have incentives to control costs
Preferred Provider Organization (PPO) Participating providers contract for reduced $
Point of Service (POS) Similar to PPO, but affiliated with an HMO so
more comprehensive medical care
The Griffith Insurance Education Foundation
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Consumer-Driven Plans High deductible health plan with HSA
Unused HSA funds can be saved pretax for retirement or future medical costs.
Preventive care usually covered Cost sharing incentives
Contributory premiums Better coverage for in-network, generic
Rx GOALIncentives for cost control
The Griffith Insurance Education Foundation
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Trends in Health Insurance Type
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Other Sources of Health Insurance Social Security Medicare (age 65+)
Part A (hospital); payroll tax (1.45%); no additional premium if 40 quarters (otherwise $248-$451/mo)
Part B (medical) $99.90/mo. premium in 2012 (more if MAGI>$85,000)
Part D (Rx) (average $30-$40/month 2012) Medicare Supplement (“medigap”)
Private plans that fill in Medicare gaps Medicaid (for low income)
State-run, federally-subsidized health insurance
The Griffith Insurance Education Foundation
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PPACA Key Provisions Individual Mandate (2014)
Must have health insurance or pay tax penalty $695 - $2,085 based on income
Employer Mandate (2014) Employers of 50+ workers: $2,000 penalty for no
health ins. (excluding the first 30 employees)- Medical Loss Ratio
80% of premiums (small group plans 85%) must go to claims costs and quality improvements; rebate the excess to consumers.
The Griffith Insurance Education Foundation
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PPACA Key Provisions State Health Exchanges (2014)
Individuals and businesses < 100 employees can purchase certain types of policies
Federal support to states for creation of the Exchanges
Expansion of Medicaid (2014) Cover < age 65 with AGI up to 133% of poverty
level (~$14,000 individual, $29,000 family of 4) Fully funded by federal government first 3 years,
90% thereafter
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PPACA Key Provisions Premium Subsidies:
For incomes up to 400% of poverty level ($44,000 individual, $92,000 family of 4) w/o employer plan
Insurance must be bought through Exchange reduce adverse selection concerns
Premium Tax Credits (2010) 35% to small businesses providing insurance
to employees (increasing to 50% 2014)
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PPACA Key Provisions Coverage Requirements:
Children to age 19 regardless of preex. cond. Children to age 26 on parents plan No annual or lifetime limits on coverage. Must include well care with no copay or
deductibles Premiums
Limits on plan increases, effect of rating factors, and difference in premiums between highest and lower priced plans
Prohibit Rescission for “Honest Mistake”
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Health Exchange PlansBronze Plan
Silver Plan
Gold Plan
Platinum Plan
Catastrophic Plan
% of coverage of benefit costs of the plan
60% 70% 80% 90%
Only available in individual market for those up to age 30 or
exempt from mandate
Out of pocket limit
Equal to the Health Savings Account (HSA) limit $6,250 individuals, $12,500 families in 2013
Pricing Factors
Age: 3:1Smoking Status 1.5:1
Area within a stateFamily composition
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Questions?
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