Proprietary Tools

Proprietary Tools

  • HCR Field Guide: This tool is used to identify client-specific changes required to keep in compliance with the law.  It includes an extensive review of all client plan provisions and is updated on an ongoing basis to ensure our clients are aware of all required changes and options for implementation.  It also serves as a historical record of decisions.
  • HCR Grandfathering Checklist: This tool provides a history of all plan provisions in place in 2010 and for those clients maintaining grandfathered plans, identifies all allowed changes at each renewal to preserve grandfathering status.
  • HCR Watchlist: This client specific analysis provides a preliminary analysis of how the 2014 “Play or Pay” employer mandates and other requirements may impact your organization.  The report identifies 10 key areas that may have particular impact on your organization and need to be “watched”.

    The report includes an analysis in the following areas (and more): Employer Mandate (Benefits and Affordability Tests); the potential of having to cover newly eligible employees; New Hire Waiting Period; the potential savings from eliminating the group health plan with consideration for making employees whole; and the potential impact of the Cadillac Tax in 2018.

  • Employee Communications: As appropriate, MMA Michigan works together with you to address the impact of HCR on your employees via benefits communications materials.  For example, explaining the extension of coverage to dependents up to age 26.
  • HCR CompassTM: This highly detailed and customized report provides a much deeper analysis in to the 2014 “Play or Pay” mandates at the individual employee level, and then rolls the employee detail into an aggregate employer analysis. This report will answer the following questions:
    • If my organization decides to “stay in” and continue to offer employer sponsored insurance, what steps do I need to take to comply and what is the financial impact on my organization?
    • What are the pros and cons of considering “getting out” of providing employer sponsored insurance in 2014 or beyond?
      • Would my organization save money and how would employees be impacted?
      • How many employees will be eligible for Medicaid or exchange subsidies based on their household income?
      • How do exchange costs/benefits match up to my current plans for higher income employees?
      • How much would it cost to keep these employees whole if we terminate our employer plan?

The report examines a host of financial implications of reform, including the estimated cost of coverage in the Exchange, the impact of newly eligible part time and seasonal employees, potential enrollment shifts in the waiver population, changes to new hire waiting periods, expanded Medicaid eligibility for employees, non-discrimination rules, and the Cadillac tax.  It also identifies issues for consideration including the impact of reform on an older work force, retirees, union trust plans, essential benefits, considerations for making employees whole if terminating the plan, employee communication, hybrid strategies, private exchanges, and other strategies on the horizon for employers.  In summary, the HCR Compass is designed to give our clients the information they need to build a benefits strategy in a post-HCR world.