(Salt Lake City, Utah) – Celia Nash has been nationally recognized for her dedication to helping consumers enroll in and manage qualified health coverage through the Health Insurance Marketplace.

This nationwide recognition from the Centers for Medicare & Medicaid Services (CMS) as a member of the 2020 Marketplace Elite Circle of Champions highlights Celia’s success in actively enrolling 100 or more consumers during this Open Enrollment Period.

“We thank Celia Nash for providing her trusted advice and exceptional service to consumers to help them enroll in coverage,” said Randy Pate, Director of the Center for Consumer Information & Insurance Oversight within CMS, which oversees the Marketplace. “Helping 100 consumers during the Open Enrollment Period is an achievement to be proud of.”

The Marketplace Circle of Champions program recognizes the hard work, expertise and service of Marketplace-registered agents and brokers. Agents and brokers who assist 20 or more consumers qualify for the Marketplace Circle of Champions – with those who enroll 100 or more consumers earning the Elite designation.

Consumers with questions about their coverage or who would like help enrolling, can contact Celia here: link. 

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From all of us at Team Nash Insurance, we wish you happy and healthy holidays!

 

 

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Need Help with Dental Costs? Join Direct Access Dental Discount Plans and Save 20%-60% on Dental Procedures.

Join now and receive a special promotion: Use promo code NASH15 to receive 15% off your first year of membership.

Enroll Now: https://www.dentistdirectaccess.com/access/index.php/landing/index/DDNI01

What is Direct Access?
You can think of a discount plan like a membership club with volume pricing. Discount dental plans negotiate discounted rates with participating providers. When a member receives care from a participating provider, they save 20% to 60% or more off of that provider’s regular fees. There is no waiting, no forms to file, no limits on use, and no annual limits.

Membership Includes:
20%-60% average savings on dental procedures
300,000+ participating locations
Unlimited Use
Start Saving Today—No Waiting!
Plans as low as $8/month

What Our Members Are Saying:
“It saved me $1,044 on my implant. When you live on a limited income, that is really significant” – Harvey

“In the last year, Direct Access has saved our family over $800 in dental care costs. Thank you!” – Elizabeth H.

Discount plans are not insurance and do not pay anything towards the cost of treatment. But, they do generate substantial savings through discounts for their members. Members can save a lot or a little, depending on how much work they need to have done. With Direct Access, it is not uncommon for members to save more than their annual membership fee on just one visit to the dentist.

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Contribution Limit to Increase $50 in 2020

The IRS has announced that the contribution limit for health flexible spending arrangements (health FSAs) will be $2,750 in 2020. For 2019, the contribution limit is $2,700.

To access your HR library, please visit www.HR360.com/login.

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New Figure Marks Decrease from 2019

Under the employer shared responsibility (“pay or play”) provisions of the Affordable Care Act, applicable large employers-generally those who have 50 or more full-time employees (including full-time equivalent employees)-may be subject to a penalty if they do not offer affordable coverage that provides minimum value to their full-time employees and their dependents.

For plan years beginning in 2020, the Internal Revenue Service has announced that coverage will generally be considered affordable if the employee’s required contribution for the lowest-cost self-only health plan offered is 9.78% or less of his or her household income for the taxable year. For plan years beginning in 2019, the applicable percentage is 9.86%.

Given that employers are unlikely to know an employee’s household income, they may use a number of safe harbors to determine affordability, including reliance on Form W-2 wages.

To access your HR library, please visit www.HR360.com/login.

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Change to Take Effect for 2020 Plan Years

A new final rule lets all employers offer health reimbursement arrangements (HRAs) to pay for employees’ individual health insurance policy premiums, if certain conditions are met. Currently, many employers are prohibited from offering such HRAs. The rule was released by the U.S. Departments of Labor, Health and Human Services, and the Treasury on June 13; it takes effect for plan years beginning on or after Jan. 1, 2020.

In general, the final rule permits an HRA to reimburse premiums for individual health insurance policies only if:

• Individuals verify their enrollment in individual health insurance coverage;
• The HRA is offered on the same terms to all employees within a class (with limited exceptions);
• The employer does not offer the same employee both a traditional group health plan and the HRA;
• Participants can opt out of the HRA annually; and
• Employers provide eligible participants with a written notice describing the HRA’s terms and its interaction with the premium tax credit.

The final rule also allows employers to offer “Excepted Benefit HRAs” in conjunction with traditional group health plans, if certain conditions are met.

For more information, see Questions and Answers prepared by the Department of Health and Human Services.

To access your HR library, please visit www.HR360.com/login.

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The IRS has announced the 2020 inflation-adjusted amounts for Health Savings Accounts (HSAs) as determined under the Internal Revenue Code.

Annual Contribution Limitation
For calendar year 2020, the annual limitation on deductions for an individual with self-only coverage under a high deductible health plan is $3,550 (up from $3,500 for 2019). The annual limitation on deductions for an individual with family coverage under a high deductible health plan is $7,100 (up from $7,000 for 2019).

High Deductible Health Plan Amounts
For calendar year 2020, a “high deductible health plan” is defined as a health plan with an annual deductible that is not less than $1,400 for self-only coverage or $2,800 for family coverage, and annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) that do not exceed $6,900 for self-only coverage or $13,800for family coverage.

Click here to read the IRS announcement.

To access your HR library, please visit www.HR360.com/login.

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HHS Issues Key Rule for 2020

A new rule from the U.S. Department of Health and Human Services (HHS) addresses, among other things, the requirement under the Affordable Care Act that non-grandfathered group health plans limit annual out-of-pocket cost-sharing for coverage of essential health benefits under the plan. Under the rule, these out-of-pocket expenses may not exceed $8,150 for self-only coverage or $16,300 for family coverage in 2020.

To access your HR library, please visit www.HR360.com/login.

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Policies Renewed Under Extended Non-Enforcement Policy Must Comply by January 1, 2021

A previously extended non-enforcement policy which allows health insurance issuers, at their option, to continue group coverage that would otherwise be terminated or cancelled has been further extended to policy years beginning on or before October 1, 2020, provided that all policies come into compliance by January 1, 2021. Health insurance issuers that renew coverage under the extended non-enforcement policy are required to provide standard notices to affected small businesses for each policy year.

Coverage subject to the non-enforcement policy will not be considered to be out of compliance with key Affordable Care Act provisions, including:

• The requirement to cover a core package of items and services known as essential health benefits;
• The requirement that any variations in premiums be limited with regard to a particular plan or coverage to age, tobacco use, family size, and geography;
• The requirements regarding guaranteed availability and renewability of coverage; and
• The requirements relating to coverage for individuals participating in approved clinical trials.

Click here to review the extended non-enforcement policy.

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DOL Rule Called ‘End-Run’ Around Affordable Care Act

A federal judge has ruled that two parts of the Department of Labor (DOL) rule expanding employers’ ability to join in association health plans (AHPs) violate ERISA. AHPs are group health plans sponsored by a group of employers. In June 2018, the DOL issued a rule allowing AHPs to offer coverage to some or all employers in a state, city, county, or multistate metro area, or to businesses in a common trade, industry, line of business, or profession in any area, including nationwide.

The March 28 federal court opinion stated that the rule was an “end-run” around the Affordable Care Act, and that the DOL exceeded its authority when it defined “employer” in the rule to include associations of disparate employers. The court also struck down a part of the DOL rule that expanded memberships in AHPs to working owners without employees.

The court directed the DOL to reconsider how the remaining provisions of the June 2018 rule are affected by the opinion. Further legal and regulatory developments are expected.

 

 

 

Health Care Reform Updates provided by:

Team Nash
2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
385-234-6754

Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

The information provided herein is intended solely for the use of our clients and members. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included herein, without the express permission of the Publisher. Kindly read our Terms of Use and respect our Copyright.

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