In the 5 + years that health insurance plans have been built around copayments to the doctor, I have wondered how long it would take for the Physician community to revolt against the health maintenance organizations and the insurance companies. I couldn’t imagine putting all that time and energy into becoming a doctor, only to have some third party tell you how much you can be paid for your services.

That revolt is happening, and looks to be starting based on medical specialty, location, and reputation.

It is typical to design healthcare coverage using a copay to limit the cost of routine care for the patient. So, with that as a plan design objective, it is likely that your pediatrician or your internist will remain in most networks.

But it is the specialists, whose skill and bedside manner are crucial in the very expensive and many times life threatening medical situations, who are fleeing the networks. They are in such demand they do not need to subscribe to a network reimbursement schedule, and frankly, why should they?

This may not be an issue in rural America, but in metropolitan areas you can expect talented specialists to run outside the network.

So where does that leave health insurance?

In that these specialist services are more critical, and will create a higher out-of-network expense, we need to rethink coverage. It is important to reevaluate deductibles and coinsurance, as well as the percentile of UCR (usual, customary and reasonable) for expense reimbursement to avoid the insured being left with a large uninsured bill in critical care.

It is sensible to recognize the trend in specialists going out-of-network, and pay particular attention in designing current and future benefits to avoid the unexpected.


Effectively communicating the value of health benefits is more important than providing the richest benefits when it comes to retaining top employees. A recent industry survey found that companies with poor communication but rich benefits have a 17% turnover rate compared to a 12% rate at those with good comunication and less costly benefits. Rich benefits and good communication average a 92% retention rate.


Employer plans with copays of $15 or more have jumped from 47% in 2002 to 72% in 2004. 30% of plans have copays of $20 or more. Typical RX copays have doubled from 2002 to 2004 with average formulary copays rising from $10 to $20.

The US Treasury has declined to modify the rule requiring employees to forfeit unused FSA funds at the end of the year. While they will not rule out the possibility of an "administrative grace period" allowing use before amounts are forfeited, there is no intent to change it at this time.

How much time would be saved if your employees could go to one central source for benefits questions and assistance with enrollment? Employee benefits portals are a smart solution for handling employee inquiries and improving internal communications.

Shepard Insurance Group has developed its own web-based portal. Visit the new BenefitsNow website at www.YourBenefitsNow.com today to learn more.
 
 


HIPAA law (Health Insurance Portability Accountability Act) is more than signing a privacy notification form at the doctor's office. This law is the one that protects your coverage if you change jobs and health insurance, and protects you from being subject to pre-existing conditions.

This law allows you to credit prior group coverage in the previous twelve months, and as long as there has not been a break in coverage of more than 63 days, you will not be subject to pre-existing conditions exclusions, no matter your health situation. And the most important thing to remember when you change coverage, you will receive a HIPAA Certificate of Creditable Coverage which will be sent within 14 days of terminating coverage. This should be kept as proof of prior coverage.

Volume 3/Winter 2005/Benefit Matters is a publication of Shepard Insurance Group
One Sound Shore Dr, Greenwich, CT 06830 Phone: 203.661.6655 Fax: 203.661.6983
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