Health Insurance Buy Out... Is this Possible???
Aletha
8 Posts
My former employer (six years ago) offered employees a "cash buyout" if they elected not to take company insurance. They offered the enrollee a monthly dollar figure if they elected not to take the company insurance.
I'm not sure the exact name of the program, however, I am curious if this is something that is legal and how I would find out information about it.
I'm thinking about ways to cut benefit costs without raising employee premiums on the ones who do need the insurance. There may be some who are electing the insurance but whose spouse may have them covered also.
If anyone has information on this please advise.
I'm not sure the exact name of the program, however, I am curious if this is something that is legal and how I would find out information about it.
I'm thinking about ways to cut benefit costs without raising employee premiums on the ones who do need the insurance. There may be some who are electing the insurance but whose spouse may have them covered also.
If anyone has information on this please advise.
Comments
I would also require that anyone seeking a waiver has alternative coverage and would ask for documentation of that coverage, as well as agreement that they will give you timely notice if that coverage ends (which would be a qualifying event to join your plan outside of the Open Enrollment window).
Of course, this is not legal advice and you should seek same. I expect that your benefits consultant could readily provide you with draft waiver forms and help you think through the pricing dynamics.
Re Don's comment, this would of course only be of interest to someone with low-cost alternative coverage. Here in Silicon Valley where most couples are dual earners, our experience is that 3 - 6% of employees will elect to waive coverage with a modest (~$100/month) payment.
Regards,
Steve McElfresh, PhD
Principal
HR Futures
408 605 1870
· We offer $700 per year to each employee who is eligible but declines health insurance
· Payments are lump-sum at year-end (or upon separation)
· About 20% of our workforce elects this option (all have other insurance in place)
· We save $1,200 to $5,200 per employee electing the option (depending upon location and family status)
· Tax consequences can be avoided by offering the cash option within a flexible spending account, thus avoiding “constructive receipt” problems (concept that when a cash option is available to you, you have received the income and should be taxed on it, regardless of whether you actually took it)
· Participants sign an FSA election selecting the option and declining health insurance
· The cash is paid and taxed through the payroll system and is not handled by our FSA TPA.
· Include the cash option in health insurance SPD.
· Issue HIPAA notice when someone drops your health insurance at open enrollment to elect the cash option
· Have an attorney review structure of your cash option
· Review utilization and adjust payment level if necessary
money as well as given money back to our employees. We do not
want anyone to be without Health Insurance therefore we do have
a requirement that they have coverage of some kind. Most have
coverage under a spouse or are eligible for our state Medicaid
program. We provide this coverage as a cafeteria plan and have
a great organization to help us with all the IRS rules and paperwork.
E-mail me if you would like more info (shari_85635@yahoo.com).
If you just blatantly ask employees if they would rather have the money or health coverage, some would opt for the money and then scream bloody murder when something happened to them and they were stuck with a huge medical bill.
I agree with those who make sure they have other coverage and that they sign a waiver.