Actuarial Value Bulletin Allows for State Flexibility and Accommodates CDHC Plans On Friday, the Department of Health and Human Services (HHS) released a bulletin that describes their approach to valuing plans that will be offered in the small and individual markets after January 1, 2014. HHS’s proposed approach to the actuarial value requirements established by PPACA would be to create a national standardized approach to determining a plan’s actuarial value (AV) and develop a national “actuarial value calculator" to score plans based on their included benefits.
Summaries of Benefits and Coverage (SBC) - rules released on the NEW benefit summary that will need to be released for HRA/HSA/FSA. We will be working with our customers to be sure their plans are in compliance.
During an FSA open enrollment meeting, don't forget to mention the rules of HSA distributions. Even if your company doesn't offer this, others do and an employees ability legally to elect the FSA and receive reimbursements is effected by their spouses HSA election as well (i.e. mostly likely they can't make a FSA election).
We do have plan document language to address this though.
An Employer or employee may contribute to a HSA using a cafeteria plan and the contributions are not subject to the statutory comparability rules. However, cafeteria plan nondiscrimination rules still apply. For example, contributions under a cafeteria plan to employee HSAs cannot be greater for higher-paid employees than they are for lower-paid employees. Contributions that favor lower-paid employees are not prohibited.