As Employers look ahead to 2011 plan years, they're raising questions to understand the affect health-care reform will have on current and future employee benefits plans.  What changes, if any, apply to our group plan?  Do I have to may all changes now?  Is our plan Grandfathered; if so, does that mean I can disregard the September 23, 2010 changes?

To answer the first question Patient Protection and Affordable Care Act (PPACA) applies to 'group health plans'.  But that does not mean 'every' group health plan.  PPACA applies to:

Major Medical plans, Mini-Med plans, Executive Medical Expense Reimbursement Plans, Government Medical Plans, and some Health Flexible Spending Arrangements. 

Changes that become effective September 23, 2010 are as follows:

• Coverage of older children (Grandfathered plans prior to 2014 do not have to offer coverage to older children if child is eligible to enroll in an employer-sponsored plan).
• New Appeals Process / External Review (does not apply to Grandfathered plans).
• Any Available Primary Care Provider / Pediatrician (does not apply to Grandfathered plans).
• Coverage of Emergency Services (does not apply to Grandfathered plans).
• Access to Ob/GYN Care (does not apply to Grandfathered plans).
• Limits on Pre-existing Conditions Exclusions (under age 19).
• No Lifetime Limits on Essential Health Benefits.
• Restricted Annual Limits on Essential Health Benefits.
• No Rescission.
• Preventive Health Coverage (does not apply to Grandfathered plans).

For a more in-depth understanding of these coverages and changes, consult with a Employee Benefit Advisor.  Management2000 is a PEO Indianapolis based that offers Strategic Human Resources which includes Employee Benefits Administration.  We would welcome the opportunity to provide our expertise.