PeopleKeep offers hassle-free employee benefits administration software that makes it easy for you to provide your employees with personalized benefits. Visit our website to learn more about how HRAs and employee stipends can help your organization attract and retain top talent.
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Hi, i have MRI costing 8000$ on my bill that i didn’t needed l, please guide on how can i negotiate it?
Pretty self
Thank you! This is very helpful and informative!
Glad it was helpful!
Hi, Can I deduct my health insurance premiums with Cover California from my corporation payroll taxes?
Hmmmm..... didnt realise that there are countries which dont provide free health services to their citizens.
Recently went to urgent care and had to put $300 on credit card for current new visit INCASE my insurance not pays it 100%. The urgent care is part of their network. I did it but my copayment was $25. Also I went to see a new doctor and saw him for 15 minute my bill was over $3000. Office visit was $560 bucks and all rest was just blood work. Apparently insurance covered it all except my $500 deductible;. I had 2 payers also. I am basically healthy but need to lose weight. I was also told try on your own to lose weight, then come back in 90 days. No diet program no diet pan ..NOTHING. I never went back...been told that by 2 family doctors over past 2 years!! Just to get extra money for the patient and HC medical center. I did check total on lab work 3 bottle of blood and per law they can charge 90% more on each of these tests per HCFA& CMS.
Recently went to urgent care and had to put $300 on credit card for current new visit INCASE my insurance not pays it 100%. The urgent care is part of their network. I did it but my copayment was $25. Also I went to see a new doctor and saw him for 15 minute my bill was over $3000. Office visit was $560 bucks and all rest was just blood work. Apparently insurance covered it all except my $500 deductible;. I had 2 payers also. I am basically healthy but need to lose weight. I was also told try on your own to lose weight, then come back in 90 days. No diet program no diet pan ..NOTHING. I never went back...been told that by 2 family doctors over past 2 years!! Just to get extra money for the patient and HC medical center. I did check total on lab work 3 bottle of blood and per law they can charge 90% more on each of these tests per HCFA& CMS.
Great video! It's worth listening to it. Thank you
Hey there! Just stumbled upon your video about healthcare consumerism, and I found it incredibly enlightening. The way you delve into the rising trend of people taking control of their healthcare choices resonated with me, especially as I explore similar themes of empowerment and personal responsibility in my own content. While my Christian channel primarily focuses on topics like hope and forgiveness, I believe that understanding healthcare consumerism aligns with the overarching theme of empowerment and taking charge of one's life. Your insights have been invaluable, and I've not only liked the video but also subscribed to your channel for more enlightening discussions. Keep up the fantastic work!
Thank
I got an 1095-b form in the mail. It says the origin is government sponsored. Is someone giving me my insurance?
While we can't speak to your personal situation, Form 1095-B is usually provided to participants by group health insurance providers and other employer-sponsored group health benefits, as well as Medicare, Medicaid, or CHIP. You will usually see government-sponsored on the form if you are employed by the government or participate in a program like Medicare.
Can the employer choose to pay a portion of the group health insurance premiums for the employees AND provide a GCHRA to essentially offer limited cost for their employees health care?
Generally, employers pay for a portion of the group health insurance premiums (typically around 60-80%) and deduct the remainder from participants' paychecks. Employers can choose to pay a greater percentage of the premiums. They can also offer a GCHRA to reimburse their employees for out-of-pocket medical expenses. Employers just can't use a GCHRA to reimburse employees' portions of insurance premiums, as employees generally pay for those through pre-tax deductions. This prevents double-dipping.
I like the idea of submitting for monthly insurance premiums. I need to see if they cover life insurance also. I’m paying both of those out-of-pocket.
Thank you
Thank you for the info! Also, please get a telleprompter. The looking down is very distracting
My shit at 100%
Informative. Thanks
How about we get rid of all this unnecessary, expensive nonsense and go with a universal healthcare system like the rest of the goddamn world
Hey Holly , I just watched your video and I must say that it was really informative and well-made. I was wondering if I could help you edit your videos and also highly engaging thumbnails that helps to grow your channel ?
It’s always about why it’s so great for the employer. Hmmmm..
Hello, Chris! Since only employers can offer an ICHRA, we sell directly to employers. There are many benefits of an ICHRA for employees! For example, employees can choose their health coverage instead of being forced to use a group plan that may not fit their needs. For small businesses especially, it provides employees with a health benefit when the organization would have otherwise been unable to do so (whether due to cost or minimum participation requirements). If an employer decides to reimburse employees for their out-of-pocket medical expenses, too, employees can use their ICHRA to buy things like sunscreen, bandages, glasses or contacts, cold and flu medicine, and more. Let us know if you have any questions!
stop looking at your notes while cerating videos...its so distracting
I am learning so much from watching your videos. Thank you so much for sharing this amazing source of information. This one is quite helpful.
This is a fantastic video. It's clear and easy to understand your explanations. Thank you for providing this information.
Glad it was helpful!
How does this not expose employers to the $100 per employee per day fine? See: www.irs.gov/affordable-care-act/employer-health-care-arrangements
A stipend is also an after-tax benefit, meaning it doesn't fit the definition of an employer payment plan. Organizations can't require their employees to submit proof of insurance in exchange for a stipend, so the employee could use the money on any healthcare items. The ACA employer mandate only applies to organizations with 50 or more full-time equivalent employees (FTEs). Organizations with fewer than 50 FTEs aren't required to offer any health benefits to their employees under federal law. Stipends can be an excellent option for these organizations or an additional benefit to larger employees already offering a health reimbursement arrangement (HRA) or health insurance. But, we still recommend an HRA over a stipend for smaller organizations. For organizations with 50 or more FTEs, we recommend an ICHRA to comply with the ACA's employer mandate.
Loving the hair
Let me know what you come across plz.
I’m asking the same question
Helps!
Hi can someone please advise whether we can file a case with civil court against employer for refusing to reimburse for a claim due to late submission.
Thank you!
Thank you for your informative video. Recently, I received a GFE of $119.00 about a month before a regular doctor visit at the Banner health clinic in Peoria, AZ. I'd been going to this clinic every 6 months for about 10 years and always paid my bill before leaving. 6 MONTHS later, Banner sent me a surprise bill for $56.00, for which nobody in the company - even their office manager could explain why. I asked them if they were aware of the "No Surprises Act" to which they were all clueless. Their answer instead was to send me to a collection agency. And all over $56.00....😳
ICHRA reimbursements are not taxed to the employee. However, if an employee accepts an ICHRA offer they cannot receive premium tax credits.
My wife says her insurance we have from her job won’t let us stop paying and having it until the end of the year. I have her on my insurance now and is it right or even legal to hold someone to a payment and insurance plan?
The IRS only allows you drop employer-sponsored insurance mid-year under certain circumstances. According to the IRS, these circumstances are changes in marital status, major changes to your plan's cost or covered services, changes made to your employer's benefits package, loss of coverage, HIPAA special enrollment rights, judgments or orders resulting from divorce or annulment, or your eligibility for Medicare or Medicaid. Individual employers can determine what mid-year changes employees can make. Your wife's health insurance should have a plan document and summary plan description that outlines these details. You can read our blog for more info: www.peoplekeep.com/blog/how-to-get-out-of-your-employers-group-health-plan-mid-year
Does this type of plan apply if I am on my husband's health insurance through his employer (over 500k employees), but my employer wants to reimburse me for the portion we pay that applies to me being on his plan. My employer only has 2 employees. I am on my husbands group plan, and the additional price for me to be on this plan is $x. Can my employer reimburse me $x per month even though my husband's plan is not an individual health plan? Thanks.
What if your Employee reimbursement is higher than the Premium Tax cedit?
Hello, Jeff. This is an excellent question. With a QSEHRA, your employees must subtract their premium tax credit by the amount of their QSEHRA allowance. For example, if their tax credit is $200 and your QSEHRA is $300/month, they would only be eligible for $100 in tax credits. For ICHRA, it depends on whether your ICHRA is considered affordable (see our affordability calculator: www.peoplekeep.com/ichra-affordability-calculator). If your ICHRA allowance is affordable, then employees must opt-in to the ICHRA and opt-out of their tax credits. However, if an ICHRA is not affordable, then employees can opt-out of the ICHRA and claim their tax credits. You can learn more in this article: www.peoplekeep.com/blog/hra-and-premium-tax-credits-how-does-it-work#A2-HowDoPremiumTaxcreditsWorkWithQSEHRA"
I like your video presentation. It is informative too, at the same time. Thanks a lot for your guidance!
Glad it was helpful!
Excellent information 💎💎💎
Thank you! 🌟
So you're telling me my employer will know my personal health life because I will have to submit receipts of all doctor visits?
Hello, Hector. Thanks for your question. If your employer handles a QSEHRA on their own without a third-party service, then whoever is designed as a HIPAA privacy officer for your organization would. However, HIPAA privacy laws apply to all QSEHRA documentation. But, if your employer uses a benefits administration software like PeopleKeep, then our professional reviewers handle the documentation on our end so that your employer doesn't see your personal health information. Please let us know if you have any other questions.
I'm an employer who uses it and I can tell you I see zero information except for the reimbursement amount. Hope that helps!
@@bridgetrogers8657 I don't trust my employer they want to know everything about me so they can use it to their advantage or own interest. Thanks for your input.
Thanks a bunch. This is a bunch of necessary knowledge in a well presented , thoughtful presentation.
Glad it was helpful!