IRS Rule Changes Sweeten HSA Pot for Employers, Employees

Health savings accounts (HSAs) will likely prove even more popular than ever due to a sweetening of favorable tax treatments and more funding options.

Readers may want to check with their financial advisor about the new IRS guidelines that allow a transfer of individual retirement account (IRA) funds to an HSA; this transfer is tax-free. Second, employees are no longer subject to the 10 percent additional tax if they use their IRA funds to pay for medical benefits -- referring to IRC Sec. 72(t). Thirdly, qualified employees may contribute IRA funds to their HSA without tax.

Q: If I already have an HSA for myself and want to put some money into a high-deductible health plan (HDHP) for my family, can I do that?
A: Yes. If you have an HSA for yourself and you buy a family HDHPan HSA owner has a self-only high deductible health plan (HDHP) and buys a family HDHP, you can make that second transfer during the same taxable year. The fund distribution will still be without tax. One big advantage to doing this is that you will reduce your tax liability AND lower your health insurance premium. That is potentially, at least -- it will all still depend on your total financial picture and for that, you ought to go in to see your own financial advisor.

Fourth, the IRS also raised the ceiling for individuals and families to their HSAs for the 2009 tax year. Individuals will now be able to contribute up to $3,000 per year; families can contribute a maximum of $5,800 per year. (NOTE: The current maximum limit is $2,900 for individuals and $5,650 for families. The catch-up contribution for people who are 55 years old and up is increasing to $1000, from the current $900.)

The IRS released other new guidelines expected to boost the HSA market by further increasing employers’ adoption of HSA-linked consumer-driven health-care plans (CDHP).

Employers received much-clamored-for clarifying guidelines such as these (and employees will probably have to get the full details from your Employee Benefits department):

-- ON-SITE CLINICS that provide free or low-cost services will NOT affect an employees’ eligibility for an HSA. ALLOWED SERVICES INCLUDE: treating on-the-job injuries, immunizations, annual exams.

-- HOWEVER, if the clinic provides more significant medical benefits, you, the employee, are not eligible for an HSA. Example: a hospital permits its employees to receive medical treatment at its facilities for all of their medical needs for either no cost or at a reduced rate. (I and probably millions of you would probably give our eyeteeth to have such a generous employer.)

-- If an employer mistakenly contributes to your HSA, the employer is allowed to retrieve the funds by asking the financial institution holding the account (ie the bank or other seller) to return them. Otherwise, the employer may treat this amount as part of your income. (ie that means this could raise your IRS obligation; you are probably better off returning the money to the employer!)

A special note to HSA holders age 65 and up: You may use money in your HSA to cover Medicare Part D prescription drug PREMIUMS. If your spouse is older than 65 but you yourself are younger than 65, the enrollee’s HSA funds can NOT be used to cover your spouse’s Medicare Part D premiums without being part of your taxable income.

Hybrid financing is new and is expected fuel further growth in HSA accounts. Under this strategy, your employer pays ALL of an HDHP for you and your fellow workers AND gives each employee a defined cash allowance. Employees can decide how to use that cash.

Example: an employer provides a $2,000 deductible HDHP. You (employee) pay all costs under $2,000 while the insurance company covers EVERYTHING above that -- ie, your maximum out-of-pocket amount is $2,000 if you need surgery or pay a hospital bill – an amount similar to many traditional PPO plans. (Actually a lot of PPOs or indemnity policies may have limits of $2500, $3000, or even $5000. That may seem like a lot, but often that is the only way to keep the premiums down.)

Your monthly cash allowance of $125 (or $1,500 a year) also from your employer? You may choose to put that into your HSA, OR use it to buy a better health plan.

An unnamed small company in the communications sector used this hybrid financing strategy to walk away from a traditional insurer that quoted monthly premiums of $1800 per employee. It is no wonder that the employer switched to a high-deductible plan and an HSA, is it? This company is very generous and provides a $10,000 deductible for their employees plus the HSA, which is owned by the company.

Employees who had high medical expenses and depleted their HSAs, were reimbursed up to the deductible out of the HRA. This company pays a premium of only about $600 a month per employee (family coverage). The employees do pay toward the premium; the amount varies depending on whether it is a single or family plan.

It is hoped that the IRS changes will help both employers and employees contain the cost of healthcare. As an example, the above employer calculated that even if every employee got sick, the company would still save 18 percent compared to traditional healthcare insurance. And HSAs are much less likely to suffer annual hikes in premiums like those that plagued small businesses in the past decade.

Industry statistics show that HSAs grew by 73 percent from late 2006 to the beginning of 2008. The total dollar amounts in those HSAs also increased by 140 percent during the same time frame. It is a bit of a mystery why this popularity has not been evenly expressed across the country.

For example, a study showed that only 2.4 percent of residents enrolled in private health insurance in Missouri, 2.1 percent in Oklahoma, and 3.2 percent in Kansas have used HSAs.

Possible reasons that people are not switching to HSAs or other high-deductible plans: 1) they opt to stay with traditional, low-deductible healthcare plans, 2) the HSA is still pretty new, and perhaps they do not have anyone to familiarize them with it.

McCain Health Care Plan Glosses Over Fact that Key Provider Info Hard to Come By; How Then is Consumer to Choose?

One of the big campaign issues is what each candidate proposes to improve the state of health care in this country. The United States spends far more per capita and seems to get less for the dollar compared to nations with some form of national health plan.

The McCain campaign claims that consumers will benefit by being empowered to choose their own providers and buy their own health insurance. He plans to eliminate the tax incentives to employers for providing coverage to their employees. It seems reasonable that if the tax breaks are in fact eliminated, then employers will no longer offer any form of insurance coverage as a benefit to their employees.

Left to their own devices, Americans may think that they can just muddle ahead but will soon find that the data one would need to make these provider choices is difficult if not impossible to come by. And while some providers may post some information on their websites, it may not be in the same format as another provider’s. Consumers are left trying to compare apples and oranges.

The federal Agency for Health Care Research and Quality (AHRQ) found that there are 12 different rating schemes for doctors, 26 for medical groups, and 81 for hospitals, and 86 for health plans. Even the most intrepid, determined consumer is hard pressed to research all of that data and find a doctor who meets their needs. How many of us have the time to research even a fraction of those databases or of the health care providers in their county? Good luck to you even if you do have the time.

The Alternet website has a good article in their recent issue. I cannot quote any excerpts, but here is a link to the story -- http://www.alternet.org/mediaculture/94154/?page=entire. You may also check amednews.com

Do You Have A CDHP Yet? From Nowhere to Nearly Half of Large Employers Offer One

What’s a CDHP? It’s a Consumer Directed Health Plan. This is a fairly recent option for health insurance consumers who want to take a more active role in managing their health expenses.

An annual survey of 453 large U.S. employers shows that 47% now offer this option, up from just 33% in 2006. The advantage for the employee is that he can set aside pre-tax dollars for expected health care expenses. This class of benefits includes: the HSA, the HRA, and also flexible spending accounts.

It may astound you to learn that you can put your set-aside funds on a dedicated piece of plastic now. The technology is such that you can keep track of two such accounts on one prepaid or debit card. This means that you could keep both your HAS and your limited purpose FSA on the same card. This means that the consumer can even use this one card for their pharmacy expenses.

What is behind the stunningly fast growth of the CDHP?

The number one reason is this: Companies that have them report growth of medical expenses at HALF the rate of those companies without them.

A secondary reason is that employers can tailor their offerings to the needs of their employees, to a degree impossible for traditional group plans.

The attitude of both employers and employees shows a willingness to consume health care data in a mutual effort to contain expenses. For example, check out websites for Aetna or WellPoint. WellPoint has a program to allow patients to rate their doctors (you may have heard about this program in other media). Aetna launched a new website where customers can consult health records about health risks, medical costs, and local doctors.

May I add that some employers are going in another direction entirely. This is where they do NOT offer insurance directly, but contract with administrators such as Administaff; the employee simply selects whichever coverages he or she would like deducted from the paycheck.

I have to admit I scratch my head wondering where we are supposed to find the time to do an accurate assessment of all this data that is being thrown at us. While the younger generation may be theoretically able to access information on the internet, there is still the problem of having the time to properly analyze and assess all this data.

Somehow I think that something is being slipped by us while we read the directions handed to us in a ‘drive thru’ healthcare system. One issue still not directly addressed is that while we can compare prices between hospitals in our network, we may learn that the exact same procedure may be $2,000 cheaper at a hospital in the next county. Unfortunately the insurance program does not allow us to go outside the network for the county we reside in!

How are you going to fix that, Mr. CDHP?