Compliance Corner: Looming Carrier Deadlines for RxDC Reporting

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Beginning last year, many insurance companies now send out client surveys to collect information that is needed to complete government RxDC reporting on behalf of employers.

Nearly all insurance companies have client surveys out to employers at this time.

The deadlines for clients who were covered by these insurers as of December 31, 2023:

  • Aetna is sending emails to clients the week of March 11 to request data
  • Anthem’s deadline is March 15, 2024
  • Humana’s deadline is April 1, 2024
  • Medical Mutual of Ohio (MMO)’s deadline was March 1, 2024
  • UnitedHealthcare’s deadline is April 10, 2024

If carriers don’t receive this information from employers, the employers are then responsible for submitting the missing information personally to CMS. We know from past experience that this can be time consuming and difficult.

What is the reporting requirement?

Under the Consolidated Appropriations Act of 2021, health insurers, fully insured, and self-funded group health plans are required to provide prescription drug and health spending data annually to the Departments of Health and Human Services, Labor, and Treasury via the Centers for Medicare and Medicaid Services (CMS). However, some of the information is not readily available to some insurers who handle the bulk of data reporting.

What information is requested?

These are the common data elements requested:

  • Group health plan name. The name used to identify the plan name for employees and their dependents. If multiple plans, include the names of all.
  • Plan sponsor/employer name and contact information
  • Plan sponsor/employer tax identification number (also called EIN or Employer Identification Number)
  • Average monthly premium paid or percentage paid by employers versus employees.

For more information on the information requested by the government, please click here and review pages 30 to 34 of the CMS RxDC Report Instructions for more details.

If you would like help completing these forms…

Your ARC client advisor will be in touch to assist with this request. If you’re ready to get started, please connect with your ARC client advisor as we may need some additional information from you.

Reminder for Employers: Medicare Part D Disclosures Due by February 29 for Calendar Year Plans

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Group health plan sponsors are required to complete an online disclosure form with the Centers for Medicare & Medicaid Services (CMS) on an annual basis and at other select times, indicating whether the plan’s prescription drug coverage is creditable or non-creditable.

This disclosure requirement applies when an employer-sponsored group health plan provides prescription drug coverage to individuals who are eligible for coverage under Medicare Part D.

The plan sponsor must complete the online disclosure within 60 days after the beginning of the plan year. For calendar year health plans, the deadline for the annual online disclosure is February 29, 2024.

Important Dates

February 29, 2024: Deadline for sponsors of calendar year plans to complete an online disclosure form with CMS.

October 14, 2023: Deadline for group health plan sponsors to provide creditable coverage disclosures to Medicare-eligible individuals.

Action Steps

To determine whether the CMS reporting requirement applies, employers should verify whether their group health plans cover any Medicare-eligible individuals (including active employees, disabled employees, COBRA participants, retirees, and their covered spouses and dependents) at the start of each plan year.

Employers that are required to report to CMS should work with their advisors to determine whether their prescription drug coverage is creditable or non-creditable. They should also visit CMS’ creditable coverage website, which includes links to the online disclosure form and related instructions.

Contact your ARC representative with any questions.

Compliance Corner: New Gag Clause Attestations Due December 31, 2023

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The Gag Clause Attestation is being taken care of by most, but not all, carriers or administrators on behalf of their customers.

The annual Gag Clause Prohibition Compliance Attestation (GCPCA) is a new requirement from the Consolidated Appropriations Act (CAA) to confirm that group health plans and health insurance issuers offering group health coverage have not entered into an agreement with a provider or TPA that would restrict the plan from providing cost or care information to plan participants, accessing de-identified claims data, or sharing information per privacy regulations with a business associate.

Attestations are to be submitted via the CMS-HIO System. The first filing in 2023 covers the period of December 27, 2020, through December 31, 2023.

Those carriers or administrators who aren’t filing on behalf of their customers provide “sub-attestations” to affirm they are compliant.*

Ultimately, the employer (i.e., plan sponsor) is responsible for the attestation.

Penalties for not filing an attestation fall under the standard IRC 4980D penalty scheme, which is $100 per day per affected individual for noncompliance.

*In the case of self-funded plans, there may be separate attestations from the Third-Party Administrator (TPA), the Pharmacy Benefit Manager, Provider Network, and, if applicable, specialty networks such as Transplant Networks or Behavioral Health providers if separate from the other options. In these scenarios, the TPA can usually assist with obtaining any necessary sub-attestations.

Information by Carrier and Product Type

Below is the most recent carrier information we have acquired for the filing requirement:

Carrier

Plan Type

Filing for Employer?

Aetna

All

Yes

Anthem (OH, KY, IN)

Fully insured and MEWA

Yes

ASO (self-funded)

No

Humana

All

No

Medical Mutual of Ohio (MMO)

All

Yes

Paramount

All

Yes

PHP of Indiana

All

Yes

SummaCare

All

Yes

The Christ Hospital Plan

All

Yes

UnitedHealthcare

Fully insured

Yes

Level funded or self-funded

No

If your carrier is not listed, please don’t hesitate to reach out to your ARC client advisor or the administrator. Some have not yet confirmed how they will handle these attestations.

What to Do if You Have to File: DON’T WAIT

If your insurer requires that you handle the attestation, please start the process now. Unfortunately, your ARC client advisor is unable to handle this on your behalf as we are not legally permitted to do so.

However, this process is much simpler than the instructions would have you believe or other CMS filings that we have done with clients in the past. We have a guide we can share upon request.

If you have any additional questions, please don’t hesitate to reach out to your ARC client advisor.

Are Your Employees Losing Their Medicaid Coverage?

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Question: We have several employees (and family members) who have health coverage through Medicaid. We’ve heard that Medicaid’s enrollment rules are changing now that the COVID-19 pandemic is over. How can we help our employees maintain their health coverage through these changes?

Answer: Prior to the COVID-19 pandemic, states were required to renew coverage for people with Medicaid or Children’s Health Insurance Program (CHIP) coverage at least once a year and disenroll individuals who no longer qualified for coverage. During the pandemic, many states maintained continuous enrollment for individuals enrolled in Medicaid or CHIP despite any changes in eligibility status. Medicaid’s continuous enrollment provision ended on March 31, 2023. State Medicaid agencies are now resuming regular eligibility and enrollment operations, which includes terminating Medicaid and CHIP coverage for individuals who are no longer eligible.

Employers who have employees enrolled in Medicaid or CHIP should encourage their employees to make sure their state Medicaid or CHIP agency has their up-to-date contact information. State agencies may ask covered individuals to complete a renewal form to determine if they still qualify for coverage. Employees should monitor their mail for any notifications from state Medicaid or CHIP agencies and promptly respond to any requests for information.

If an individual is no longer eligible for Medicaid or CHIP, they can transition to another form of health coverage, such as coverage under an Affordable Care Act (ACA) Marketplace or employment-based coverage. In general, employees who lose Medicaid or CHIP coverage and are eligible for job-based health coverage have 60 days to request special enrollment under their employer’s health plan. However, due to special pandemic-related deadline relief, employees who lost Medicaid or CHIP eligibility on or before July 10, 2023, may be able to request special enrollment until at least Sept. 8, 2023.

In addition, individuals who lose Medicaid or CHIP coverage are eligible for a special enrollment period for coverage offered through an ACA Marketplace and for individual health insurance coverage outside the Marketplaces within 60 days before or 60 days after the date of the loss of coverage. The Centers for Medicare and Medicaid Services has also created a temporary special enrollment period in the federal Marketplace for qualified individuals and their families who lose Medicaid or CHIP coverage due to the unwinding of Medicaid’s continuous enrollment; they can apply for coverage by July 31, 2024.

The Biden administration is encouraging employers to match these steps and extend their special enrollment periods beyond the minimum 60-day period for individuals losing Medicaid or CHIP coverage. Employers who decide to extend their special enrollment periods should update their plan documents for the change and communicate the extended special enrollment period to employees through an updated summary plan description (SPD) or summary of material modifications (SMM). Employers with fully insured health plans should also confirm that the extended special enrollment window is consistent with any enrollment requirements imposed by their carriers.

Please reach out to your client advisor with any questions.

Affordable Care Act Enhanced Premium Subsidies Continue Through 2025

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The Affordable Care Act (ACA) has provided premiums subsides, also known as Advanced Premium Tax credits (APTCs), to applicants who were within the designated income range since 2014. Originally, the income range was defined as percent to the Federal Poverty Level (FPL) and required the applicant to have a minimum level income of 150 percent of FPL and a maximum limit of 400 percent of FPL, as shown in the chart below. The number of family members in the tax household was also used to determine the income limits.

Yearly Guidelines and Thresholds (Beyond the Basics, September 2022)

Since the beginning of the ACA, anyone with income below 150 percent FPL would not immediately be eligible for the subsidy, but would be forced to have their application reviewed by the respective state Medicaid office to determine eligibility for state-based Medicaid health coverage. This process continues today. Once an application is denied for state Medicaid, the applicant will then become eligible to apply for the federal premium subsidy. Also, until more recently, anyone with income at or above 400 percent FPL would be considered over the limit and ineligible for the premium subsidy.

In March of 2021, the American Rescue Plan (ARP) was implemented as an economic stimulus in response to the COVID pandemic. The ARP revised how the upper-income limit would be calculated in order to qualify for premium subsidy and the amount of subsidy available. Under new rules, instead of falling off the eligibility cliff at 400 percent FPL, the premium cost of the benchmark Silver plan in a given area could not exceed 8.5 percent of the applicant’s gross taxable household income. This greatly expanded the number of people with higher incomes who would now become eligible for the ACA subsidies.

For example, using the original ACA 400 percent FPL guidelines, a married couple in Ohio both age 60 would have been ineligible for the premium subsidy had their household income been at or above $73,240. Under the revised guidelines of the ARP, the same couple with a gross annual household income of $175,000 would be eligible for a subsidy amount of $499 per month to assist with out of pocket premium cost. The full monthly premium cost of the benchmark Silver plan in their area is $1,740.18. After subtracting the subsidy amount of $499, their net monthly out-of-pocket cost is $1,241.18

Originally, the expanded health benefits associated with the ARP were to continue until December 31, 2022. However, due to the overall inflationary climate in the county during 2021 and 2022, the Inflation Reduction Act was enacted in August of 2022. As a result, the new subsidy rule changes that occurred under the American Rescue Plan will remain in effect without change through 2025.

If you have any questions about whether or not you qualify for a premium tax credit, please contact your ARC client care advisor today!

Resources

Verywell Health (https://www.verywellhealth.com/affordable-care-act-subsidies-extension-6543134)

AARP (https://www.aarp.org/politics-society/advocacy/info-2022/affordable-care-act-subsidies-extended.html)

Patient Protections from Surprise Medical Bills in the “No Surprises Act”

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There’s nothing worse than receiving an unexpected medical bill. It’s the worst kind of surprise.

You might have received an unexpected “balance bill” for medical services from a provider that, usually unknown to you, is out of network. A balance bill provides the difference between the provider’s billed charges and the amount collected from the plan and from the patient in the form of cost sharing (such as a copayment or deductible amount). Surprise medical bills often arise when an individual does not have the opportunity to select an in-network provider, such as in a medical emergency. For nonemergency care, an individual might choose an in-network facility or an in-network provider, but not know that a provider involved in their care (e.g., an anesthesiologist or radiologist) is an out-of-network provider.

The “No Surprises Act” (NSA) was enacted on December 27, 2020, as part of the Consolidated Appropriations Act of 2021 (CAA) to increase health care transparency and protect consumers from surprise medical bills. Effective for plan years beginning on or after January 1, 2022, the NSA provides federal protections against surprise medical billing by limiting out-of-network cost sharing and prohibiting “balance billing” in many of the circumstances in which surprise medical bills arise most frequently.

The NSA’s protections for surprise medical billing apply to group health plans and health insurance issuers offering group or individual health insurance coverage. The Departments of Labor, Health and Human Services, and the Treasury (Departments) have issued guidance detailing how health plans and issuers determine provider payment amounts for services subject to the NSA’s balance billing protections. If the parties cannot agree on a payment amount, they can use the NSA’s federal independent dispute resolution (IDR) process to resolve the dispute.

The NSA’s surprise medical billing protections apply to the following services:

  • Emergency services received in a hospital’s emergency department or an independent freestanding emergency department
  • Nonemergency services provided by an out-of-network provider at an in-network facility
  • Air ambulance services provided by an out-of-network provider

In addition, the NSA provides the following protections for covered services:

  • Limits cost sharing for out-of-network services to in-network levels
  • Requires the cost sharing to count toward any in-network deductibles and out-of-pocket maximums
  • Prohibits balance billing in most situations

However, these protections don’t apply in all situations. For example, these new billing protections generally don’t apply to services covered by vision- or dental-only plans. However, if the health plan includes dental or vision benefits, these protections could apply to dental or vision services covered by the health plan. The balance billing protections also do not generally apply to ground ambulance services.

Some health insurance coverage programs already have protections against high medical bills and surprise medical billing if covered through Medicare, Medicaid, Indian Health Services, Veterans Affairs Health Care, or TRICARE. The new rules don’t apply to these programs.

If you are faced with a surprise high-dollar medical bill, your ARC representative is available to help. We can advocate on your behalf and ensure you are receiving the lowest costs for your services possible. Contact us today to learn more.

Resources

Interim final rules from July 13, 2021, prohibiting balance billing for items and services subject to the NSA’s protections

Interim final rules from Oct. 7, 2021, implementing the federal IDR process

Final rules from Aug. 26, 2022, addressing certain issues related to the federal IDR process and payment disclosures

Model notice for surprise medical billing

No Surprises: Understand your rights against surprise medical bills (PDF)

https://www.cms.gov/nosurprises/consumers/new-protections-for-you

Compliance Corner: Employer Filing for the RxDC Report Due on June 1, 2023

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Many employers with group medical plans received online surveys from their insurance companies in March and April requesting additional information. This allowed the carrier to do the calculations and provide complete reporting on the customer’s behalf to the federal government.

The RxDC Report is an annual filing required by the Consolidated Appropriations Act of 2021 (CAA). It includes transparency provisions requiring health plans to report on prescriptions drugs and health care spending to the Departments of Labor (DOL), Health and Human Services (HHS), and the Treasury (IRS).

The report for all of 2022 is due on June 1, 2023.

If you, as an employer, didn’t respond to your insurer’s online survey by their deadline, employer-specific portions of the report will be blank. The reporting tool allows for multiple parties to complete the forms so you still have time to complete the survey by the government’s deadline.

If you’re interested in learning more about the RxDC prescription drug data collection report, please click here.

Important New Guidance on Preventive Care

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The gist of this court ruling is that it has ruled it unconstitutional to require insurers/payers cover 100 percent coverage of some preventive services and how those services are determined. However, this decision is expected to be appealed by the Biden Administration and it didn’t have any cures for how to fix it (which the judicial branch isn’t supposed to do anyways). In addition, state insurance regulations and laws have adopted these standards across insurance products and, therefore, if any changes are coming on this front, it will be delayed as states adjust laws and re-evaluate plans for the upcoming year.

The following information was originally published by Larry Grudzien, Attorney at Law.

On April 13, 2023, the Departments of Labor, Health and Human Services (HHS), and the Treasury (collectively, the Departments), along with the Office of Personnel Management released Frequently Asked Questions (FAQs) regarding implementation of the Affordable Care Act and the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), in light of the recent court decision inBraidwood Management Inc. v. Becerra. These FAQs answer questions to help people understand the law and promote compliance.

Coverage of Preventive Services

Coverage of preventive services was required under non-grandfathered group health plans and insurers offering non-grandfathered group or individual health insurance coverage to cover, without the imposition of any cost-sharing requirements, the following items or services:

  • Evidence-based items or services that have in effect a rating of “A” or “B” in the current recommendations of the United States Preventive Services Task Force (USPSTF) with respect to the individual involved, except for the recommendations of the USPSTF regarding breast cancer screening, mammography, and prevention issued in or around November 2009;
  • Immunizations for routine use in children, adolescents, and adults that have in effect a recommendation from the Advisory Committee on Immunization Practices (ACIP) of the Centers for Disease Control and Prevention (CDC) with respect to the individual involved;
  • With respect to infants, children, and adolescents, evidence-informed preventive care and screenings provided for in comprehensive guidelines supported by the Health Resources and Services Administration (HRSA); and
  • With respect to women, such additional preventive care and screenings not described in PHS Act section 2713(a)(1) as provided for in comprehensive guidelines supported by HRSA.

The District Court’s Decision in Braidwood 

On March 30, 2023, the United States District Court for the Northern District of Texas issued a final judgment in the case Braidwood Management Inc. v. Becerra (Braidwood decision). The court held that the USPSTF’s recommendations operating in conjunction with Affordable Care Act Section 2713(a)(1) violate the Appointments Clause of Article II of the United States Constitution and are therefore unlawful. The court vacated any and all actions taken by the Departments to implement or enforce Affordable Care Act Section 2713(a)(1)’s preventive service coverage requirements in response to an “A” or “B” recommendation by the USPSTF on or after March 23, 2010, and enjoined the Departments from implementing or enforcing Affordable Care Act Section 2713(a)(1)’s preventive service coverage requirements in response to an “A” or “B” rating from the USPSTF in the future.

The Departments disagree with the District Court’s ruling and are considering all available options in consultation with the Department of Justice; the Department of Justice filed a notice of appeal on March 31, 2023, and a motion for a stay on April 12, 2023.

What do Frequently Asked Questions (FAQs) indicate?

The Departments are issuing these FAQs to provide initial guidance on how the Braidwood decision affects the requirement to cover preventive services without cost sharing under Affordable Cart Act Section 2713. The Departments anticipate issuing additional guidance in the future to further address plans’ and issuers’ obligations under Affordable Care Act Section 2713(a)(1) in light of the Braidwood decision.

  • The Braidwood decision only applies to items and services required to be covered by plans and insurers without cost sharing in response to an A or B recommendation by the United States Preventive Service Task Force.
  • The Departments strongly encourage plans and insurers to continue to cover such items and services without cost sharing.
  • The Braidwood court did not enjoin enforcement of the items or vacate it implementing regulations and guidance related to immunizations and preventive care and screening.
  • The Braidwood decision generally does not affect the application of state laws that require health insurers offering group or individual health insurance coverage to provide coverage without cost sharing of items and services recommended with an “A” or “B” rating.
  • Plans and insurers are not required to make any changes to coverage or cost sharing as a result of the Braidwood decision, and the Departments strongly encourage plans and insurers to continue to cover, without cost sharing, items and services affected by the court’s decision.
  • An HDHP may provide preventive care benefits without a deductible or with a deductible below the minimum annual deductible under Code Section 223(c)(2)(C).
  • The Braidwood decision does not change the requirement to cover without cost sharing immunizations.

Contact your client relations advisor with any questions.

Compliance Corner: Notice Requirements and Why Employers Need a Premium Only Plan

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In this month’s Compliance Corner, we’ll cover a document that employers are required to have in place when paying for employer-sponsored health coverage using pre-tax funds under Section 125 of the IRS Code: the Premium Only Plan (POP). It is sometimes referred to as a Cafeteria Plan or Section 125 Plan, but these are broader definitions that can also refer to other types of plans.

Whenever funds are withheld from employee paychecks, there is an extra layer of scrutiny on the employer’s handling to ensure that they’re used in the manner approved by the employee. It also states the employer will comply with certain nondiscrimination and eligibility rules for offering coverage. In return, the employer and their employees secure the right to certain tax advantages.

Who is NOT eligible to participate in the Premium Only Plan?

Employers should be aware that self-employed persons cannot participate in POP plans. Self-employed, for these purposes, includes sole proprietors, partners in partnerships, members of LLCs, and more-than-2-percent shareholders of S-corporations. Furthermore, neither the spouse of more-than-2-percent shareholders, nor the children, parents, or grandparents of more-than-2-percent shareholders can participate in an S-corporation’s cafeteria plan. In these instances, the owners and their family members of the business may be able to take a tax deduction outside of the cafeteria plan on their personal taxes for pre-tax benefits.

Which health benefits can be paid for with pre-tax dollars?

Under the IRS code, by paying their portion of health premiums using pre-tax funds, both employers and employees save on their taxes. Payroll taxes, federal taxes, and some state taxes are not applied to funds used to pay for certain health benefits.

These are the primary benefits that employers offer with pre-tax dollars:

  • Medical, dental, and vision
  • Life insurance up to $50,000
  • Health savings accounts (HSAs)
  • Flexible spending accounts (FSAs)
  • Health reimbursement arrangements (HRAs)
  • Gap or supplemental health plans
  • Short-term or long-term Disability

NOTE: Disability income (short-term or long-term disability) can be paid with pre-tax dollars; however, the benefits are then taxable. Meaning, if someone has a claim, they’ll get a reduced income plus being cut back further to pay taxes.

What are employer obligations under a Premium Only Plan?

In order to enjoy the tax advantages and offer them to employees, employers agree to the following:

  • Establish and provide for an annual open enrollment period for employees to add, change, or end their coverage for health benefits.
  • Allow new hires to enroll within a specified waiting period, no longer than 90 days.
  • Allow employees to change their coverage due to a qualifying event within 30 days of the event. The list of allowable events include changes to: marital status, number of dependents, employment, entitlement to Medicare or Medicaid, location/residence, or legal judgments or orders. Newer qualifying events include: gaining access to a subsidy for individual coverage or if the cost of coverage causes a financial hardship. One note—the plan has discretion on which of these qualifying events to permit and must apply them fairly to all employees. In addition, the election changes must be consistent with the change in status.
  • Perform Discrimination Testing. There’s a safe harbor for Premium Only Plans if they meet the eligibility tests. These are: (1) offering coverage to all, similarly situated employees with (2) no delayed entry and (3) that classification of employees doesn’t discriminate in favor of highly compensated individuals.

How often does the POP need to be updated?

Although it’s typical for plan design changes to be made periodically each year, a plan’s POP document only needs to be updated if the employer makes one of the following changes:

  • Change of insurer or administrator
  • Change of renewal date for any of the plans
  • Addition of benefits that need to be included
  • Termination of a benefit
  • Modification of the waiting period or eligibility rules
  • New language required by law

If none of the above changes are made, a POP document (also called “POP doc”) can be good for up to 5 years.

How to distribute your POP

There is no requirement to provide a copy of your POP to employees but the content of the POP document should also be reflected in the employer’s Summary Plan Description (SPD), which is required to be distributed to employees.

What are the implications if we don’t have a POP document?

Failure to have the written Premium Only Plan document could result in legal disqualification of the POP Plan resulting in back tax assessments with significant tax penalties for the employer and its employees.

What to expect from ARC Benefit Solutions

For clients who need it, ARC Benefit Solutions can prepare a POP document for $200. We also can prepare a client’s Wrap Summary Plan Description for $300. Contact your ARC representative if you’re interested in having this document prepared for your business.

Customers can always opt to have a document prepared by another vendor or attorney. We are happy to recommend reputable alternatives upon request.

The Rise of Cost Transparency in the American Health Care System

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There is always a feeling of uncertainty when you go to the doctor, urgent care, or hospital, especially when it comes to the out-of-pocket costs that you might have to pay as a result of the visit. While it is common practice to “shop” for the best deal on cars or houses, the health insurance industry, “which accounts for nearly 20 percent of the economy,” has provided little to no access to precise information on just how much a particular service or procedure may cost prior to scheduling an appointment.

In a market with rising premiums and costs for services, many people are left making uninformed financial decisions and then having to live with whatever appears on the bill they are mailed weeks later. According to the Kaiser Family Foundation, nearly 47 percent of Americans struggle to afford their health care costs. However, after years of effort from both sides of the isle, the curtain has finally been pulled back to shed light on pricing and provide cost transparency for consumers.

In July 2022, the No Surprises Act was passed, which requires physicians to deliver a “good faith estimate” that will include all costs a consumer would “reasonably expect” to be part of the treatment, offering more context than ever to make informed decisions about their care. This is a step forward towards a more competitive marketplace. Competition, as we know, is good for the consumer and will hopefully deliver lower out-of-pocket costs over the coming years. Along with the No Surprises Act, additional requirements and policies will be effectuated in January 2023 and 2024 to provide additional tools to boost Americans ability to shop and make decisions on their health care that best fit their needs.

One piece of the transparency battle that is particularly important is hospital price transparency. Many Americans have experienced just how quickly hospital bills can rack up with a trip to the hospital. With hospital price transparency, hospitals operating within the U.S. must produce publicly accessible information about the items and services they provide and the standard cost, including a “comprehensive machine-readable file with all items and services” and “display of 300 shoppable services in a consumer-friendly format.” These standards will be monitored and facilities will be held accountable if they fail to adhere in the form of civil and/or monetary penalties.

As more and more transparency is given to the American public, we should begin to see an increasingly competitive Marketplace. It is important to do your homework to ensure that you are making the best financial decisions for yourself and family when it comes to your health. The agents at ARC Benefit Solutions are here to help you sort through your options and find a plan that works best for you.

Resources

https://www.cms.gov/outreach-and-educationoutreachffsprovpartprogprovider-partnership-email-archive/2020-12-18-mlnc-se

https://www.kff.org/health-costs/issue-brief/americans-challenges-with-health-care-costs/

https://www.statnews.com/2022/07/22/new-price-transparency-regulations-for-hospitals-insurers-empower-patients/

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ARC Benefit Solutions, Inc. is a wholly-owned subsidiary of CBISA Holdings, Inc., which is licensed as an insurance agency in all states in which it sells. Not all agents are licensed to sell all products. Service and product availability vary by state. Sales agents may be compensated based on a consumer’s enrollment in a health plan. Not connected with or endorsed by the U.S. Government or the federal Medicare program. The purpose of this communication is the solicitation of insurance. Contact will be made by an insurance agent or insurance company. We do not offer every plan available in your area. Any information we provide is limited to those plans we do offer in your area. ARC Benefit Solutions currently represents 15 organizations and more than 16,000 total possible plan options, depending upon your county of residence. Please contact Medicare.gov, 1-800-MEDICARE, or your local State Health Insurance Program to get information on all of your options. This site contains decision-support content and information about Medicare, services related to Medicare, and services for people with Medicare. If you would like to find more information about the Medicare program please visit the Official U.S. Government Site for People with Medicare located at http://www.medicare.gov.