No HR professional is exempt from the planning.
Take the work out of creating and maintaining an employee handbook.
SHRM Seminars will host HR education every month in San Francisco this fall! Select the program that meets both your scheduling and development needs.
Join us, September 27 - 28.
As of midyear 2010, half of surveyed HR professionals said their organizations had taken steps to respond to the comprehensive health care reform legislation enacted in March 2010, despite a continuing lack of clarity on many specifics of the law, according to the second in a series of surveys by the Society for Human Resource Management (SHRM), Organizations' Response to Health Care Reform. Moreover, 54 percent of respondents said that senior management had asked HR to provide an overview of the implications of the health care reform law for their organization.
The survey was fielded July 22-Aug. 3, 2010, among 1,095 randomly selected HR professionals with the job title of manager and above, and among HR professionals identified as working in the benefits area at organizations with 50 or more employers.
The top areas that HR professionals are addressing with senior managers include:
Keeping Grandfather Status—or Not
Under the "grandfather" provision of the health care reform law and the Obama administration's final interim regulations issued in June 2010, companies can maintain many of their current health care coverage provisions if they do not change insurance carriers, reduce benefits or raise co-payment charges or deductibles significantly.
The poll found that 30 percent of respondents are attempting to maintain their plan’s grandfathered status, whereas 11 percent have decided not to maintain their organization's grandfathered status.
Overall, 21 percent said they will attempt to keep grandfather status to avoid additional costs to the organization and employees, while 9 percent would attempt to keep grandfathered status to avoid having to comply with specific elements of the health care reform law.
In addition, 21 percent of respondents said they are or will be conducting an analysis and shopping different health care options to decide whether to keep their grandfathered status.
However, the poll revealed ambivalence over the grandfather classification: 17 percent said they had not yet begun to consider the issues around grandfather status.
"Whether we consciously choose to attempt to maintain grandfather status or not is very much an individual organizational strategic decision based on sound modeling," commented Michael Murphy, SPHR, a member of SHRM's Total Rewards/Compensation & Benefits Special Expertise Panel and director of compensation and benefits for national retail chain Shoe Carnival, headquartered in Newburgh, Ind.
Lack of understanding of the details of the law, implementation costs, and employee out-of-pocket costs were reported as the main barrier to implementing the reform law. Nearly three-quarters of organizations report using an insurance broker to inform them about the law, and more than half are relying on resources provided by SHRM.
What do you think is the main implementation barrier of the health care reform law for your organization?
Lack of overall understanding of details of the new law and its impact on my organization.
Cost of implementing.
Employee out-of-pocket cost.
What are the resources your organization is currently using in regard to the health care reform law?
SHRM's resources on the health care reform law.
Legal counsel (internal or external).
The top actions organizations are taking in response to the health care reform law are:
About one-third of organizations reported that their plan already meets legal requirements under health care reform to remove all pre-existing condition exclusions for children under age 19 and to remove annual maximums. In addition, 64 percent have implemented wellness programs, and 18 percent are planning to implement them.
Somewhat surprisingly, the poll revealed that only 7 percent of respondents have considered the impact of health care reform on their recruitment and retention strategies.
“Although many organizations have been appropriately focused on the short-term implications of the law, attention should now be turning to more long-term strategies that consider both financial and human capital consequences,” said Mark Schmit, SHRM’s director of research.
Stephen Miller is an online editor/manager for SHRM.
SHRM Online Benefits Discipline
SHRM Online Health Care Reform web page
• Sign up for SHRM’s free Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies