7 ways to reduce workplace stress

Workplace Stress

According to the American Institute of Stress, 80 percent of U.S. workers feel stressed on the job and workplace stress costs about $300 billion in lost productivity annually.

Everyone experiences periods of job stress, but extreme periods of prolonged stress can be detrimental to your long-term health. If you are feeling stressed at work, try these 7 strategies to help mitigate your workplace stress.

  1. Plan and Prioritize

    Do not panic, make a list to prioritize your work, set realistic deadlines, do not rush into the first idea you have and always have an alternative plan.

  2. Slow Down

    Think things through before you act, and begin with a result in mind

  3. Use All Of Your Resources

    If things do not go exactly as planned, do not solely rely on yourself. Ask for help when you need it.

  4. Separate Work Life From Home Life

    If you can, avoid taking your computer home with you or checking emails when you are at home. Taking time to decompress at home can help you manage your stress.

  5. Focus On What You Can Control

    You know what your job tasks are. Break the larger tasks into smaller, more doable steps.

  6. Take A Break

    To release stress, take a short break. Taking a walk or discussing your work situation with another person may help you gain a fresh perspective.

  7. Limit Interruptions

    Use you voicemail to your advantage and only take calls that are a priority when you are on a tight deadline. Set aside designated times throughout the day to respond to emails and phone calls.

It may not be possible to eliminate all stress, but these steps can help manage the stress effectively. If stress continues, reach out to your healthcare provider for greater solutions. .

5 tips to stay safe and protect your property during hurricane season

  1. Assemble an emergency kit

    1. Include first-aid supplies, non-perishable food, water and your medications.

  2. Establish an evacuation route

    1. Determine where to go during a hurricane, and how you will get there.

  3. Develop a family communication plan

    1. Be sure you know how you will contact your family if are to get separated during a hurricane.

  4. Make sure that you are covered

    1. Talk with your insurance broker to determine whether your insurance is adequate to protect your property.

  5. Evacuate immediately if ordered

    1. If you are told to evacuate for a hurricane, do it right away. Your life may depend on it.

Capstone Group Welcomes Ed Stefanski, Jr.

For Immediate Release:

PHILADELPHIA (PRWEB) MAY 29, 2019

Capstone Group, a leading provider of risk management, employee benefits, and insurance brokerage services, has announced the hiring of Ed Stefanski, Jr. as a Senior Benefits Consultant.

For the past 15+ years, Ed has held various positions within some of the most respected Employee Benefits and Banking institutions in the country. Ed’s diverse experience in these areas, coupled with his consultative approach to creating and implementing cost-effective employee benefit programs, makes him an invaluable asset to Capstone’s current and prospective corporate clients.

“Our management team has known Ed for a long time, both personally and professionally,” said Kevin Fox, Managing Partner of Capstone Group. “His prior experience in various aspects of our business was certainly appealing, but it’s more our shared client-centric approach and desire to continue improving the insurance and benefits distribution model for employers and employees alike that really makes Ed a tremendous addition to the Capstone team.”

Ed joins Capstone Group to partner with employers on navigating rising healthcare costs and changing regulations. He brings expertise in financial analysis, health and welfare benefits consulting, and negotiation and risk reduction. He also specializes in the integration of new benefit programs and technology platforms to ensure seamless delivery for administrators and employees.

https://www.prweb.com/releases/capstone_group_welcomes_ed_stefanski_jr/prweb16335511.htm

Trump Announces Plan to Combat Surprise Medical Billing

On May 9, 2019, President Donald Trump delivered a speech criticizing the practice of surprise medical billing. He announced a general plan of attack and hinted at a few specifics for curbing the trend.

The president’s speech aligned with this administration’s American Patients First initiative—a blueprint for lowering consumer health costs. Here are the four main regulatory aspects called out by the president, suggesting that they might be tackled first:

1)       In emergency situations, patients shouldn’t have to “bear the burden” of out-of-network costs.

2)       Balanced billing should be prohibited for emergency care.

3)       For scheduled non emergency care, patients should receive an “honest” bill up front—including an itemized list of out-of-pocket expenses the patient must cover.

4)       Patients should not receive a surprise bill from out-of-network providers they did not choose themselves.

President Trump went on to state that any legislation would cover all health insurance, regardless of how it was acquired. This means individual and group coverage would still be afforded these protections.

In summary, this announcement keeps with this administration’s commitment to lowering consumer health care costs through greater transparency.

The president ended the speech saying that the administration will be going even further to help curb “out-of-control” drug costs. He even hinted at future legislation that would be announced as soon as two weeks, touting it as “one of the strongest things we’ve done as an administration.”

This means employers should stay tuned for more developments as further price-lowering initiatives are unveiled and plan specifics are laid out.

Self-Funded Health Plans and Cross-Plan Offsetting

A recent court decision highlights an administrative process known as cross-plan offsetting. Briefly, cross-plan offsetting is a mechanism used by third-party administrators (“TPAs”) to resolve overpayments to a provider made through one plan by withholding (or reducing) payment to the same provider through another plan.

Based on the court’s ruling, employers should review and understand whether their TPA engages in cross- plan offsetting and whether there is language in the plan documents to support this practice. Further, it is advisable to review whether to continue cross-plan offsetting or “opt-out” of this practice.

The following FAQs are intended to explain cross-plan offsetting and highlight some of the issues identified with this practice.

What is “Cross-Plan Offsetting?”

A TPA may determine that it overpaid a provider when reimbursing a claim for a group health plan. Instead of seeking recoupment for the specific overpayment from the provider, the TPA reduces a future payment made by another group health plan to that provider by the amount owed. This practice is generally applied to out-of-network providers.

What Has Changed?

 On January 15, 2019, in Peterson v. UnitedHealth Group, Inc., the court determined that the cross-plan offsetting was impermissible when the written plan terms did not authorize this practice. Because the court determined the plan documents lacked authorization, it did not have to address whether the practice of cross-plan offsetting itself violated ERISA.

Does Cross-Plan Offsetting Violate ERISA?

According to the court, cross-plan offsetting, as a practice, violates ERISA unless the plan documents specifically authorize it. If the documents are silent, vague, or have broad interpretative authority (without express authorization), the practice is not permissible.

The question the court did not answer directly is whether cross-plan offsetting, even with appropriate plan language, violates ERISA. The court expressed concern that cross-plan offsetting is in some tension with the requirements of ERISA.

While not deciding the issue, the court recognized that at the very least, the practice approaches the line of what is permissible.

The Department of Labor is also concerned that this practice raises ERISA issues, both violations of fiduciary duty as well as prohibited transactions (self-dealing) as outlined in their amicus brief. So, while the court did not rule on these issues, the Department may take a harder look at TPA practices and payments when auditing employer-sponsored group health.

Will Removing Cross-Plan Offsetting Affect Plan Costs?

Perhaps. Typical administrative service agreements from TPAs indicate that a TPA will make reasonable efforts to recover any overpayments, but that it is only liable in the case of its gross negligence or willful misconduct. In this case,

an employer will generally be responsible for paying for the overpayment where the TPA does not recover it from the provider using ordinary efforts. This could result in increased costs to the plan.

The plan may be able to engage in “same-plan” offsetting. This means, within the same plan, offsetting overpayments made to an out-of-network provider for one plan participant by reducing a separate payment made to the same provider for a claim of another participant in the same ERISA plan. This practice, which should be disclosed in the plan documents, likely does not trigger similar ERISA issues that cross-plan offsetting does. However, as most plan claims are paid in-network, the potential for the TPA to be able to offset claims with the same out-of-network provider under the same plan may be limited. Further, plans must provide appeal rights to participants in the event they receive a balance bill for offset amounts in dispute. 

What Should Self-Funded Plans Do?

Self-funded health plans may receive letters from their TPAs regarding cross-plan offsetting practices. Some TPAs will provide the plan sponsor the opportunity to “opt-out” of cross-plan offsetting practices.

Regardless of whether you received a notification or not, employers with self-funded plans should ask their TPAs whether they engage in cross-plan offsetting.

If the TPA does not use cross-plan offsetting, there is no issue.

If the TPA uses cross-plan offsetting, then the employer (as plan sponsor and plan fiduciary) should consider the following:

•     An Opt-Out of cross-plan offsetting is available. If the TPA permits the employer/plan sponsor to opt- out, employers should decide whether they think the potential benefit to cross-plan offsetting is greater than their risk tolerance for a potential ERISA violation.

•     Opting out. Opting out of cross-plan offsetting is the most conservative approach considering the court’s ruling and DOL’s interpretation. If choosing to opt-out, keep records of the decision and monitor TPAs to ensure that they are administering the plan consistent with the written plan terms.

•     Opting in. Employers who stick with cross-plan offsetting should ensure that their plan document and summary plan description specifically authorize and outline the cross-plan offsetting process. Consider making the TPA a claims fiduciary with respect to the plan. There is a heightened risk of DOL intervention and/or litigation from providers. We recommend employers continuing cross-plan offsetting review this decision with counsel.

•     No Opt-Out Available. If the TPA does not permit the employer to opt-out, the employer should be comfortable with the practice or consider moving to another TPA. We recommend employers choosing to permit cross-plan offsetting review this decision with counsel. Plan documents should include language authorizing the practice.

* This document is designed to highlight various employee benefit matters of general interest to our readers. It is not intended to interpret laws or regulations, or to address specific client situations. You should not act or rely on any information contained herein without seeking the advice of an attorney or tax professional. ©2019 Emerson Reid, LLC. All Rights Reserved. CA Insurance License #0C94240. *

2019 PCOR Fee Filing Reminder for Self-Insured Plans

The PCOR fee filing deadline is July 31, 2019 for all self-funded medical plans and HRAs for plan years ending in 2018.

Please note, this is the final filing and payment for some plans. Plans ending in January through September of 2019 will have one more filing on July 31, 2020. We will send a reminder next year for the final filing and payment.

The plan years and associated amounts are as follows:

(Plan Year; Amount of PCOR Fee; Payment and Filing Date):

  •  February 1, 2017 – January 31, 2018; $2.39/covered life/year; July 31, 2019

  • March 1, 2017 – February 29, 2018; $2.39/covered life/year; July 31, 2019

  • April 1, 2017 – March 31, 2018; $2.39/covered life/year; July 31, 2019

  • May 1, 2017 – April 30, 2018; $2.39/covered life/year; July 31, 2019

  • June 1, 2017 – May 31, 2018; $2.39/covered life/year; July 31, 2019

  • July 1, 2017 – June 30, 2018; $2.39/covered life/year; July 31, 2019

  • August 1, 2017 – July 31, 2018; $2.39/covered life/year; July 31, 2019

  • September 1, 2017 – August 31, 2018; $2.39/covered life/year; July 31, 2019

  • October 1, 2017 – September 30, 2018; $2.39/covered life/year; July 31, 2019

  • November 1, 2017 – October 31, 2018*; $2.45/covered life/year; July 31, 2019

  • December 1, 2017 – November 30, 2018*; $2.45/covered life/year; July 31, 2019

  • January 1, 2018 – December 31, 2018*; $2.45/covered life/year; July 31, 2019

* Final Due Date/Payment for these Plan Years

For the Form 720 and Instructions, visit: https://www.irs.gov/ forms-pubs/about-form-720

The information is reported in Part II.

Please note that Form 720 is a tax form (not an informational return form such as Form 5500). As such, the employer or an accountant would need to prepare it. Parties other than the plan sponsor, such as third-party administrators, cannot report or pay the fee.

Short Plan Years

The IRS issued FAQs that address how the PCOR fee works with a self-insured health plan on a short plan year.

Does the PCOR fee apply to an applicable self- insured health plan that has a short plan year?

Yes, the PCOR fee applies to a short plan year of an applicable self-insured health plan. A short plan year is a plan year that spans fewer than 12 months and may occur for a number of reasons. For example, a newly established applicable self-insured health plan that operates using a calendar year has a short plan year as its first year if it was established and began operating beginning on a day other than Jan. 1. Similarly, a plan that operates with a fiscal plan year experiences a short plan year when its plan year is changed to a calendar year plan year.

What is the PCOR fee for the short plan year?

The PCOR fee for the short plan year of an applicable self- insured health plan is equal to the average number of lives covered during that plan year multiplied by the applicable dollar amount for that plan year.

Thus, for example, the PCOR fee for an applicable self- insured health plan that has a short plan year that starts on April 1, 2018, and ends on Dec. 31, 2018, is equal to the average number of lives covered for April through Dec. 31, 2018, multiplied by $2.45 (the applicable dollar amount for plan years ending on or after Oct. 1, 2018, but before Oct. 1, 2019).

See FAQ 12 & 13, https://www.irs.gov/affordable-care-act/ patient-centered-outcomes-research-trust-fund-fee-questions- and-answers

* This document is designed to highlight various employee benefit matters of general interest to our readers. It is not intended to interpret laws or regulations, or to address specific client situations. You should not act or rely on any information contained herein without seeking the advice of an attorney or tax professional. ©2019 Emerson Reid, LLC. All Rights Reserved. CA Insurance License #0C94240. *

Live Well, Work Well - June

Fuel Your Workout the Right Way

You have to put gas in your car to make it go, right? The same concept can be applied to your body and working out. Just like you can’t expect your car to get you from point A to point B without fuel, you can’t expect your body to get you through a workout if it’s not properly fueled. Here’s what you should be eating before, during and after a workout for optimal results.

Before Your Workout

Nutritionists agree that the best way to fuel your workout is to eat 1-4 grams of carbs per every 2.2 pounds of your weight about an hour before your workout. Some examples of a good pre-workout snack include a piece of whole-grain toast with peanut butter and banana slices, fruit and Greek yogurt, or a peanut butter and banana protein smoothie. You should also make sure you’re hydrated before you start your workout.

During Your Workout

If your workout lasts less than 45 minutes, you really only need to focus on replenishing the fluids you’re sweating out. If your workout is focused on endurance, like an extended run or lengthy lifting session, consume 30-60 grams of carbs per hour to fuel your workout.

After Your Workout

What you eat after your workout is just as important as what you eat before. Make sure to consume 15-25 grams of protein within one hour of finishing your workout to replenish the muscle glycogen you exerted during your sweat session. Continue to hydrate and consume protein to help keep muscle soreness at bay. If you had a particularly intense workout, consider drinking water or sports drinks enriched with electrolytes to fully replenish your body.

Summer Picnic Safety Tips

At some point throughout the summer, most of us will spend time outside with family and friends at a picnic or backyard barbecue. If you aren’t careful about handling foods during these cookouts, you’re putting yourself and others at risk for potential food-related illnesses.

Stay safe with these simple tips:

·       Wash cooking equipment, dishes and utensils between uses. Be sure to clean the grill’s surface after each use and to wash cutting boards after cutting raw meat.

·       Store all perishables in a cooler with ice on top, not just underneath. Use one cooler for drinks and one for food. Never eat anything that has been left out of a refrigerator or cooler for more than two hours.

·       Invest in a meat thermometer so you can make sure all meat is cooked to the proper internal temperature.

Superbug Fungus Poses Serious Global Health Threat

The Centers for Disease Control and Prevention (CDC) is warning that an emerging fungus called Candida auris (C. auris) presents a serious global health threat. This superbug fungus is resistant to antifungal medications and can survive on surfaces even after they’ve been cleaned. C. auris can cause serious and potentially fatal infections and has infected over 600 people in the United States. The CDC reports that between 30% and 60% of infected patients die.

C. auris often affects those who are in the hospital, live in nursing homes or have weakened immune systems. The CDC states that healthy people usually don’t get C. auris infections. Unfortunately, it’s difficult to identify C. auris infections with standard lab methods. Because of the risks it presents, the CDC is urging health care facilities and professionals to be on the lookout for C. auris cases and to notify the CDC of confirmed or suspected cases.

HHS Moves for More Drug Price Transparency

Beginning in May of last year, the Trump administration began searching for ways to curb out-of-control prescription drug costs—referring to the initiative as American Patients First. This effort is finally seeing some traction, with the administration publishing its first final rule on the matter.

Drug companies will now be “… required to disclose to patients the list price for prescription drugs in TV ads,” according to the Department of Health and Human Services (HHS).

More specifically, the rule requires prescriptions covered by Medicare or Medicaid that cost $35 or more per month for a typical course of therapy to be disclosed. Drugs under that threshold are unaffected.

HHS points out that the 10 most commonly advertised drugs range in price from several hundred to several thousands of dollars for a typical month of treatment.

If patients don’t understand all of their options or how expensive certain drugs are, they can be on the hook for way more than they could ever afford.

This new rule aims to increase price transparency and better protect consumers. HHS hopes this transparency will also incite competition and “… [bring] free market forces to a system full of perverse incentives.”

“You ought to know how much a drug costs and how much it’s going to cost you, long before you get to the pharmacy counter or get the bill in the mail.”

-          HHS Secretary Alex Azar

This rule won’t take effect until 60 days after its publication, so employers should expect to see action starting in July. Employers should prepare for increased employee questions regarding drug costs.

Stay tuned for more information on industry developments.

Emotional Wellness Checklist

Emotional wellness is the ability to successfully handle life’s stresses and adapt to change and difficult times. Here are tips for improving your emotional health:

COPE WITH LOSS

When someone you love dies, your world changes. There is no right or wrong way to mourn. Although the death of a loved one can feel overwhelming, most people can make it through the grieving process with the support of family and friends. Learn healthy ways to help you through difficult times.

TO HELP COPE WITH LOSS:

o Take care of yourself. Try to eat right, exercise, and get enough sleep. Avoid bad habits—like smoking or drinking alcohol—that can put your health at risk.

o Talk to caring friends. Let others know when you want to talk. o Find a grief support group. It might help to talk with others who are also grieving.

o Don’t make major changes right away. Wait a while before making big decisions like moving or changing jobs.

o Talk to your doctor if you’re having trouble with everyday activities. o Consider additional support. Sometimes short-term talk therapy can help.

o Be patient. Mourning takes time. It’s common to have roller-coaster emotions for a while.

HSA Eligible Expenses : Includible vs non-includible

You probably already know that can use your health savings account (HSA) to pay for specific expenses. However, there are rules as to what you can and cannot use your HSA to pay for. This distinction is referred to as includible versus non-includible expenses.

·       Includible expenses: The IRS defines qualified medical care expenses as amounts paid for the diagnosis, cure or treatment of a disease, and for treatments affecting any part or function of the body. The expenses must be primarily to alleviate a physical or mental defect or illness. You can use your HSA to pay for any of these types of expenses incurred by you, your spouse or your dependent(s) in the current plan year.

·       Non-includible expenses: Typically, medical expenses for the cost of an item ordinarily used for personal, living or family purposes—unless it is used primarily to prevent or alleviate a physical or mental defect or illness—are typically non-includible. Additionally, qualified medical expenses from previous years or for future years are not includible for the current plan year.

 

 

 

Source: IRS

Purchase Eligible Products on Amazon with Your HSA or FSA

Purchase Eligible Products on Amazon with Your HSA or FSA

Online retailer Amazon recently announced that you can now use your flexible spending account (FSA) or health savings account (HSA) to purchase eligible medical products on its site. Amazon’s FSA and HSA stores enable you to add your respective health payment card to the site and shop for your eligible products as you would shop for any other item.

What is an eligible expense?

You can use your health FSA or HSA to pay for or reimburse yourself for your own eligible medical expenses, as well as your spouse’s and dependent’s eligible medical expenses. Some examples of eligible medical expenses include bandages, eyeglasses and blood glucose monitors.  

Online retailer Amazon recently announced you can use your HSA or FSA to purchase eligible medical products from their website.

 
Your HSA or FSA may be used only on eligible medical expenses that are not reimbursed or covered by another source. With the exception of insulin, over-the-counter medications are only eligible for reimbursement if they are prescribed to you, and you present the prescription at the time of purchase.

Will I be able to tell what products are and aren’t eligible expenses?

HSA- and FSA-eligible products available on Amazon will display an “FSA or HSA Eligible” label on the product’s page. However, not all health care products available on Amazon are eligible expenses. If you’ve registered your FSA or HSA payment card through Amazon, you will only be able to pay for the cost, tax and shipping of an eligible expense with your funds. You will be prompted to use a different card for any other expenses you may have in your cart.

If you’re unable to register your health payment card on Amazon, you may still be able to register it as a credit card. While the site won’t restrict what you can and can’t buy, you can review the site’s eligible expenses list and each product’s details to make sure you’re purchasing an eligible product.

How can I find receipts for record keeping purposes?

In most cases, you’ll have to submit receipts and other proof that you purchased an eligible medical service or product in order to receive reimbursement. You can easily access your receipt and purchasing information by going to your account and reviewing your orders.

Where can I get more information about HSAs or FSAs?

For more information on your FSA or HSA, please contact your plan administrator.

IBA TOP PRODUCERS 2019

Insurance Business America magazine celebrates 65 standout producers who represent the top tier of America’s insurance industry. Congratulations to our Managing Partner, Kevin M. Fox, on being named one of 2019 Top Producers. Click here to see why.

ACA REMAINS IN PLACE AFTER BEING STRUCK DOWN BY FEDERAL COURT

On December 14th a federal judge ruled that the entire Affordable Care Act (ACA) is invalid due to the elimination of the individual mandate penalty in 2019. With the penalty’s elimination, the court in this case rules that the ACA is no longer valid under the U.S. Constitution. The ACA will likely be taken up by the Supreme Court and will remain in place pending appeal. As a result, a final decision is not expected to be made until that time. We will continue to post updates as new developments take place. Click the link below to view the article.

https://content.zywave.com/content/33c0ac85-a991-407a-b342-93236d654b47

TRUMP'S MOVE TO GIVE STATES MORE FLEXIBILITY UNDERCUTS THE AFFORDABLE CARE ACT

On his first day in office, President Trump signed an order promising to give states flexibility to create a more free and open healthcare market. On Thursday, the Trump administration released an official set of examples to help states flex these powers.

The administration wants states to innovate in ways that could produce more lower-cost options. It is intended to roll back key elements of Obama-era requirements, which were designed to promote enrollment in ACA (Affordable Care Act) plans that cover a broad range of medical needs and meet uniform national standards. These requirements were seen by many as burdensome, and “virtually impossible” for states to meet according to Seema Verma, the Centers for Medicare & Medicaid Services administrator.

Policy experts predict the ideas would further foster a parallel market of cheaper, less robust coverage that could draw younger or healthier consumers, but drive up premiums for those who remain in ACA market plans.

States could change who gets subsidies

  • Currently, federal subsidies are strictly targeted to lower-income Americans and are seen as key to bolstering enrollment in marketplace plans.

  • The Trump administration will allow states to revamp how these subsidies are used and give them wider latitude to expand or narrow the income eligible for subsidies.

  • Critics believe this will “potentially upend the subsidy structure” and bring back the days when insurance rules varied widely state by state; while supporters feel this could improve the market overall and would give consumers more control over how they choose to spend their health care dollars and the types of coverage they want to buy.

Changes to the individual insurance market

  • An estimated 14 million people buy their own coverage through health marketplaces or brokers.

  • Premiums in those markets have risen substantially since the law took effect in 2014 due to:

    • lower-than-expected enrollment by healthy people

    • the removal of the tax penalty for failing to have coverage

    • other moves that eliminated some payments to insurers and loosened restrictions on alternative marketplace proposals

  • The official set of examples released by Trump administration on Thursday add a new twist to a provision of the ACA that gave states the option of seeking a federal waiver to develop alternative marketplace proposals.

    • The states have to provide access to affordable and comprehensive coverage, but will not be held to a strict tally of how many people actually enroll.

To read the full article in depth, click here.

Tips to Prepare Your Home for Hurricane Season

Atlantic hurricane season runs from June 1st to November 30th with the peak season being mid-August to late October. With hurricane season in full swing it is smart to keep in mind the following:

  • Damage from flooding is excluded from standard homeowners’ policies, which means separate coverage is required for protection.

  • Anyone considering flood insurance shouldn’t wait until a storm is approaching. It takes 30 days for a policy to become effective.

  • Additionally, policies typically come with a hurricane deductible.

Currently, Hurricane Florence is gaining strength and has been upgraded to a Category 4 hurricane as it nears the East Coast. Homeowners outside the projected path might feel relief, but should probably consider checking their insurance coverage. While it’s too late for homeowners in its path to make insurance changes, people in other hurricane-prone areas should take it as a reminder that the next big storm could be headed their way.

It only takes one major weather event to seriously damage a home, making not having sufficient coverage a big risk. According to the National Oceanic and Atmospheric Administration, last year Hurricanes Harvey, Irma and Maria caused a combined damage of $265 billion.

Here are tips to consider to help prevent such catastrophes:

  • CHECK YOUR DEDUCTIBLE

  • PREPARE FOR FLOODING

  • RENTERS ARE VULNERABLE, TOO

  • REBUILDING AN OLDER HOME CAN BE COSTLY

  • SAFEGUARD YOUR DOCUMENTS

To read the full article and get a better understanding of the above tips click here.

Senate Considering Legislation to Improve HSA's

The House of Representatives passed two pieces of legislation that, among other things, purport to improve and “modernize” health savings accounts (“HSAs”). Both pieces of legislation have been sent to the Senate for consideration. Whether the Senate will take up these bills, let alone approve them “as is,” remains uncertain. There appears to be some bi-partisan appetite to loosen the current HSA rules, which means it is possible that we may see changes to these arrangements, which could be effective as early as January 1, 2019. 

CLICK HERE TO READ A SUMMARY OF PROPOSED CHANGES

VISIT CAPSTONE'S HEALTHCARE REFORM WEBSITE: WWW.CAPSTONEHEALTHREFORM.COM

What to Insure When Going Away to College

It is almost that time of the year for college students to either return to school or begin their new journey as a college student. For most, this is an exciting time and marks the first major step on the road to independence. For parents, it can be a bit scary and sad to watch their child leave home. A main concern for both parents and students is if their possessions will be safe away from home.

Insurance coverage for college students is not always clear. It can be confusing trying to decipher what type of insurance is needed from renters insurance to auto coverage. Here are some helpful tips to keep in mind when choosing insurance.

Protecting Possessions

Typically possessions are protected under a homeowners policy but what happens when a child is away at school? Are their possessions still covered? When a student is living in a dorm room the family's homeowners insurance can protect many of their possessions. This is not always the case, so it is important to contact an independent agent to verify the coverage you may already have. Some policies limit coverage on dependents' dorms to 10% of the value of the home's total coverage amount. 

When a student is living in an apartment off campus they should consider renters insurance. Coverage on most homeowners policies is limited to dorms, not other forms of student housing. So a renter without a stand-alone policy might not have any protection at all. According to the Insurance Information Institute renters insurance costs an average of $190 per year

Auto Coverage

When students go away to school driving becomes significantly less important. Campus transportation and walking to class are common. For students who bring their cars to college it is important to notify their insurance company where the car is located primarily in order to maintain appropriate coverage. For students commuting from home to college it would be beneficial to reconsider their coverage, especially if they are driving long distances. 

Having the proper insurance while away at school will make the college experience a more enjoyable one. 

Check out the full article here.

2018 Best Places to Work

The Philadelphia Business Journal honors Capstone Group as one of the 2018 Best Places to Work in the Greater Philadelphia Region:

North Wales, PA., July 9th – Capstone Group, a leading provider of risk management, employee benefits, and insurance brokerage services, has announced today that it has been named as a 2018 Best Places to Work by the Philadelphia Business Journal. This is the first year that Capstone has been awarded this recognition.

The Philadelphia Business Journal’s “Best Places to Work” recognition is based upon quantitative employee survey data gathered by Quantum Workplace in conjunction with the Journal. The Philadelphia Business Journal selects the top employers based on how employees rate their company's culture, teamwork and employee engagement. The list honors Capstone Group as one of the top small businesses in Greater Philadelphia. A record number of applicants were submitted for 2018 consideration.

“We are honored that our employee family believes Capstone Group is a great place to work,” said Kevin Fox, Managing Partner. “Our goal is to foster a culture and environment that empowers our team members to be their best, which in turn allows them to build genuine relationships with our clients and deliver unmatched experiences. Our success is attributed entirely to the passionate people that walk through our doors every day and I am truly proud to have Capstone recognized as an exceptional workplace.”

Founded in 2013, Capstone has established itself as an industry leader by delivering truly customized programs and creating efficiencies to their partner clients in an otherwise “commoditized” industry. With a rapidly growing organization of risk management professionals and employee benefits consultants, Capstone is always looking for talented individuals to join its team. To learn more about Capstone or submit an inquiry, visit https://www.capstoneinsgroup.com/contact.

 

About Capstone Group:

Capstone Group is an independent risk management, employee benefits, and insurance brokerage firm. As an emerging firm in a mature industry, Capstone's mission is to provide results-driven solutions that transcend what our clients have come to expect from traditional insurance and benefits brokers. Our ultimate goal is to make a positive difference within each our clients' organizations and exceed expectations with every interaction. To accomplish this goal, our efforts begin and end with attracting and retaining the very best industry experts and client service representatives as a part of our team.

What To Consider When Insuring Your Vacation Home

With the median vacation home costing approximately $200,000 it is important to ensure your property is adequately protected. Many people may be unaware of the various factors that need to be taken into account when insuring their vacation homes. The following are a few things to take into consideration when purchasing insurance.

  • Property Crime
    • Vacation homes are a temporary home-away-from-home and typically only used by families during certain parts of the year. This leaves the premises unoccupied for most of the year, especially if vacation homeowners do not rent out their property- making it susceptible to theft.  Click here for tips on securing your home from burglary. Also, speak with your agent to make sure your homeowners insurance policy is up to date and consider performing a home inventory so you know the proper amount to secure.
  • Condominium or Single-family?
    • The type of property you own determines the type of insurance needed. Your condo association may already provide coverage- although the coverage they have may only protect the structure not your belongings. It is important to discuss with your agent the risks you may face and protection you need. 
  • Flood Insurance
    • Flooding is among the most destructive natural disasters and can happen in a wide range of regions, no matter the time of year. Flooding damage is not covered by a traditional homeowners insurance policy. In order to keep your property safe, it is wise to take preventive action against the risk of flooding.
  • Amenities
    • Vacation homes often come equipped with various amenities including swimming pools, hot tubs, trampolines, etc. Because accidents are possible with these kinds of recreational items, you want to speak with your independent agent about the liability portion of your insurance policy and your liability limit to ensure your assets are protected in the event someone is injured on your property and files a lawsuit against you.

Click here to check out the full article.

Don't have an independent agent? Call Capstone Insurance Group at 215-542-8030 to discuss the services we offer.