We all know the Supreme Court is set to rule about health care reform within the next few weeks. So, let’s ask the million-dollar question: Is the world of employee benefits going to change overnight based on that decision?
There are lots of scenarios out there. The entire law deemed unconstitutional? Everything deemed constitutional? Or the Court decides what provisions are constitutional and which ones are not?
If you’re like most companies, you’ve already added age-26 dependents to your plans, changed plan limits and some pre-existing condition rules, juggled grandfathered status, implemented FSA changes, upped preventive care benefits where required, and you’re looking ahead to creating summary of benefits coverage and putting health benefit costs on W-2s.
There are big decisions ahead. But will your fundamental health care strategy radically change? Will you stop working toward creating healthier and more engaged employees and family members? Will you stop focusing on how to manage costs and improve outcomes? Nope.
So, as anxious as we are to hear the news from the Supreme Court, for now, let’s stay focused on the big things we need to accomplish together.
And when that ruling comes, our friend and colleague Ed Bray will be providing his expert insights here on our blog. And we’ll revise our to-do lists accordingly.