What Should Plan Administrators Do While Waiting For The Supreme Court To Rule on the Health Care Reform Law?

The speculation as to how the U.S. Supreme Court will decide in the case of the Department of Health and Human Services vs. Florida has begun.  At issue, of course, is whether the health care reform law that was enacted in 2010 is constitutional.  While many in the United States are anxiously awaiting the Supreme Court’s decision, expected later this summer, group health plan administrators are advised to keep working on provisions of the law that are currently effective, or that will become effective in the near future.

Rather than waiting on the sidelines, plan administrators should continue to work on the following:

  • W-2 reporting of the cost of employer provided health insurance coverage is required for 2012 Form W-2s.
  • The $2,500 health flexible spending account limit becomes effective as of January 1, 2013, which affects plan years beginning after January 1, 2012.

Takeaway:  While watching the news and listening to all the coverage surrounding the debate regarding the constitutionality of the health care reform law may be interesting, group health plan administrators are advised to continue implementing its provisions, as they become effective, at least until the U.S. Supreme Court issues its opinion in this landmark case.

About Steve Brunn

Steve Brunn is an attorney in the Employment, Benefits, and Labor section at Briggs and Morgan, P.A. Steve primarily advises employers on employee benefit and compensation matters. For Steve’s full bio, click here.

Posted on March 27, 2012, in Employee Benefits, Health and Welfare Benefits. Bookmark the permalink. Leave a comment.

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