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 The past is gone forever - When it comes to Brokers working with Employers on Employee benefits plan design, PPACA/Obamacare has changed the game!  A the major component, Health Insurance has an entirely new set of rules and choices. Brokers who are not changing will become obsolete!

The good old days - In the past Employers were accustomed to a Broker stopping-by, gathering information, discussing price increases, and offering ideas about cost-sharing, higher deductible, and other bandage solutions. This year PPACA - and the mountain of HHS, DOL, and IRS guidelines - combined with the real threat of Taxes, Penalties, and Fees - presents a new, ongoing set of problems that have Employers searching for compliant Strategies and Solutions. To survive Brokers need to be at the Employer's side to assist in this time of confusion and need!

 New competition - To take advantage of this disruption, competing Brokers - as well as PEOs, TPAs, Payroll Companies, Enrollment Companies, and Technology Companies, etc. -  are knocking on Employer's doors - actual or virtual - to steal business by offering options for dealing with PPACA/Obamacare. They are differentiating themselves in the Marketplaces with new Starategies and Solutions. As Nelson Griswold pointed out in the Employee Benefit Advisor, the competitors "Turn PPACA compliance into profit". In addition, the traditional service providers - who were in the Brokers' ally in the past - are becoming commission based competitors. They are offering Voluntary and Ancillary plans for the lucrative commissions. Unlike Brokers who are still worrying about their lost Health Insurance commissions and renewals, the Service Providers are discounting their services to gain the Voluntary /Worksite Commissions. What's a Broker to do?

1. Answer questions and address concerns they have about PPACA/Obamacare.
2. Make sure their current plan documents are compliant. Help them avoid hefty Penalties, Taxes, and Fees.
3. Run through a timeline for Reform Implementation. 
4. Help calculate the Full Time (FT) and Full time Equivalent Employees (FTEs).
5. Explain how Reform differentiates between Small and Large Employers.
6. Determine if they qualify for Tax Credits as a small business? - Help them with the paperwork?

7. Determine if their Employees qualify for Subsidies?

8. Explain the Play or Pay options. Help determine what is best for them and their Employees.
9. Review the Penalties, Taxes, and Fees.
10. If they have a Union Negotiated Contract, help determine when they need to make changes to be compliant?
11. Explain Self-Funding as an alternative to a Fully Insured Plan? If appropriate, assist in selecting a TPA. Help select stop-loss coverage.
12. Explain Qualified Health Plans (QHP) and the Essential Health Benefits (EHBs). Most Employer's major concern this year will be the Health Plan, Compliance, and Cost!
13. Explain Exchanges (Marketplaces): Federal, State and Private.
14. Review the "Metallic Plans" - Bronze, Silver, Platinum, and Gold. Explain the "Actuarial Values".
15. Determine if introducing HRAs and/or HSAs combined with a High Deductible Health Plan (HDHP) is appropriate.
16. Assist in selecting a Carrier(s) for the Health Insurance Plan(s).
17. Suggest a "Menu" of Voluntary/Worksite and Ancillary Benefits utilizing the best-of-class of Carrier/Providers as well as Plans, Programs, and Services to meet the Needs and Price-Points of the Employees. 
18. Suggest pre-taxing Employee contributions for qualified Plans under Section 125 and tax-advantaged Reimbursement Accounts. Assist them with the Model Plan Documents and in selecting the TPA?
19. Work with them in dealing with Part-Time and Seasonal Employee's.
20. Determine what Plans could be offered to the Part-Time and Seasonal Employees.
21. Discuss Defined Contribution (DC) as an alternative Benefit Plan Design to assist them in Budgeting Benefit Costs and in offering a Menu of Employee Benefit Choices.
22. Offer a Private Exchange Platform - utilizing emerging technologies - for offering the Benefit Plan Choices
23. Help design and implement the Education, Communication, Enrollment an Data Management Processes. Help co-ordinate the Enrollment.
24. If appropriate, discuss the Insurer's Medical Loss Ratios (MLRs) and the impact on your  revenues - as well as your capacity to provide required services. Start discussing a shift to a partially "Fee Basis" Model!
25. Let them know you will be at their side to assist as new Guidelines and Regulations roll-out to keep them compliant and avoid Penalties, Taxes, and Fees - Become Their Trusted Advisor!