Obamacare is the unofficial name for an act of Congress that made dramatic changes to how health insurance works in America. Officially known as the Affordable Care Act, it increases the number of people who are eligible for insurance coverage with Obamacare plans of various levels available to individuals and businesses of all sizes. The ACA was signed into law in 2010. Those working in human resources should advise business owners and managers of the options available, direct resources toward plan implementation, and provide support for those covered under Obamacare plans.
Obamacare plans vary greatly by state and provider. These plans are created by private insurance companies and comply with specific standards regarding coverage and restrictions. Companies may sign up for one of the many Obamacare plans through an online Small Business Health Options Program, informally called the SHOP marketplace, that gives a breakdown of coverage, companies, and rates available under the current lineup of Obamacare plans. Many small businesses started using the marketplace upon its launch, though policies do not begin coverage until 2014. Each human resource manager should work with business owners and leaders to determine which plans offer the best options for their employees.
During implementation, it falls on each human resource manager to ensure that all employees enrolled in Obamacare plans understand how it affects their insurance coverage. The plans are created by insurance companies, and each company provides its own network of doctors. Many businesses may opt for plans with their current insurance provider, which could allow them to continue using the same network with similar rules. This might be easier on human resource teams than choosing an entirely new provider, but a clear and simple rollout plan can make the process less complicated for all employees.
After initial implementation, human resources staff will still need to work with insurance providers and employees in much the same fashion as they did before the ACA became law. Staff members and managers will need to be ready to answer questions and contact the insurance companies when questions or events arise that require direct consultation. HR team members may also need to work with business leaders and owners to reevaluate plans and options on an annual basis, especially if political resistance to the ACA and many of its provisions cause future changes for how Obamacare plans operate.
Human resources experts are likely to find themselves doing much the same work as before when it comes to health insurance with their companies. They may advise company leaders on how to purchase and implement Obamacare plans and are likely to be integral to the implementation process. Managers should provide support for employees with questions and act as a bridge between the insurance company and workers whenever possible, but they must pay close attention to existing laws regarding disclosure of medical conditions and information.
(Photo courtesy of freedigitalphotos.net)
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