Milliman Records Lowest Health Care Spend Growth Rate

May 22, 2014 (PLANSPONSOR.com) – The health care spend in 2014 for a typical American family of four covered by an average employer-sponsored health plan is $23,215, according to Milliman.

While the amount has more than doubled over the past 10 years, growing from $11,192 to $23,215, the 5.4% growth rate from 2013 to 2014 is the lowest annual change since the Milliman Medical Index (MMI) was first calculated in 2002. Employers pay the largest portion of health care costs, contributing $13,520 per year, or 58% of the total, according to Milliman principals. However, increasing proportions of costs have been shifted to employees.

Since 2007, when the economic recession began, the average employee health care cost to employers has increased 52%—an average of 6% per year—while the expenses borne by the family, through payroll deductions and out-of-pocket costs, have grown at an even faster rate, 73% (average of 8% per year).

Never miss a story — sign up for PLANSPONSOR newsletters to keep up on the latest retirement plan benefits news.

The index shows the annual increase in health care cost ranged from a high of 10.1%, in both 2003 and 2004, to a low of 5.4% in 2014. The rate of increase dropped by nearly a full percentage point—from 6.3% in 2013 to 5.4% in 2014.  In almost every year of the past 10, growth rates have decelerated.

In each of the past four years, employees have assumed an increasing percentage of the total cost of health care. The total employee cost (payroll deductions plus out-of-pocket expenses) increased by approximately 32% from 2010 to 2014, while employer costs (premium contributions) increased by 26%.

More about the Milliman Medical Index is at http://www.milliman.com/mmi/.

Puerto Rico Pension Codes Misapplied on Form 5500

May 22, 2014 (PLANSPONSOR.com) – The Internal Revenue Service (IRS) has found some plan sponsors misunderstand Puerto Rico-related pension feature codes for Form 5500 filings.

As part of its Hacienda Project, the IRS’ Employee Plans Compliance Unit examined whether plan sponsors were properly classifying plans that cover employees who are Puerto Rico residents.

Form 5500 lists two Puerto Rico-related pension feature codes, Code 3C and Code 3J. The first code signifies that a plan is not intended to be qualified under Internal Revenue Code (IRC) Sections 401, 403 or 408. The second code signifies that a plan based in the United States covers Puerto Rico residents and is qualified under both IRC Section 401 and Puerto Rico Code Section 1165, or is a dual-qualified plan.

For more stories like this, sign up for the PLANSPONSOR NEWSDash daily newsletter.

The IRS found plan sponsors queried for the project misunderstood these pension feature codes, with sponsors:

  • Intending their plans to qualify only under the Puerto Rico Code because they were Puerto Rico employers covering only employees in Puerto Rico;
  • Incorrectly selecting Code 3C instead of Code 2C. In this case, the plan sponsors were U.S. employers who did not have any employees in Puerto Rico and never sponsored a plan in Puerto Rico, meaning instead to choose 2C because they had a money purchase plan; or
  • Incorrectly provided a Puerto Rico address.

The IRS notes that sponsors of plans covering employees in Puerto Rico must receive approval from the Puerto Rico tax authority, the Hacienda. Plan sponsors can elect to have their plans qualified under only the Puerto Rico Code (and use pension feature code 3C) or under the IRC and Puerto Rico Code (and use pension feature code 3J).

The IRS recommends the relevant plan sponsors take time to review their most recent Form 5500 filing to ensure that the Puerto Rico-related items are properly completed. If any errors are found, plan sponsors need to amend and resubmit their Form 5500 filing.

For questions about this topic, email the IRS at epcu@irs.gov with “Hacienda Project” in the subject line.

More information about this topic can be found here.

«

Thank you so much for your interest in our content. Please register to access this complimentary archived content. By registering, you will receive our newsletter which can be opted out of at any time.

 

 

Already Registered? Click here to confirm.