Rose Street Advisors Rose Street Advisors
Firm
About UsOur TeamM Financial GroupEducation LibraryCommunity SupportTestimonials
Benefits
Employee Benefit ServicesBenefits FAQBenefits University Blog
HR Consulting
HR Consulting ServicesHR BlogRose Street Recruits
Life Insurance
Life Insurance ServicesLife Happens BlogLife Insurance Vlog
Employer Retirement Plans
Retirement ServicesFiduciary Fitness ProgramGuide to Retirement BlogRetirement Plans FAQ
Wealth Management
Wealth Management ServicesInvestED BlogWealth Management FAQs
Get In Touch
Firm
About UsOur TeamM Financial GroupEducation LibraryCommunity SupportTestimonials
Benefits
Employee Benefit ServicesBenefits FAQBenefits University Blog
HR Consulting
HR Consulting ServicesHR BlogRose Street Recruits
Life Insurance
Life Insurance ServicesLife Happens BlogLife Insurance Vlog
Employer Retirement Plans
Retirement ServicesFiduciary Fitness ProgramGuide to Retirement BlogRetirement Plans FAQ
Wealth Management
Wealth Management ServicesInvestED BlogWealth Management FAQs
Get In Touch

As a Benefits Advisor, I’ve seen a noticeable uptick in members receiving letters from their health insurance plans about hospital contract negotiations. These notices often arrive with urgent-sounding language and can trigger unnecessary panic. The good news? Most of these communications are routine, required by regulations, and do not mean you’re losing coverage or facing immediate changes.

This FAQ explains the basics in plain language so you can feel more confident navigating the process.

What are hospital contract negotiations?

Health insurance companies (payers) and hospitals (providers) negotiate contracts that determine how much the insurer pays the hospital for services and what members pay out-of-pocket (copays, coinsurance, deductibles). These agreements cover rates, covered services, network participation, and administrative rules.

Contracts typically last 1–3 years (sometimes longer). When they near expiration, the parties renegotiate. If they don’t reach a new agreement quickly, the hospital may temporarily go “out-of-network” with that insurer until a deal is finalized.

Why am I suddenly getting notices about this?

State and federal regulations often require insurers to notify members in advance of potential network changes. These notices must be sent within specific timeframes (e.g., 30–60 days before a contract expires or a change takes effect). Insurers send them proactively—even while negotiations are ongoing—to comply with the law.

The tone can sound alarming because regulators want members to have time to make informed decisions. In reality, the vast majority of negotiations resolve successfully, and the hospital stays in-network with little or no disruption for members.

Does a negotiation notice mean my hospital will no longer be covered?

Not necessarily. Many contracts are renewed or extended while talks continue. A notice is often a “just in case” communication.

  • In-network status means lower out-of-pocket costs for you.
  • If a hospital does go out-of-network temporarily, your plan usually has contingency protections (e.g., continued coverage at in-network rates for ongoing treatments, or “hold harmless” provisions that prevent balance billing for certain services).

Always check your plan’s Explanation of Benefits (EOB) or member portal for the most current network status rather than relying solely on the notice.

What should I do if I receive one of these notices?

  1. Stay calm and read carefully — Note the effective dates and any specific services or hospitals mentioned.
  2. Verify network status — Log into your insurer’s website or app, or call the member services number on your insurance card. Search for your preferred hospital or doctors.
  3. Review alternatives — Most plans have multiple in-network hospitals. Ask about other facilities in your area.
  4. Contact your Benefits Advisor or HR — We can help interpret the notice, check for updates, and explore options.
  5. Don’t delay necessary care — If you have an upcoming procedure, contact your doctor’s office and the insurer to confirm coverage details.

Will my premiums or out-of-pocket costs go up because of these negotiations?

Rate changes are more often driven by overall medical inflation, plan design, and utilization trends—not a single hospital negotiation. If a hospital’s rates increase significantly, it can contribute to future premium pressure, but insurers work to balance costs across their entire network. Many plans include tools like price transparency, reference-based pricing, or centers of excellence to help control costs.

What happens if a hospital actually goes out-of-network?

  • Emergency care: Usually covered at in-network rates regardless of network status (by law in most cases).
  • Ongoing treatment: Plans may allow continuity of care for active courses of treatment (chemotherapy, surgery recovery, pregnancy, etc.).
  • Balance billing: Many states protect consumers from surprise bills where the hospital charges you the difference between their full rate and what insurance pays.
  • Transition period: Insurers frequently negotiate short-term extensions or “bridge” agreements to minimize disruption.

How common are these negotiation-related disruptions?

They are relatively common but rarely result in long-term network drops. Major health systems and large insurers negotiate frequently, and the public nature of some high-profile disputes can make it seem more chaotic than it is for the average member. Most reach agreements before major impacts occur.

Tips for managing your health coverage proactively

  • Use your insurer’s provider directory regularly (it updates more frequently than annual notices).
  • Build relationships with your primary care provider—they can help navigate specialists and facilities.
  • Consider a Health Savings Account (HSA) or Flexible Spending Account (FSA) if eligible, to buffer against potential cost-sharing.
  • Ask questions early: Open enrollment is a great time to review network adequacy.

Final thoughts

Contract negotiations are a normal part of the health insurance ecosystem. The notices you receive are designed to inform you, not alarm you. By understanding the process, you can focus on what matters most—getting the care you need without unnecessary stress.

If you’ve received a notice and would like help reviewing it, checking network options, or exploring plan alternatives, reach out to me directly. As your benefits broker, I’m here to advocate for you and cut through the noise.

Have questions about your specific plan or a notice you received? Drop a comment below or contact our office. We’re happy to help provide clarity tailored to your situation.

Disclaimer: This post is for educational purposes and is not a substitute for personalized advice. Always verify details with your insurance carrier and consult professionals for your individual circumstances. Information reflects general U.S. practices as of 2026 and can vary by state and plan.

Let's Talk

Interested in more?

Let's Talk Proactive HR

Medications known as GLP-1s (glucagon-like peptide-1 receptor agonists) have gained attention for helping people manage weight and related health conditions. Many health plans, including BCBS, Priority Health and UHC in Michigan, do not cover GLP-1 drugs when prescribed specifically for weight loss, which can leave employees wondering what, if any, alternatives exist. 

The good news is that insurance coverage isn’t the only path. There are legitimate, medically supervised ways to access these medications on a self-pay basis. This overview explains what GLP-1s are commonly prescribed for and outlines options employees may consider if insurance coverage is limited or unavailable. 

When Can GLP-1 Medications Be Prescribed?

GLP-1 medications are FDA-approved for certain medical conditions, and providers may also prescribe some of them off-label based on clinical judgment.

Common diagnoses include:

• Type 2 diabetes 

• Obesity (generally a BMI of 30 or higher) 

• Overweight (BMI of 27 or higher) when combined with a related health condition such as high blood pressure, high cholesterol, sleep apnea, or insulin resistance

Some GLP-1 medications approved for diabetes are often prescribed off-label for weight loss. This is a common and legal practice when a provider believes it is appropriate for a patient’s health needs.

GLP-1 Medications You May Hear About

You may recognize some of these brand names: 

  • • Wegovy® (semaglutide) – approved for weight management 
  • • Saxenda® (liraglutide) – approved for weight management 
  • • Zepbound® (tirzepatide) – approved for weight management 
  • • Ozempic® (semaglutide) – approved for Type 2 diabetes; commonly used off-label for weight loss 
  • • Mounjaro® (tirzepatide) – approved for Type 2 diabetes; commonly used off-label for weight loss 
  • • Trulicity® and Victoza® – primarily prescribed for diabetes, with potential weight-related effects 

These medications generally work by helping regulate appetite, slowing digestion, and increasing feelings of fullness. Results and side effects vary from person to person. Many users report reduced appetite and weight loss, while others experience nausea or gastrointestinal discomfort, especially during early dose increases.  Most people experience only mild side effects with GLP-1 medications, but in rare cases, more serious side effects can occur. 

What to Do If Your Health Plan Doesn’t Cover GLP-1s for Weight Loss

If your plan excludes weight-loss medications, you still have several legitimate self-pay options that involve licensed clinicians and regulated pharmacies. 

Telehealth and Virtual Care Programs

Several telehealth companies offer medical evaluations for weight management and GLP-1 prescriptions without involving your insurance. 

Examples include (but are not limited to): 

• National telehealth providers such as Hims & Hers, CareVolidate/CareGLP, Ro, Sprout, MEDVi, SkinnyRx, MyStart, Noom, etc. or retail-based programs affiliated with major pharmacies. 

• TrumpRx is a federal prescription drug pricing initiative designed to help individuals access lower-cost medications by reducing supply-chain markups. It does not provide medical care or prescriptions, but it may help locate more affordable pricing once a valid prescription is obtained.  This program is expected to rollout in spring 2026. 

Reported pricing projections suggest: 

• Injectable GLP-1 medications may be available at significantly reduced monthly cash costs compared to typical retail pricing. 

• Oral GLP-1 options, as they become available, may be priced even lower. 

• Patents expire starting in 2026 in countries like India, China, Brazil and Canada.  Patents in the US remain in place until the late 2020’s at the earliest.  When a medication comes off patent, cheaper generics/biosimilars tend to come to market. 

A Note About Compounded GLP-1 Medications

Some pharmacies offer compounded versions of GLP-1 medications. These are not FDA-approved and can vary in strength, formulation, and quality. If you are considering compounded medications, it’s important to discuss the risks and benefits with a licensed healthcare provider and use a reputable pharmacy. 

Avoid online sellers that do not require a prescription. Counterfeit and unsafe products remain a concern in this space. 

Helpful Tips for Employees

• Ask your provider to document your diagnosis clearly; this can help with eligibility across programs. 

• Compare self-pay pricing between telehealth services, retail pharmacies, and discount programs. 

• HSA and FSA funds may be used for eligible prescription expenses. 

• Medication works best when paired with nutrition, physical activity, and lifestyle support. 

Bottom Line

While insurance coverage for GLP-1 weight-loss medications remains inconsistent, employees are not without options. Telehealth platforms and cash-pricing programs can help bridge the gap—often with more predictable costs and ongoing clinical support. 

We know that as HR professionals, you’re probably receiving a lot of questions about GLP-1s.  Please feel free to share this blog with your employees. As always, if you have any questions, please reach out to your Rose Street Advisors’ Relationship Manager. 

Let's Talk

Interested in more?

Let's Talk Proactive HR


Employers No Longer Need to Automatically Distribute ACA Reporting 1095 to Employees

Summary of Key Changes to ACA Reporting Requirements

On December 23, 2024, the Employer Reporting Improvement Act and the Paperwork Burden Reduction Act were signed into law, significantly altering the requirements for distributing IRS Forms 1095-B and 1095-C to employees and covered individuals. 

ACA Reporting

As a reminder, the Affordable Care Act (ACA) required that Applicable Large Employers (ALEs) and health insurers report health coverage information to employees and covered individuals using Forms 1095-B or 1095-C. These forms were filed with the IRS alongside Forms 1094-B or 1094-C to determine if employers owed Employer Shared Responsibility Payments ("penalties"). 

Key Changes Introduced by the Acts

1. Distribution of Forms 1095-B and 1095-C

•  Employers and insurers are no longer required to provide these forms to all eligible employees and/or covered individuals. 

•  A form must be provided only upon request, and it must be delivered by the later of: 

•  January 31 of the year following the coverage year, or 

•  30 days after the request date.

•  Employers must notify employees of their right to request these forms. However, a model notice hasn’t been created yet.  Employers are expected to make a good-faith effort in drafting this communication.  Contact your Relationship Manager if you would like assistance with this communication.   

•  If employees have consented (or haven’t actively requested to NOT receive electronically), the communications and forms can be delivered electronically.  Contact your Relationship Manager for more information on Electronic Safe Harbor communications.

2. Extended Response Time for IRS Penalty Letters and Statute of Limitations for Penalties

• Employers previously had a 30-day window to respond to IRS letters, often leading to rushed investigations and responses. Additionally, there was no statute of limitations for assessing penalties, leaving employers exposed to potential liabilities indefinitely. 

• Employers now have 90 days, instead of 30, to respond to IRS Letter 226J before any further action is taken.  This extension provides employers more time to investigate and address errors or missing information that often result in proposed penalties. 

• A six-year limit now applies to the IRS’s ability to assess penalties, starting from the later of: 

•  The due date of the 1095 Forms, or 

• The actual filing date.

Effective Dates

•  The Paperwork Burden Reduction Act applies to calendar years after 2023. 

•  The Employer Reporting Improvement Act applies to returns due after December 31, 2024. 

•  The distribution requirements for Forms 1095-B and 1095-C will no longer apply for returns due January 31, 2025, covering the 2024 calendar year. 

ACA Reporting is Still Required!

•  Employers must still prepare and file Forms 1095-B and 1095-C with the IRS, along with the associated Form 1094. 

•  These Acts only modify the distribution requirements for employees and covered individuals in group health plans. 

As always, if you have any questions, please reach out to your Rose Street Advisors’ Relationship Manager. 

Ben Cohen

CEBS | Employee Benefits Relationship Manager

Interested in more?

Let's Talk Proactive HR

As employers continue to field questions about rising ACA Marketplace premiums, there is a new development worth watching closely. On January 8, 2026, a bill was introduced in Congress aimed at addressing the expiration of enhanced ACA subsidies. If the House and Senate agree and pass this legislation, it could significantly change the landscape for individuals enrolled in Marketplace coverage.

While details are still emerging, here’s what employers should know—and why this remains an evolving situation.

A Brief Look Back: ACA Subsidies Before and After 2021

Prior to 2021, ACA premium subsidies were available only to individuals with household incomes between 100% and 400% of the federal poverty level (FPL). Many individuals above that threshold paid the full cost of Marketplace coverage, which often made premiums feel unaffordable.

The American Rescue Plan Act (ARPA), passed in 2021, temporarily expanded these subsidies by:

• Increasing subsidy amounts for those already eligible

• Extended eligibility beyond the 400% FPL cap

• Capping the percentage of income individuals would pay toward Marketplace premiums

When those enhanced subsidies expired, many individuals saw significant premium increases or lost eligibility for assistance altogether. 

What the Newly Introduced Bill Could Change

If Congress passes the bill introduced on January 8, 2026, enhanced ACA subsidies could be reinstated or modified in a way that reduces premium costs for individuals enrolled in Marketplace plans.

While the intent of the bill is to improve affordability, the final impact will depend on how the legislation is passed and implemented. Until the law is finalized and guidance is issued, many key questions remain unanswered.

Key Unknowns Employers Should Be Aware Of

Even if the bill passes, there are several areas of uncertainty that employers and employees should keep in mind, including:

• Timing: When would subsidy changes take effect, and would they approve retroactively?

• Eligibility Rules: Will subsidy income thresholds mirror prior ARPA rules, or will new limits be introduced?

• Duration: Are the subsidies temporary again, or intended to be extended longer-term?

• Employee Action Required: Will current Marketplace enrollees need to reapply or update their information to access enhanced subsidies?

• Interaction With Employer Coverage: Will any guidance be issued affecting affordability determinations or employer reporting obligations?

Until regulatory agencies release formal guidance, these questions remain open. 

What This Means for Employers Right Now

Until regulatory agencies release formal guidance, these questions remain open. 

At this stage, employers are not requires to take any immediate action. However, proactive communication can help manage employee expectations:

• Reinforce that Marketplace premium increases alone are not a qualifying life event for employer plan enrollment 

• Acknowledge that legislative changes may be forthcoming, but details are still evolving

• Encourage employees enrolled in individual coverage to stay informed and monitor official Marketplace communications 

Employers should avoid making assumptions or promises until legislation is finalized and guidance is issued. 

Our Team Is Monitoring Developments Closely

We understand that uncertainty around ACA subsidies can create confusion for both employers and employees. Our team is actively tracking this legislation and related regulatory guidance. As more information becomes available, we will provide timely updates and practical insights to help employers navigate the changes.

If you have questions or would like to discuss how potential ACA subsidy changes could impact your workforce, please reach out to our team. We're here to help you stay informed and prepared.  

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Interested in more?

Let's Talk Proactive HR

Understanding Full-Time Equivalents (FTEs) Under the Affordable Care Act (ACA): A Guide for Employers

What is a Full-Time Equivalent (FTE)?

A Full-Time Equivalent (FTE) is a unit of measurement that represents the workload of an employee in a way that makes workloads comparable across various employment structures.

Who Needs to Calculate FTEs?

Employers across various industries use FTE calculations for multiple purposes. The purpose focus here today is companies subject to the Affordable Care Act (ACA): To determine if they qualify as an applicable large employer (ALE), requiring them to offer health insurance to full-time employees.

FTEs and the Affordable Care Act (ACA)

Under the ACA, employers must determine if they qualify as an Applicable Large Employer (ALE). This includes assessing common ownership across multiple employers. An ALE is an employer with an average of 50 or more FTEs in the previous calendar year. ALEs are required to offer affordable health coverage to full-time employees or face potential penalties.

How Does the ACA Define Full-Time and FTE Employees?

• Full-time employee: Works at least 30 hours per week or 130 hours per month.

• Part-time employee: Their hours are combined to determine the number of FTEs.

How to Calculate FTEs for ACA Compliance

To calculate FTEs for ACA compliance, follow these steps: 

Step 1. Define Full-Time Hours: The ACA defines full-time employees as those working at least 30 hours per week or 130 hours per month.

Step 2. Identify Employee Hours Worked: Collect the total number of hours worked by all employees, including full-time, part-time, and seasonal employees.

Step 3. Apply the ACA FTE formula: FTE is calculated as FTE= Total Hours worked by part time employes divided by 30; plus total number of full time employees.

FTE Calculation Template

Final Thoughts

Calculating FTEs is crucial for determining ALE status under the ACA. If your company has 50 or more FTEs, you must comply with ACA employer mandate rules to provide health insurance coverage. Keeping accurate FTE records ensures compliance and helps avoid penalties.

Would you like help setting up an FTE calculator for ACA compliance? Contact your Rose Street Advisors Team today! If you are not a current client of Rose Street Advisors, please feel free to contact us at 269-552-3200 or contact@rosestreetadvisors.com to speak to someone.

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Understanding the Affordable Care Act: What Employers Need to Know when Moving Above or Below 50 FTEs

The Affordable Care Act (ACA) has specific regulations that impact employers based on the size of their workforce. One of the most critical thresholds is 50 full-time equivalent (FTE) employees. Crossing this line, whether moving above or below, triggers changes in employer obligations, particularly concerning health coverage requirements, reporting duties, and compliance with additional labor laws such as the Family and Medical Leave Act (FMLA). Employers need to be proactive in understanding these obligations to avoid penalties and ensure compliance. 

Understanding the 50 FTE Threshold

The ACA distinguishes between small and large employers based on whether they have 50 or more FTEs. Here's what employers should consider: 

Employers with Fewer Than 50 FTEs

To qualify for an HSA, you must: 

• Not Subject to the Employer Mandate: Businesses with fewer than 50 FTEs are not required to provide health insurance to their employees.

• Mental Level Tiers: Coverage is offered in canned plans rated from Platinum to Bronze.

• Pediatric Dental & Pediatric Vision: These employers are subject to specific plan details for Pediatric members and their dental and vision services.

• Exemption from ACA Reporting Requirements: Unlike larger employers, small businesses do not need to comply with the ACA’s employer mandate reporting requirements.

Employers with 50 or More FTEs

• Subject to the Employer Mandate: Large employers must offer health insurance to at least 95% of their full-time employees (and their dependents) that meets minimum value and affordability standards.

• Reporting Requirements: Employers must file Forms 1094-C and 1095-C with the IRS to report coverage information. Generally, Forms 1094-C and 1095-C must be filed by February 28th if filing on paper (or March 31st if filing electronically).

• Potential Penalties: Failure to offer coverage or providing coverage that does not meet affordability standards can result in significant penalties under the Employer Shared Responsibility Provisions (ESRP).

Impact on the Family and Medical Leave Act (FMLA)

• Applicability: The FMLA applies to employers with 50 or more employees within a 75-mile radius.

• Employee Eligibility: Employees must have worked at least 1,250 hours over the past 12 months.

• Requirement: Employers must provide up to 12 weeks of unpaid, job-protected leave for qualified medical and family reasons.

Steps for Employers Moving Above or Below 50 FTEs

1. Monitor Workforce Size: Use the ACA’s FTE calculation to determine whether your business is approaching the 50-employee threshold. This includes assessing Common Ownership rules.

2. Plan for Compliance: If expanding above 50 FTEs, prepare for employer mandate requirements, reporting obligations, and possible FMLA coverage.

3. Assess Health Plan Offerings: Ensure any provided insurance includes the 10 essential health benefits and meets affordability standards.

4. Stay Updated on ACA Changes: Regulations evolve, and staying informed helps avoid penalties and ensure legal compliance.

5. Consult Experts: Work with HR professionals, legal advisors, and benefits consultants to navigate ACA compliance effectively.

Conclusion

Crossing the 50 FTE threshold under the ACA is a critical transition for employers. Whether moving above or below this benchmark, businesses must understand their obligations related to health insurance, reporting requirements, and employee benefits. Staying proactive in compliance efforts can help employers avoid costly penalties while providing quality benefits to their workforce. For businesses approaching this threshold, now is the time to review policies, consult experts, and develop a strategic plan to ensure a smooth transition under ACA regulations. Contact your Rose Street Advisors team if you have additional questions. If you are not a current client of Rose Street Advisors, please feel free to contact us at 269-552-3200 or contact@rosestreetadvisors.com to speak to someone.

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Tracking Variable Hour Employees: Understanding Measurement and Administrative Periods

Employers with variable hour employees face unique challenges when it comes to tracking hours and determining health insurance eligibility. Under the Affordable Care Act (ACA), businesses must use specific methods to measure employee hours and ensure compliance with health coverage requirements. Understanding the look-back measurement period, administrative periods, and stability period is crucial for staying compliant and avoiding penalties.  

Please note, only employers with 50 or more full-time equivalent (FTE) employees are required to offer health insurance.

The Look-Back Measurement Period

The look-back measurement period is used to determine whether a variable hour employee qualifies as a full-time employee (30 or more hours per week) under the ACA. Employers can select a measurement period between 3 and 12 months to track an employee's hours worked. If the employee averages at least 30 hours per week over this period, they are considered full-time and must be offered health insurance coverage. 

The Administrative Period

The administrative period allows employers time to review hours, determine eligibility, and complete the necessary steps to offer coverage. This period cannot exceed 90 days and typically follows the look-back measurement period. it is important to note that the administrative period should not create a gap in coverage if an employee is determined to be eligible. 

The Stability Period

Once an employee is deemed full-time, they must be offered health insurance for a stability period, which must be at least as long as the measurement period but no shorter than six months. Even if the employee's hours drop below full-time during the stability period, they remain eligible for coverage until the end of this period. 

Who is Eligible for Health Insurance?

An employee is eligible for employer-sponsored health insurance if they work an average of 30 or more hours per week during the look-back measurement period. Full-time employees (those with a consistent schedule of 30+ hours per week) are generally eligible immediately, while variable hour employees must first complete a measurement period. 

How Long Are Employees Eligible?

Once an employee qualifies for health insurance, they remain eligible throughout the stability period, regardless of any fluctuations in their work hours. If they continue to meet full-time criteria in subsequent measurement periods, their eligibility continues. If their average hours fall below 30 during a measurement period, they may lose eligibility once the stability period ends. 

Key Takeaways for Employers

1. Chose a Measurement Period: Employers must select a look-back measurement period (3-12 months) to assess variable hour employees' eligibility 

2. Account for Administrative Processing: The administrative period allows time to determine eligibility and offer coverage but cannot delay or shorten an eligible employee's access to benefits. 

3. Maintain Stability Period Compliance: Employees determined to be full-time must receive coverage for the entre stability period, even if their hours decrease. 

4. Avoid Penalties: Failure to properly track and offer coverage to eligible employees can result in significant ACA penalties. 

Properly tracking variable hour employees and adhering to ACA guidelines ensures compliance and provides employees with the benefits they are required to be offered. Employers should review their policies regularly and leverage technology to streamline the tracking process. Have additional questions? Contact your Rose Street Advisors team today! If you are not a current client of Rose Street Advisors, please feel free to contact us at 260-552-3200 or contact@rosestreetadvisors.com to speak to someone. 

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #4515345

New Benefits, Big Changes: What the OBBBA Means for HDHPs Telehealth, FSAs, HSAs & More

The recently passed One Big Beautiful Bill Act (OBBBA) brings a wave of important updates that will directly impact health plan administration, tax-preferred accounts, and telehealth accessibility, many of which take effect starting January 1, 2026. Thanks to the advocacy efforts of associations that RSA is a part of, several long-supported reforms have become law. Below, we break down what's changing and what to watch for in the future. 

HDHPs and Telehealth Visits

RSA-Supported Legislation

• Current Policy: Telehealth visits under High Deductible Health Plans (HDHPs) apply to the deductible, and only after the deductible is met do copayments and coinsurance kick in. 

• What's Changing: Retroactive to plan years beginning January 1, 2024, telehealth benefits through a HDHP allow for $0 copay before the deductible is met.


Important Caveat: Carrier discretion towards $0 copays will apply.

Direct Primary Care (DPC) and HSAs

RSA-Supported Legislation

• Current Policy: Payments for Direct Primary Care arrangements disqualify an individual from HSA contributions.

• What's Changing: DPC subscriptions will qualify as HSA-eligible expenses, up to $150/month for individuals and $300/month for families (adjusted annually for inflation). This unlocks tax-advantaged access to a growing model of patient-centered care. This takes place effective January 1, 2026. 

Dependent Care FSA Limits

• Current Policy: Employees can contribute up to $5,000/year pre-tax (or $2,500/year if married filing separately) to a Dependent Care Flexible Spending Account (FSA).

• What's Changing: Effective January 1, 2026, employers may choose to adopt the new IRS maximum of $7,500/year (or $3,750/year if married filing separately).


Note: This new limit is not indexed for inflation.

Bronze & Catastrophic Exchange Plans and HSA Eligibility

• Current Policy: Exchange plans must comply with standard HDHP rules to be HSA-eligible.

• What's Changing: Starting in 2026, all Bronze and Catastrophic plans sold on the Exchange will automatically qualify as HDHPs, regardless of whether they meet existing deductible or cost-sharing thresholds.

Eligibility Criteria: 

- Enrolled in a qualifying Exchange plan

- Not enrolled in Medicare Part A

- No disqualifying coverage

- Not claimed as a dependent on another's current-year tax return 

Tax-Free Student Loan Repayments

• Current Policy: Under the CARES Act, employer-sponsored student loan repayment assistance was temporarily tax-free and set to expire in 2025.

• What's Changing: The benefit is now permanently codified under Section 127 Education Assistance Plan. Employers can contribute up to $5,250 per year, tax-free, toward an employee’s student loans.


Note: Requires a formal plan document and must meet nondiscrimination rules.

While the OBBBA included several impactful benefit enhancements, it's equally important to understand the provisions that were discussed during the legislative process and ultimately excluded from the final legislation. These items remain significant areas of interest for many employers, benefits professionals, and policymakers. 

• Extension of Enhanced Premium Tax Credits for the individual market, which are set to expire at the end of 2025

• Codification of Individual Coverage Health Reimbursement Accounts (ICHRAs)

• HSA Expansion to wearable technology and working seniors

Employer Takeaways

• Plan Ahead and engage your benefits consultant about 2026 plan strategy and updates.

• Educate employees about new HSA flexibility, DPC options, and benefit expansions.

• Review & update plan documents and administrative procedures.

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #4515345

Health Savings Account (HSA) FAQs: Everything You Need to Know

A Health Savings Account (HSA) is a powerful tool that helps individuals save for medical expenses while enjoying tax advantages. If you're considering opening an HSA or want to maximize its benefits, here are some of the most frequently asked questions to guide you. 

1. What is an HSA?

An HSA is a tax-advantaged savings account designed for individuals with a high-deductible health plan (HDHP). The funds in the account can be used for qualified medical expenses, and contributions, earnings and withdrawals for medical purposed are tax-free. 

2. Who is eligible to open an HSA?

To qualify for an HSA, you must: 

• Be enrolled in an HDHP

• Not be covered by any other non-HDHP insurance (except certain exceptions like dental and vision plans) 

• Not be enrolled in Medicare 

• Not be claimed as a dependent on someone else's tax return 

3. What are the contribution limits for an HSA?

• Individuals: $4,300

• Families: $8,550

• Catch-up contribution (for those 55 and older): An additional $1,000

4. What expenses are covered under an HSA?

• Doctor visits and hospital stays 

• Prescription medications 

• Dental and vision care 

• Medical equipment 

• Mental health services 

5. What happens if I use HSA funds for non-medical expenses?

If you withdraw HSA funds for non-qualified expenses before age 65, you'll incur a 20% penalty plus income tax. After age 65, non-medical withdrawals are subject to income tax but no penalty. 

6. Can HSA funds be invested?

Yes, many HSA providers allow you to invest your funds in stocks, bonds, or mutual funds to grow your savings tax-free. 

7. What happens to my HSA if I switch jobs or retire?

HSAs are portable, meaning they stay with you even if you change jobs or retire. Once you turn 65, you can use HSA funds for any purpose without penalties, through non-medical expenses will be taxed as regular income. 

8. Can I have both an HSA and an FSA?

Typically, you cannot contribute to both a Health Savings Account (HSA) and a Flexible Spending Account (FSA) simultaneously, except for a limited-purpose FSA (used for dental and vision expenses only). Of course, because Dependent Care FSAs aren't connected to medical expenses, they are not impacted by HSA contributions.  

9. Do HSA funds expire?

No, HSA funds roll over year to year. Unlike FSAs, there is no "use it or lose it" rule, so your savings can grow over time. 

10. How do I open an HSA?

You can open an HSA through a bank, credit union, insurance company, or other financial institutions. Many employers also offer HSAs as part of their benefits packages. 

Final Thoughts

An HSA can be an excellent way to save for medical expenses while benefiting from tax advantages. Understanding the eligibility requirements, contribution limits, and investment options can help you make the most of your HSA. 

Still have questions? Contact your Rose Street Advisors team to see if an HSA is right for you! If you are not a current client of Rose Street Advisors, please feel free to contact us at 269-552-3200 or contact@rosestreetadvisors.com to speak to someone

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #4515345

Understanding PCORI Fees: What They Are and Who is Required to Pay Them

The Patient-Centered Outcomes Research Institute (PCORI) fee is a federal fee established under the Affordable Care Act (ACA) to fund research that helps patients, healthcare providers, and policymakers make informed healthcare decisions. If you are an employer or plan sponsor offering health coverage, it’s important to understand if you are responsible for paying the PCORI fee, how to calculate it, and when it is due. 

Who is Required to Pay the PCORI Fee?

The obligation to pay the PCORI fee depends on the type of health plan offered: 

• Self-Insured Health Plans: Employers that provide self-funded health coverage, including major medical plans, retiree-only plans, and standalone Health Reimbursement Arrangements (HRAs), are responsible for paying the PCORI fee based on the number of covered lives. 

• Fully Insured Health Plans: Employers offering fully insured health coverage do not pay the PCORI fee directly. Instead, the insurance carrier is responsible for calculating and paying the fee on their behalf. 

•Health Reimbursement Arrangements (HRAs) and Flexible Spending Arrangements (FSAs): If the HRA is not integrated with a fully insured medical plan, the employer must pay the PCORI fee. Most stand-alone FSAs, however, are generally exempt. 

If you are unsure whether your plan requires you to pay the fee, it’s recommended to consult with a tax professional or benefits advisor. 

When is the PCORI Fee due?

The PCORI fee is due annually on July 31st of the year following the end of your plan year. For example: 

• If your plan year ended on December 31, 2024, your PCORI fee payment will be due by July 31, 2025. 

Employers or plan sponsors must file IRS Form 720 (Quarterly Federal Excise Tax Return) to report and submit the fee. Although Form 720 is generally filed quarterly for other excise taxes, the PCORI fee is reported and paid once per year. 

How is the PCORI Fee Calculated

The PCORI fee is calculated based on the number of covered lives under your plan, including employees, spouses, dependents, and other individuals receiving coverage. The IRS adjusts the fee amount annually to account for inflation. Employers must use the IRS's prescribed methods to calculate the average number of covered lives and apply the current fee rate per covered life. 

Key Takeaways

• The PCORI fee helps fund research to improve healthcare decision-making. 

• Employers with self-insured health plans or standalone HRAs are generally responsible for calculating and paying the fee. 

• For fully insured plans, the insurance carrier handles the payment. 

• The fee must be reported and paid using IRS Form 720 by July 31st each year. 

• The fee amount is adjusted annually by the IRS. 

Need assistance with your PCORI Fee?

Understanding and complying with the PCORI fee requirements is essential to avoid penalties and ensure smooth plan administration. If you have questions about whether your health plan is subject to the fee, how to calculate it, or how to file Form 720, we recommend speaking with Rose Street Advisors, our team is happy to assist you. If you’re not yet a client but need guidance, please don’t hesitate to contact us — we’re here to help ensure your plan remains compliant and well-managed. 

Justine Dickens 

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

Next Page »
Rose Street Advisors

Your guide from hire to retire. Rose Street Advisors provides the strategy companies need to grow with confidence.

Firm
About UsOur TeamCommunity SupportTestimonials
Services
Employee BenefitsHR ConsultingLife InsuranceEmployer Retirement PlansWealth ManagementFiduciary Fitness
Contact

244 North Rose Street
Kalamazoo, MI 49007

5181 Plainfield Ave NE
Grand Rapids, MI 49525

269.552.3200
© 2026 Rose Street Advisors LLC. All rights reserved.
Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc. A Registered Broker/Dealer and Investment Advisor, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. Please go to www.mfin.com/DisclosureStatement for further details regarding this relationship. Check the background of this Firm and/or investment professional on FINRA's BrokerCheck. For important information related to M Securities, refer to the M Securities' Client Relationship Summary (Form CRS) by navigating to mfin.com/m-securities. Registered Representatives are registered to conduct securities business and licensed to conduct insurance business in limited states. Response to, or contact with, residents of other states will only be made upon compliance with applicable licensing and registration requirements. The information in this website is for U.S. residents only and does not constitute an offer to sell, or a solicitation of an offer to purchase brokerage services to persons outside of the United States. This site is for information purposes and should not be construed as legal or tax advice and is not intended to replace the advice of a qualified attorney, financial or tax advisor or plan provider. CA Insurance License. File #5757992.1

We value your privacy

We use cookies to keep this site reliable, understand how it’s used, and — with your permission — to personalize content. You can accept all, reject non-essential, or choose which categories to allow.

Privacy Policy

Cookie Preferences