The White House is looking to avoid a partisan flare-up as it rings in the sixth anniversary of ObamaCare.
In a series of events this week, the Obama administration will look beyond the law’s central issues of access and affordability and explore the “next chapter” of healthcare reform.
The White House’s weeklong focus on system-wide reforms — rather than the record low uninsured rate or popular provisions like banning insurance providers from denying coverage based on a pre-existing condition — reflects growing confidence in the administration that the law will stay on the books after Obama leaves office.
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Thousands of taxpayers must do without a form needed to claim a tax credit for their overpriced health-insurance premiums.
Nationwide, hard-working Americans are struggling to meet the April 18 IRS filing deadline. Standing in the way: the bumbling Obamacare bureaucracy.
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There’s much more to fix in the health care system than the lack of price and quality information. And given the status quo of blunt benefit designs, the benefits of greater transparency may be limited. But transparency initiatives can and should help improve insurance benefit designs, directing patients to more cost-effective providers. This can happen with or without patients spending their own money.
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Thirty-four top executives at 10 failed Obamacare co-ops were paid a whopping $8,211,384 in 2014, according to 990 tax forms obtained by The Daily Caller News Foundation.
New York had the highest total, having paid four of its employees an astounding total of $1,156,317 , with Health Republic Insurance of New York CEO Debra Friedman taking in $427,632 and COO Nicholas Liguori making $316,411. Nevada Health Cooperative’s CEO had the highest salary of the year, receiving $428,001 in compensation for 2014.
Arizona’s Compass Cooperative Mutual Health Network, Inc. also provided hefty salaries — its CEO Kathleen Oestreich was compensated $377,279, while its COO Jean Tkachyk made $351,807.
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A four-year-old fight between the Catholic Church and the Obama administration reaches the Supreme Court on Wednesday, in a bishop’s challenge to the health-care law’s contraception requirements that could alter the boundaries of religious freedom.
Eight justices will weigh how far the government has to go to accommodate religiously affiliated employers that object to including contraception in workers’ insurance plans. The outcome could affect as many as a million Catholic nonprofit employees. The case comes after the court’s 2014 Hobby Lobby ruling that for-profit businesses could assert such objections.
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The co-ops represent a modest component of the sweeping 2010 health law that put new coverage requirements on insurers and required most Americans to have health insurance or pay a penalty. The co-ops were included to foster nonprofit health insurance providers to compete in the individual and small group markets.
The report will be released in advance of a Senate Finance Committee hearing on Thursday. It is likely to spur more questions about prospects of the Obama administration’s $2.4 billion co-op program.
Thousands of doctors, hospitals and providers in some states still haven’t been paid for health services given to members insured by the co-ops. More than half a million people signed up for health insurance under the ACA lost coverage or had to get new insurance because their co–op had folded.
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Oregon’s health insurance co-operative is yet another Obamacare failure. It squandered taxpayer-backed handouts and loans, disappointed its customers and now has shuttered its operations.
But with an audacity that would make even Donald Trump blush, Health Republic of Oregon wants more taxpayer money. Its executives are suing the federal government to demand more government handouts.
The Obama administration just might settle the case and give Health Republic and hundreds of other insurers the $5 billion that the class-action lawsuit seeks.
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A local family that bought what they thought was a premium plan discovered they were going to have to pay thousands of dollars per year out of pocket for what other insurance plans would have covered.
Assess employers with 50 or more employees that do not offer coverage and have at least one full-time employee who receives a premium tax credit a fee of $2,000 per full-time employee, excluding the first 30 employees from the assessment. Employers with 50 or more employees that offer coverage but have at least one full-time employee receiving a premium tax credit, will pay the lesser of $3,000 for each employee receiving a premium credit or $2,000 for each full-time employee, excluding the first 30 employees from the assessment. Require employers with more than 200 employees to automatically enroll employees into health insurance plans offered by the employer. Employees may opt out of coverage.
Permit employers to offer employees rewards of up to 30%, increasing to 50% if appropriate, of the cost of coverage for participating in a wellness program and meeting certain health-related standards. Establish 10-state pilot programs to permit participating states to apply similar rewards for participating in wellness programs in the individual market.