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* Plans that increase the percentage of costs patients must pay out of pocket.
* plans that significantly decrease the percentage that employers contribute to premiums or those that significantly increase deductibles or co-payments.
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How much? Costs increase all the time. For everything, not just health insurance. So if a plan requires the insured to pay a $15 co-pay for prescriptions instead of a $10 co-pay .... OUT.
Additionally if the premiums rise by (what percentage?) is the plan no longer grandfathered. That may or may not be a good thing. I think its situationally dependent. This again is an issue that may or may not be a good thing. If an employer goes to a plan that better suits the needs of the employees from one which doesn't - too bad, OUT.
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* An employer that switches health-insurance providers also loses its grandfathered status.
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ETA
So a doctor retires and "the plan" selects a new one to replace him ... OUT.
If a plan wants to ADD doctors to INCREASE the options for the insureds .. OUT.
Its simply not as cut and dried as you want it to be.
Which is why I bolded -
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Originally Posted by Time article
Still, while many employer-based plans will be snared in the regulatory net of the Patient Protection and Affordable Care Act, many of those with this coverage could actually stand to benefit.
It will be years before it's clear...
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