<p>^cpt, I’m with you on that.</p>
<p>And should clarify this Michigan phenom re subsidy and Medicaid per
</p>
<p>They WILL write it, it just WON’T be subsidized! In Medicaid-expansion states you are only eligible for subsidy if you earn 138% of FPL! If Romani runs the Kaiser Calc and uses Mi or any expansion state, she will see that at 12k she is not eligible for subsidy because she is eligible for Medicaid.</p>
<p>Think about it…it’s just like having insurance from an employer…which also makes one in eligible for subsidy. The rationale holds that if you’re eligible for other coverage that is not more than 9% of income, the gov does not want to subsidize. I’ve gotten this confirmed 3 times now and will try once more today when I see my agent.</p>
<p>Also, someone asked I think about reduced copay, deductible and cost sharing on the exchange. Here’s an example…I’ve read this policy to get a handle for mcson and employee, the actual summary provided by BCBS, to understand whether I could give the latter the “same” level of coverage:</p>
<p>At 138-150% FPL, its a 94 plan, which means they pay 6 percent of ded and OOP, with 90/10 splits.</p>
<p>The “87” plan (150%-200%) means they pay roughly 13% of deductible (in this case 600 for family with 2800 OOP max).</p>
<p>The 73 plan likewise covers the next tier with roughly 27% portion of deductible and OOP max.</p>
<p>That’s where a tiny employer group like mine would be kinda cruel to keep group with a hefty deductible and 9k OOP max…if it were possible for employees to qualify for an 87 or 73 plan where the worst an employee could face would be 2800 OOP and a 600 deductible.</p>