June 6, 2013, 8:14 p.m. ET - Wall Street Journal
Will New Health Insurance Be Too Expensive for America's Lowest-Paid?
Bosses, Workers Struggle to Gauge Hit to Paychecks
By EMILY
MALTBY
For people like Salvador Martínez, a 50-year-old grounds crewman, the
health-care law seems to be a potential game changer. Because of the law, his
employer, a landscaping service in Santa Clarita, Calif., will begin offering
coverage to him, and to its 230 other low-wage workers, next year.
But Chris Angelo, a second-generation owner of the landscaping firm, Stay
Green Inc., doesn't expect a groundswell of enrollments next year from
lower-wage workers such as Mr. Martínez.
While the employees might say they're interested in employer coverage, "we
believe they will opt out," says Mr. Angelo. His reasoning? "They'd rather have
the cash than pay the employee portion of the premium."
He says: "On the surface, it sounds appealing to them. There might be
optimism without having all the facts."
Indeed, Mr. Martínez, who earns $10.50 an hour, says he'd love to have
insurance, but he can't afford the estimated $140 monthly cost for his share of
the premium next year. "I make too little to spend on insurance. How am I going
to pay for food?" he says, speaking in Spanish. He says he won't immediately
sign on to the plan.
Stay Green's experience suggests that employers may struggle to figure out
how many of their low-wage workers will opt in for employer coverage in 2014. By
the same token, it suggests that many low-wage workers could remain uninsured
next year, despite the law's subsidies and penalties.
"Of course I prefer to have health insurance because I need it for my
children, for my family," says Romérico Herrera, a 48-year-old crewman who earns
$11.50 an hour. Mr. Herrera, also speaking in Spanish, says he's had health
insurance through previous employers but hasn't been insured since he started
working at Stay Green two years ago.
But Mr. Herrera would like to find out what kind of coverage he would get
before signing up for health insurance. He says that he wouldn't be able to
contribute more than $100 a month. "I make so little that [contributing] more
would mean working just to pay for insurance," he said.
Mr. Angelo says he is working with a broker to find a plan that will be as
affordable as possible for his workers. As he evaluates different plans, he must
also consider his company's bottom line.
For instance, in one scenario, where all 270 employees participate and pay no
more than 9.5% of their income to the premiums, it would cost the company $1
million a year—essentially wiping out the company's profits.
One in three low-wage workers are employed by firms with fewer than 100
employees, according to the National Employment Law Project, an
organized-labor-backed advocacy group for low-wage workers. "Employers are in
limbo," says Paul Fronstin, director of Health Research and Education Programs
at the Employee Benefit Research Institute in Washington, D.C. "You never know
what the low-wage worker's position is—whether they have other family members
who are working, or whether there is another member of the family who has
benefits."
For an employee earning $30,000 at Stay Green, for instance, a 9.5% salary
contribution to the premiums is $2,850 a year. But under the law, the 1% penalty
for that same employee who forgoes health insurance is only $300 a year.
Mr. Angelo says he believes the majority of his low-wage workers will opt
out, based on past experience. For instance, the company offers a 401(k) program
that most of the workers skip—even though Mr. Angelo offers to match their
contributions, up to 4% of their salaries. "It's been a struggle to get them to
participate," he says.
Starting next year, firms with 50 or more full-time equivalent employees will
need to offer health insurance to all their workers who average 30 or more hours
a week.
In addition, employers must not ask employees to contribute more than 9.5% of
their income to health-insurance premiums. Otherwise, the employer could face
penalties. Employers don't face any penalties if they offer affordable
health-insurance benefits and their employees don't sign up.
Also come January, under the law's individual-mandate provisions, most U.S.
residents will be required to have health insurance or pay a penalty. Low-wage
earners who can't afford their employers' plans may seek coverage through
Medicaid, if they are eligible, or through an individual plan available through
a government-run exchange.
Alternatively, the workers may forgo insurance altogether and pay the small
penalty, which could be their most affordable option. Low-wage workers who forgo
employer-sponsored insurance may be able to claim a hardship exemption from the
penalty.
Bill Reeder, owner of Campus Cooks in Glenview, Ill., says the insurance plan
he intends to offer next year could cost the company $200,000 or $500,000,
depending on the number of employees who sign on.
Today, Campus Cooks, a food-service firm that operates in sorority and
fraternity houses on 20 university campuses in the Midwest and Southeast,
doesn't offer insurance. Mr. Reeder polled his staff recently and found that
about half of the staff is interested in an employer-sponsored health plan.
Mr. Reeder is hoping at least 75% will sign on. But he says it could be a
challenge to get the chefs, who tend to be younger, healthier and lower-paid,
earning between $10 and $20 an hour, to find value in a health-insurance plan
when, for most of them, paying the penalty is so much cheaper.
"We want the plan to be simple, be compliant and to get people on board," Mr.
Reeder says. "We are grappling with how much we can contribute and make it so
everyone can be on the plan."
—Andrea López Cruzado
contributed to this article.
Write to Emily Maltby at emily.maltby@wsj.com
A version of this article appeared June 7, 2013, on page
B1 in the U.S. edition of The Wall Street Journal, with the headline: The New
Math for Health Insurance Costs.
Copyright 2012 Dow Jones & Company, Inc. All Rights Reserved