Welcome The Hilltop Bar & Grill

More than 400 businesses and organizations belong to the Chamber to receive benefits and support efforts to strengthen their businesses and our region. Increased membership allows us to offer additional programs and benefits, have a stronger voice in advocacy and be involved in more activities and initiatives in our communities. The Chamber welcomes its newest member, The Hilltop Bar & Grill, to help us fulfill our mission. 

The Hilltop Bar & Grill is a bar/restaurant located in Danville at 115 Liberty Valley Rd., and it has the same ownership as both Mayberry Hospitality and The Pub II, who are also recent new members to the Chamber. The Hilltop is an American Roadhouse serving families, travelers and locals great food in a casual unique setting featuring an outdoor deck with a spectacular view of Montour Ridge, as well as an occasional deer or turkey. It has daily food specials, which can be found on its website, in addition to its full menu. The Hilltop is open Tuesday-Saturday from 3 p.m. – 2 a.m., and can also be reached on its Facebook page, by email, or call them at 570-275-9292. 

Welcome Pub II

More than 400 businesses and organizations belong to the Chamber to receive benefits and support efforts to strengthen their businesses and our region. Increased membership allows us to offer additional programs and benefits, have a stronger voice in advocacy and be involved in more activities and initiatives in our communities. The Chamber welcomes its newest member, The Pub II, to help us fulfill our mission. 

The Pub II is a bar/restaurant open seven days a week and located in downtown Danville at 133 Mill St. and has the same owner as Mayberry Hospitality LLC, another recently new member. The warm and inviting atmosphere, featuring a custom-built red oak bar and wainscoting set against the signature red wall color blends well with the collection of Rolling Stone tour posters and memorabilia. The restaurant menu features fresh ingredients and house recipes, as well as its signature iron skillet pizza. It also has several beers on tap, as well as a few taps open for local craft beers. The Pub II is open Monday-Thursday from 3 p.m. – 2 a.m., Friday from 11 a.m. – 2 a.m., Saturday and Sunday from 3 p.m. – 2 a.m., and during the NFL season, from 12 p.m. – 2 a.m. on Sunday.  It can be reached at 570-275-2462 or by email, and also check out its website for a list of menus and daily specials, and its Facebook page.  

Shopping for the Holidays

Attention senior holiday shoppers! rabbittransit’s paratransit service can help you visit your favorite shops this season. Senior Citizens who are 65 years of age or older are eligible for paratransit, often referred to as “shared ride,” which is bus service providing trips that are grouped together between multiple customers. Paratransit offers door-to-door service. Most shared ride destinations are within your county of residence, although rabbittransit also provides regular trips to adjacent counties based on demand. There may be a co-pay for each trip you take, but that depends on several different factors. There is a required application and reservation process. Contact the mobility planning department for more information at 1-800-632-9063. The rabbittransit staff will be happy to answer any questions and help any interested and eligible individuals begin using rabbittransit for all of their transportation needs.

You’re Getting a Medical Loss Ratio (MLR) Rebate, Now What?

From ChamberChoice

Under the Affordable Care Act, (ACA) insurance companies must spend a minimum percentage of premiums on medical care rather than administrative costs, referred to as the Medical Loss Ratio (MLR). If an insurer does not meet this minimum percentage amount, it is required to provide rebates to policyholders.

Insurers are required to notify the plan whether a rebate is owed. Insurers also will notify individuals who are enrolled in coverage that an MLR rebate is being paid with respect to that policy. As such the employer, as the plan sponsor, needs to be prepared to answer questions from individual participants. 

Once you receive your rebate, you must decide what you are required to do with the funds and what options you may have. You only have 90 days to complete the handling and distribution of any rebate. Plan participants should be notified about how the MLR rebate will be used by the employer, whether or not the employer distributes a portion of the rebate.

What Rules should the employer follow in determining what to do with the rebates?

There are specific rules issued by the Department of Labor as to how employers, as plan sponsors, can use these funds. An employer has to look to the terms of the insurance policy or wrap plan document to determine the amount of the rebate that can be retained by the employer and the portion, if any, that must be distributed to participants. If the employer does not have a wrap plan document, or the plan document does not address rebates, then the employer has to look at the source of premium payments.

• If the employer paid the entire costs of premiums, then the entire rebate can be retained by the employer;
• If both employee and employer contributed a percentage of the premium, then the portion of the MLR rebate that can be attributed to employee contributions has to be used to benefit employees (this is referred to herein as the “Employee Portion” of the rebate. The portion associated with the employer contribution is referred to as the “Employer Portion” of the rebate).

If the employer funds the health plan using a trust, the entire MLR rebate would be subject to distribution to employees, thus considered the “Employee Portion.”

Employers are allowed to retain the Employer Portion of the rebate (assuming the policy is issued to the Employer) and are required to follow their plan documents or use a reasonable approach to distribution of the Employee Portion of the rebate as described below.

How do I calculate the employee portion?

For medical plans that DO NOT use a trust to fund the premium or claims payments:

Employee Portion = Total Employee Contributions x Total MLR Rebate
                                                 Total Premiums

Example: Assuming the MLR Rebate received by the employer is $900. The amount attributable to employee contributions is calculated as follows:

Employee Portion = $60,000 (total employee contributions) x $900
                                                $180,000 (total premium)

= $300 – this is the Employee Portion and must be distributed to or used for the benefit of participants.

If a trust is used for funding the plan, the entire rebate must be used to benefit the participants – either by following the plan language or distributing the rebate using a reasonable method. 

Which Employees should receive the Benefit or Distribution of the Rebate and how is the Employee amount determined?

If the wrap plan document (or other plan document) allows the employer to keep the rebate and use it for the benefit of employees, there is no requirement to distribute any portion of it. Instead, the employer could retain the rebate and use it to benefit, for example, employees who participate in the plan during the next plan year by reducing premium contributions. The employer should start by reviewing plan document wording to see if any options are described there that would need to be followed.

If the plan document is silent on this issue, the employer could decide to use the Employee Portion in any of the following ways:

• Only employees who participated in the plan for the year in which the rebate was generated would receive the benefit of the rebate (this would include COBRA participants); or
• Only employee who currently participate in the plan will the benefit of the rebate, regardless of previous participation. This option is generally only advisable when the cost of distributing the rebate approaches or exceeds the amount of the rebate.

The employer then has to use a fair, reasonable objective method of allocating the Employee Portion of the rebate among the participants that will receive that rebate. This can be done, for example, by looking at the portion of the total contributions paid by each employee in comparison to the total contributions.

Example: Employee X paid $1200/year for coverage of the Employee and her spouse. All employees in the plan paid $60,000 in contributions for the year. This means that Employee X should receive:

$60,000 or 2% of the Employee Portion of the Rebate

There are other reasonable methods that the employer could use to calculate each participant’s share of the rebate. The employer will need to determine this reasonable method by looking at how contributions are determined.

Is the Rebate considered Taxable Income to Employees?

Generally, yes. If the employee or former employee receives a cash distribution of a portion of the plans MLR rebate, this payment will be taxable income to the employee. If the employer is allowed to retain the rebate and use it to benefit the employee and charges employees a lower contribution amount due to the rebate, the employee will have more taxable income because she will be contributing less to the health plan. 

If employees pay their contributions on a post-tax basis, there is no taxable income when the employee receives the rebate because the employee has already paid income tax on the amounts associated with the rebate.

If the employer is permitted by the plan document to retain the rebate or if the employer decides not to issue rebate checks to employees who received a notification about the rebate from the carrier, it is especially important for employers to communicate that decision. No matter how the rebate is going to be used, however, we recommend that the employer describe the use of the rebate to employees and former employees, quoting plan language or describing the reasons for its determination on how to use the rebate. This notification and any distribution should occur within 90 days of receipt of the rebate.

LCP stands for Leadership, Community and Poverty for October’s Class

LCP class members help winterize the butterfly garden at the Bloomsburg Children’s Museum.

October provided a unique opportunity for Leadership Central Penn (LCP) participants. They were joined by five pediatric and pediatric resident physicians from Geisinger, as well as 38 Geisinger Health Plan employees for a day of collaboration and learning. The morning started with a brief introduction and explanation of the day from Adrienne Mael, CEO of United Way of Columbia and Montour County. Adrienne explained that the large group would be split into community project groups. The LCP class was joined by the Geisinger residents and went to assist with one of three projects: strategic planning brainstorming at the Bloomsburg Area YMCA, multipurpose room cleaning and organizing, or butterfly garden winterization at the Bloomsburg Children’s Museum.

When the projects were completed, it was off to the Caldwell Consistory for a poverty panel discussion.  The panel included Tom Dougher of the Gate House, Becky Stender of Central Susquehanna Opportunities-Community Action and Eileen Chapman from AGAPE. The group learned about rural homelessness and how organizations like the Gate House in Danville are trying to help. They heard about many community needs from food assistance to flood assistance and the many efforts of AGAPE and CSO. In the end, everyone learned that while they may be aware of poverty in our area, they don’t fully understand the depth and breadth. The only way to fully understand it is to experience it.

The poverty simulation held at the Caldwell Consistory.

After a great lunch from Lucy’s Kitchen & Catering, everyone got to learn first-hand what it is like to walk in the shoes of poverty for one month. The participants started by randomly selecting a card that then assigned them a real-life role in a family living in poverty. Some were a parent, a child, a grandparent, but each had unique issues to deal with due to their family’s situation. There were many struggles that plagued the families as the weeks went by. What bills could you afford to pay, what bills were the most important to pay, how do you get to work, how do you care for children, what do you do when school is closed, how do you find help, where do you look for help? The biggest challenge faced was figuring out where to start. The reality is poverty isn’t something people plan for and it also isn’t something that can be fixed by one nonprofit, charity or government agency.

When the day was done everyone shared how well they did, or didn’t do, and what they took away from the day. Some participants actually turned to crime and became Robin Hoods during the end of the month. Others lost their homes and children, and were defeated. Some managed, but barely. Only one group shared that they thought they did well with the hand they were dealt. All of the groups realized in the end that this is not a game, and that there is much work to be done to combat the issues of poverty in our area. We all can and need to be part of the solution.

The 2018-19 LCP program is sponsored by Geisinger Bloomsburg Hospital, Kawneer, PPL Electric Utilities, SEKISUI SPI, USG and Williams