Everyone always asks "how would you do it?" Well, here's how I'd do it in 5 steps. Many details would have to be hammered out, but it's a solid start if you ask me. Criticize, argue, do what you wish:
1. Eliminate employer-sponsored healthcare system. Employers may still contribute to pre-tax savings funds for employees. At age 60, any money left in such funds work like a Roth IRA and are non-taxable, fully transferable to employee. Massive incentive to preserve accumulated employer contributions instead of spending them on unnecessary care.
2. Guaranteed issue coverage for everyone from birth to death. Anyone who tries to game the system is subject to a fine equal to either 5% of income or $5,000, adjusted for inflation, for treatment needed for pre-existing conditions to those who do not have continuous coverage with no break of more than 63 days. Anyone with continuous coverage may jump from plan to plan with a higher deductible and max out of pocket cost. Jumping to a plan with lower deductible if you cannot pass underwriting and max out of pocket requires another penalty equal to 5% of income or $5,000, or the difference between the old deductible and new one (e.g. going from $10k deductible $2500 would require $7500 penalty). No penalties for not carry coverage, penalties described above double for those who have had no creditable coverage for more than 365 days.
3. Tort reform. Allow damages up to the amount of dollars in damages caused plus 50%, plus punitive damages up to $500k, adjusted for inflation.
4. Offer tax credit of $1,500 per family or $750 per individual, adjusted for inflation, for anyone who purchases a policy for which no benefits are payable (except preventative care) until the deductible has been reached.
5. Offer a 150% tax deduction for any contributions made to a health savings account. As an example, a $1000 contribution allows for a $1500 tax deduction. HSA rules remain the same where they are only compatible with plans that do not pay benefits before deductible for anything other than preventative care. If you choose a plan that is not HSA-compatible, you get no deduction.
So those are my ideas, argue as you wish. I didn't write a 2700 page bill and don't have all the answers, but the above surely would be a good start in my opinion. Thanks for reading.
1. Eliminate employer-sponsored healthcare system. Employers may still contribute to pre-tax savings funds for employees. At age 60, any money left in such funds work like a Roth IRA and are non-taxable, fully transferable to employee. Massive incentive to preserve accumulated employer contributions instead of spending them on unnecessary care.
2. Guaranteed issue coverage for everyone from birth to death. Anyone who tries to game the system is subject to a fine equal to either 5% of income or $5,000, adjusted for inflation, for treatment needed for pre-existing conditions to those who do not have continuous coverage with no break of more than 63 days. Anyone with continuous coverage may jump from plan to plan with a higher deductible and max out of pocket cost. Jumping to a plan with lower deductible if you cannot pass underwriting and max out of pocket requires another penalty equal to 5% of income or $5,000, or the difference between the old deductible and new one (e.g. going from $10k deductible $2500 would require $7500 penalty). No penalties for not carry coverage, penalties described above double for those who have had no creditable coverage for more than 365 days.
3. Tort reform. Allow damages up to the amount of dollars in damages caused plus 50%, plus punitive damages up to $500k, adjusted for inflation.
4. Offer tax credit of $1,500 per family or $750 per individual, adjusted for inflation, for anyone who purchases a policy for which no benefits are payable (except preventative care) until the deductible has been reached.
5. Offer a 150% tax deduction for any contributions made to a health savings account. As an example, a $1000 contribution allows for a $1500 tax deduction. HSA rules remain the same where they are only compatible with plans that do not pay benefits before deductible for anything other than preventative care. If you choose a plan that is not HSA-compatible, you get no deduction.
So those are my ideas, argue as you wish. I didn't write a 2700 page bill and don't have all the answers, but the above surely would be a good start in my opinion. Thanks for reading.