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What are you basing that on?Pretty sure if the coverage was creditable in 2024 it will remain so next year even if technically it is no longer creditable.
CMS verifies the creditable coverage once the beneficiary enrolls in a Part D plan. If they did not have creditable coverage for any period of time, they will pay a 1% penalty for each month they didn't have the coverage. The 1% is based on the national base beneficiary premium.With this $2,000 Part D max in 2025, what happens if someone who is still working has credible part B coverage but not credible part D coverage? Is there some way CMS will know that the person did not credible part D coverage?
What are you basing that on?
Caveat, not an agent.CMS verifies the creditable coverage once the beneficiary enrolls in a Part D plan. If they did not have creditable coverage for any period of time, they will pay a 1% penalty for each month they didn't have the coverage. The 1% is based on the national base beneficiary premium.
CMS receives annual disclosures from entities that provide Rx coverage to Medicare beneficiaries. So there is no real way to "hide" the fact that your customer may not have creditable coverage.
He would be well advised to buy a stand alone Part D plan. Even if it only costs $0.50/mo, as the penalty will cost significantly more in the long run.
carriers verify via CMS. And although significant efforts may not at times be made, it is still best practice to advise as if the efforts were being made. Otherwise one may end up with an E&O claim.Caveat, not an agent.
Per discussions here in the last 2-3 months, Part D carriers are the ones who evaluate for presence of creditable coverage between T65 and Part D effective date. Also, comments in those threads suggest that in the experience of posting agents, the carriers have not made a significant effort to evaluate whether or not the employer coverage was actually creditable, rather they (the carriers) have just been concerned that the Part D policy holder could provide carrier names and dates of coverage for the various employer plans preceding Part D enrollment.