There may not be much reason to join a union. So much for the logo jackets.

This CNBC article outlines the unintended consequences of the Affordable Care Act for union members. The thought that the companies will decide that these plans are too expensive and drop the coverage and pay the fine, the average union guy is probably wondering "how can this be?" The loss of the tax incentives for employers tax subsidies for Taft Hartley coverage leaves them in a position where the cost of these plans becomes an issue. 

The big draw for joining unions has always been the rich benefits. Couple this with the possibility of scaled back plans due to the "Cadillac Tax" and union leaders are left with "not much". So much for the "If you like your plan, you can keep it" promises, that was talk for an election year.

I spent one summer home from school working as a Culinary and Bartenders Local member while cooking in a hotel. The "lifers" in the kitchen swore by it, but I saw a group that new it couldn't be easily fired, going for breaks when the kitchen got busy. You get the picture. For people at the bottom economically the revelation that their President brought them this law, well that must be disappointing. 

As the COBRA subsidy extension ends, employers would be wise to offer high deductible HSA plans

Congress has not renewed a subsidy that helped many jobless Americans afford health benefits. COBRA requires employers to continue insurance for former employees for 18 more months, if they pay the entire premium plus a 2% administrative fee. Last year, Congress approved a 65% COBRA premium subsidy, but it ended May 31.

People who started on COBRA before May 31 can still get the aid, but those who had exhausted the 15-month subsidy, and the newly unemployed, aren’t eligible.
Finding affordable insurance can be tough. The average price for family coverage is about $1,100 a month, with the subsidy, COBRA coverage costs $385.

Thus, there is a need for low cost high deductible options. The higher the deductible, the lower the premium cost and the lower the cost for COBRA. Now, more than ever, an employer that offers a high deductible HSA plan and contributes to the Health Savings Account of the employee is doing that employee a big favor. The money in a Health Savings Account can be used to pay the COBRA premium and keep the uninsurable employee covered once they have been let go.

For the short sighted employees used to the low copay options and using their medical plan without regard to cost, this new reality is a cold but very real wake up call. It's time to manage your health and healthcare expenditures.