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Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
Impacts of the Affordable Care Act
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Impacts of the Affordable Care Act

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  • “Family” is not a factor, it’s the equastion.
  • “Family” is not a factor, it’s the equastion.
  • Transcript

    • 1. Patient Protection and Affordable Care Act (ACA) Impacts of Health Care Reform September 2013
    • 2. Introduction
    • 3. 3 The Affordable Care Act (ACA) • Signed into law March 23, 2010 • Two decisions issued by Supreme Court on June 28, 2012: • ACA constitutional – Congress can impose a tax on those without coverage • Medicaid expansion criteria unconstitutional – states may opt out of expansion • Most significant health care legislation since the passage of the Social Security Act of 1965 to establish the Medicare and Medicaid programs • Impacts consumers, providers, and insurers by dictating: • Who must buy insurance • How insurance will be sold • What health benefits are mandatory • Regulations are being issued by: • Health and Human Services (HHS) • Department of Labor (DOL) • Department of the Treasury (IRS) This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 4. 4 Medicaid Expansion in Florida • The ACA expanded Medicaid eligibility criteria to cover all individuals earning up to 138% (about $16,000) of the Federal Poverty Level (FPL). • Medicaid would provide coverage for individuals at 0 – 138% FPL, while the Marketplace would provide subsidies for individuals at 138 – 400% FPL. • The Supreme Court determined that the parameters of the Medicaid expansion – requiring expansion of program eligibility criteria in order to maintain current funding – were unconstitutional. As a result, states are allowed to opt out of Medicaid expansion without losing existing funding. • In February 2013, Governor Scott announced that he would support Medicaid expansion for 2014-2016. However, the Florida Legislature did not expand the state’s Medicaid eligibility criteria during the 2013 session. • This lack of Medicaid expansion means: • Individuals under 100% FPL who do not meet existing Florida Medicaid eligibility criteria are not eligible for Medicaid or Marketplace subsidies • Individuals from 100 – 138% FPL will qualify for Marketplace subsidies This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 5. Key ACA Provisions
    • 6. 6 Changes to Health Plans This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Small Group and Large Group Only For individual and small group coverage that begins on or after January 1, 2014: • No preexisting condition limitations – medical history can no longer be used to determine eligibility for coverage or related premiums • Guarantee issue – everyone who applies for health coverage must be accepted • Guarantee renewability – enrollees will be able to renew their plan except in cases of fraud or non-payment of premiums • Essential Health Benefits (EHBs) – a series of services that must be covered by all plans with no lifetime maximums or annual limits • Out of pocket maximum limits – established at $6,350 for single plans, $12,700 for family plans • “Metal” level plans – categories of health plans (Platinum, Gold, Silver, Bronze) that cover the same EHBs at different cost-sharing levels • Premium tax credits – available based on household income to assist with purchasing health coverage
    • 7. 7Essential Health Benefits (EHBs) Individual and Small Group Coverage This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. • For plan years starting January 1, 2014, all non-grandfathered individual and small group health plans must cover these benefits with no annual or lifetime limits. • All state Medicaid plans must also cover these services. 1. Ambulatory patient services 2. Emergency services 3. Hospitalization 4. Maternity and newborn care 5. Mental health and substance use disorder services, including behavioral health treatment 6. Prescription drugs 7. Rehabilitative and habilitative services and devices 8. Laboratory services 9. Preventive and wellness services and chronic disease management 10.Pediatric services, including oral and vision care
    • 8. 8 Metal Level Benefit Plans This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Four Metal Level categories of health plans will be available: • Each metal plan covers the same set of Essential Health Benefits • A plan’s Metal Level is based on what a plan will pay, on average, for covered services • Metal levels are based on differences in cost-sharing and out-of-pocket costs for covered services Platinum Gold Silver Bronze Higher Premium Lower Premium
    • 9. 9 Changes to Rating Rules As of January 2014, new rating rules take effect for non-grandfathered individual and small group plans: • No pre-existing condition exclusions • No medical history or gender used in rating • Rating factors used to determine premiums limited to: – Ages of each individual applying for coverage – Single rate factor for ages 0 – 20 – Rates for adults 21 – 63 increase based on age and cannot exceed 3:1 ratio – Single rate factor for ages 64+ – Geography where the subscriber lives (individual), group is located (small group) – Tobacco use (rates may be up to 50 percent higher for tobacco users) • Rates for families will be the sum of the rate for each person to be covered, with a cap of 3 children ages 0 – 20 This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 10. 10 ACA Fees and Taxes This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Name What Who Pays How Much When Patient Centered Outcomes Research Institute (PCORI) Fee Pursues comparative clinical effectiveness research and other initiatives to improve quality and lower costs. Funded with annual fees (per covered life) each plan or policy year. Florida Blue pays fee for individuals and insured groups. ASO group employers pay fee directly to IRS. $1 per covered life, up to $2 plus. 2012 – 2019 Transitional Reinsurance Fee Funds the Transitional Reinsurance Program. Distributed to insurers in non-grandfathered individual market that attracts high-risk individuals. Health plan pays fee. ASO group employers pay fee. $5.25 PMPM for 2014. Later years TBD. 2014 – 2016 Health Insurer Fee Annual fee funds premium tax credits or subsidies for low-income individuals and families purchasing insurance through the exchange marketplace in 2014. Health insurer pays fee, but may be included in premiums. TBD 2014 and ongoing Exchange User Fee Assessed to insurers offering health plans on Exchange to cover related operational and administrative costs. Health insurer pays fee, but may be included in premiums. 3.5% of monthly premium for QHPs enrolled through exchange. 2014 and ongoing High Value Plan Tax “Cadillac Tax” fee assessed on high premium health plans. Health plan pays fee, but may be included in premium. ASO group employers pay fee. 40% of value of plan benefits that exceed thresholds. Details TBD. 2018 and beyond
    • 11. Health Insurance Marketplace (Exchange)
    • 12. 12 Health Insurance Marketplace for Individuals • Allows individual consumers to determine eligibility for financial assistance and/or public health programs, and provide information and support for them to evaluate and enroll in health plans • For January 1, 2014 effective dates, open enrollment is from 10/1/13 – 12/15/13 • Open enrollment continues 12/16/13 through 3/31/14 for February – May 2014 effective dates This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Note: Financial assistance available to applicants with incomes 100-400% of Federal Poverty Level (FPL) to help them purchase insurance in the Marketplace. • Consumer provides demographic, income, dependent information • Marketplace supports online, mail, phone, or in person applications • Application routed to HHS “data hub” to validate income, citizenship status • Marketplace provides eligibility results and amount of premium tax credit available* • Online tools and in-person support available to perform plan comparison • Enrollment and tax credit information sent to issuer of selected QHP Consumer completes Marketplace application Marketplace makes eligibility determination Consumer enrolls in Qualified Health Plan (QHP)
    • 13. 13 Advance Premium Tax Credits (Subsidies) • Household’s expected income for the coverage year is between 100% and 400% of the Federal Poverty Level (FPL): • Individual must enroll in individual coverage through the Marketplace • Individuals cannot enroll in another form of Minimum Essential Coverage, such as Medicaid, Medicare, Tricare, or employer-sponsored coverage • If married, the applicant must file a joint tax return • Subsidies are paid directly to the insurance company each month to offset premium costs for the health plan selected by the applicant. The insurance company will send a monthly bill to the enrollee for any premium balance due. 2013 FPL 100% 200% 300% 400% Single $11,490 $22,980 $34,470 $45,960 Family of 4 $23,550 $47,100 $70,650 $94,200 This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Updated 5/29/13
    • 14. 14 Individual Mandate and Penalties • The ACA imposes tax penalties on individuals and dependents who do not maintain minimum essential coverage beginning January 1, 2014 • The tax applies each month an individual and their dependents do not have qualifying coverage (exceptions exist for those who have incomes below tax filing levels or other financial hardship) • The sum of monthly penalties is the annual penalty and is the greater of: • It is important to note that the tax penalty for most people is likely to be 1% of their taxable income – NOT the $95 flat dollar amount Tax Amount 2014 2015 2016 $95 $325 $695 1% 2% 2.5% Flat dollar amount (total capped at 300% of the per person adult amount) % of taxable household income This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 15. SHOP Marketplace
    • 16. 16 Small Business Health Options Program (SHOP) • Allows small employers with up to 50 full-time employees* to purchase health insurance coverage for employees and obtain support for administrative functions related to billing and payment tasks. • Employers with business locations in multiple states will apply for the SHOP in each state they operate. Employees will enroll in coverage based on the state of their worksite location. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. *States can continue to use their definitions for the number of employees in a small group (50) until 2016. As of January 1, 2016, small groups will be defined as up to 100 full- time employees. • Employer provides group and employee data, selects metal tier and contribution amount • SHOP supports online, mail, phone, or in person applications • Online tools and in-person support available to perform plan comparison • Starting in 2015,Employee may select any QHP available at employer-sponsored coverage tier • Starting in 2015, SHOP aggregates premiums owed by employer and sends single bill** • Starting in 2015, SHOP collects payments from employer and makes payment to insurers Employer completes SHOP application Employee reviews and enrolls in SHOP QHP SHOP performs administrative functions starting in 2015
    • 17. 17 SHOP Functions Provide “employer choice” enrollment model where employer selects a single health plan to offer all employees Develop and offer premium calculator for employees to compare QHPs after application of any employer contribution Enforce 70% participation rule based on rate of employee participation in SHOP, not plan or issuer enrollment Require insurers to modify rates at uniform time and prohibit changes to employer rates Provide “employee choice” enrollment model where employer selects metal level of coverage to offer all employees; employees select any plan at that metal level Aggregate premiums and provide monthly bill to employers that reflects total amount due insurers Receive payments from employers and transfer payments to insurers Reconcile enrollment and employer participation information with insurers on a monthly basis during their plan year This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. 2014 2015
    • 18. 18 Small Business Tax Credits available to employers with 10 or fewer employees and average annual wages of less than $25,000; phases out as firm size and average wages increase. Full Credit- For tax years 2010-2013: For tax years 2014-2015: • Tax credit available for any employer-sponsored health insurance • Maximum credit 35% for small business employers • Maximum credit 25% for small tax-exempt employers (e.g., charities) • Tax credit only available for employer-sponsored health insurance in SHOP • Maximum credit 50% for small business employers • Maximum credit 35% for small tax-exempt employers Eligibility Requirements less than $50,000 Average annual wages for full-time equivalent employees must be InsurancePremiums Employer must contribute at least 50% of the cost toward each employee’s single health insurance Employer must have less than 25 employees %100 %50 Employee ContributionsEmployer Contributions $100K $50K This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 19. Employer Impacts NOTE: Employer Penalties delayed until 2015
    • 20. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. 20 Employer Notice to Employees about Marketplaces • Employers must provide all employees a notice that explains the availability of coverage through the Marketplace and that an offer of employer coverage affects the ability of employees to get coverage through the Marketplace. • Employers will be required to provide the notice to each new employee at the time of hiring beginning October 1, 2013. The notice must be provided within 14 days of an employee’s start date. • For current employees, employers must provide the notice by October 1, 2013. The notice is required to be provided at no cost to the employee. • The notice must be provided in writing in language that can be understood by the average employee. The notice may be provided by first-class mail, or electronically if the DOL electronic disclosure requirements are met. • DOL guidance: http://www.dol.gov/ebsa/pdf/tr13-02.pdf • Sample notice for employers who offer health coverage: http://www.dol.gov/ebsa/pdf/FLSAwithplans.pdf • On September 11, the DOL released guidance that indicated employers would not be penalized for failing to provide notices by October 1.
    • 21. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. 21 90 Day Waiting Period • For plan years starting in 2014, group employers cannot have a waiting period that exceeds 90 days (coverage must be effective no later than 91st day) • The 90 day maximum waiting period applies to: – Large and Small Group Employers – Insured and Self-Insured – Grandfathered and Non-Grandfathered – All employees eligible for coverage • The 90 day waiting period starts on the date an employee is eligible for coverage, typically their date of hire • For employees in a waiting period at the plan renewal date, if the employee has already waited 90 days they are immediately eligible to enroll in coverage (the employee gets credit for “time served”)
    • 22. 22Counting of Employees to Determine Group Size Employer Penalties delayed until 2015 This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Note: Businesses controlled by a single owner must be treated as a single entity for purposes of counting employees and group employer size determination for applicability of employer penalties Florida Statute 627.6699(3)(w)(1) [Formerly (3)(v)] As modified by FL SB 1842 Florida Statute 627.6699(3)(w)(2) Adopting: Affordable Care Act (ACA) 1304(b) Internal Revenue Code (IRC) 4980H [ACA Sec. 1513] Rule for counting employees Average number of “Eligible” employees employed on business days during the preceding calendar year Average of total number of all employees (e.g., W-2) employed on business days during preceding calendar year Annual average of total full-time employees and full-time equivalents (total hours worked by non-full-time staff divided by 120) Includes part-time and seasonal employees No Yes (each EE = 1) Yes (as equivalents/fractions) “Small Group” ≤50 eligible employees ≤50 total employees (Florida will adopt 1-100 SG in 2016) ≤49 FTEs Who must be offered coverage? “Eligible” full-time employees (work 25+ hours per week and has met waiting period rules) [Can Include Independent Contractors] FL: “Eligible” full-time employees (work 25+ hours per week and has met waiting period rules) [Can Include Independent Contractors] Full-time Employees (average 30 hours/week) Rule used for: • Market Segment Determination for Grandfathered Plans • Market Segment Determination for Non- Grandfathered Plans • Apply PHSA Market Reforms • Apply MLR standards • Determine SHOP eligibility • Determine Small Group Tax Credit Eligibility • Apply Employer “Pay or Play” Penalties
    • 23. 23How many hours do my employees work? Employer Penalties delayed until 2015 This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Number of Full-Time Equivalent (FTE) Employees Number of Full Time Employees working 30 or more hours per week Aggregate number of hours of service for all employees who were not employed an average of at least 30 hours per week for the month, divided by 120 Total Number of Full Time Equivalent Employees (FTEs) + = Updated 7/15/13 This calculation is done for each month, the monthly totals combined, and then divided by the number of months counted. If the result is 50 or more, the employer must offer health coverage to all full-time employees and their dependents under age 26.
    • 24. 24 Measurement 4Measurement 3Measurement 2Measurement 1 Stability 2Stability 1 JANJAN JANJAN JAN Admin 1 Stability 3 Admin 2 Admin 3 OCTOCTOCTOCT What timeframe do I use to count employee hours? Employer Penalties delayed until 2015 • Measurement period – timeframe for counting employee hours • Administrative period – identify full-time employees • Stability period – offer full-time employees health coverage This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 25. 25 How is Affordability and Minimum Value calculated? Employer Penalties delayed until 2015 Affordability: Employee contribution cannot exceed 9.5% of employee’s annual income (W-2 wages) for employee-only coverage Minimum Value (MV): Minimum share of cost for covered benefits plans must pay 60% 9.5% This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 26. 26 Employer Penalty Scenarios as of 2015 Employer Size Scenarios, Criteria Employer Penalties 1-24 Not mandatory for employer to offer coverage No penalty (employer may qualify for tax credits) 25-49 Not mandatory for employer to offer coverage No penalty 50 or more • Does not offer insurance to 95% of full-time employees • No full-time employee receives a subsidy No penalty • Does not offer insurance to 95% of full-time employees • A full-time employee receives a subsidy Penalty. Employer pays $2,000 annually times number of full-time employees, less first 30 employees • Offers insurance to 95% of full-time employees • Coverage meets Minimum Value covering at least 60% of the cost of services • Coverage is Affordable where employee share of premiums for single coverage cannot exceed 9.5% of annual W2 wages No penalty Important Note: If the employee coverage is considered affordable (regardless of the cost for family coverage), then employees and their dependents are not eligible for subsidies in the Exchange. • Offers insurance to 95% of full-time employees • Coverage does not meet Minimum Value, and/or • Coverage is not Affordable; • A full-time employee receives a subsidy Penalty. Employer pays $3,000 penalty annually for each full-time employee receiving subsidy, up to maximum of $2,000 times number of full-time employees, minus first 30 • Offers insurance to 95% of full-time employees • Coverage does not meet Minimum Value, and/or • Coverage is not Affordable • No full-time employee receives a subsidy No penalty This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan.
    • 27. 27Employer Penalties Scenario Pathways Employer Penalties delayed until 2015 This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Do you have FTEs receiving a subsidy? Do you offer coverage to 95% of FTEs? Employer pays $2,000 annually times number of full-time employees, minus first 30 employees Do you offer coverage to 95% of FTEs? Does coverage deliver minimum value? Do you have FTEs receiving a subsidy? Is coverage affordable? Do you offer coverage to 95% of FTEs? Is coverage affordable? Employer pays $3,000 penalty annually for each full-time employee receiving subsidy, up to maximum of $2,000 times number of full-time employees, minus first 30. Does at least one plan offer minimum value?
    • 28. Additional Resources
    • 29. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Learn More at Florida Blue New health care reform website now includes: • An overview of health care reform • Access to our health care reform ebook • Videos on various health care reform topics • A subsidy estimator tool • Options to call or email Florida Blue for more information 29 http://floridabluehealthcarereform.com/
    • 30. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Learn More at HealthCare.gov The official government website that includes: • An overview of health care reform • Information for individuals and small businesses on how the ACA affects them • Will be the official Marketplace website for enrollment as of October 1 30 https://www.healthcare.gov/
    • 31. This information is for illustrative purposes only and is being provided to help increase understanding of the impacts of some of the provisions of the Affordable Care Act (ACA). This document does not attempt to cover all of the law’s provisions and should not be used as legal advice for implementation activities. We encourage clients to seek professional advice including legal counsel, regarding how the new requirements may affect their specific plan. Learn More at BusinessUSA New government site designed for employers that includes: • Material on how the ACA affects small and large businesses • A tool based on size and location to help businesses learn about affordable coverage options • Relevant information from HHS, Treasury, and the SBA 31 http://business.usa.gov/healthcare

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