The document discusses the Affordable Care Act and its implications for controlling healthcare costs and mitigating risk. It notes that while the ACA aims to increase access to insurance, it does not directly address the rising costs of healthcare. The ACA will likely increase both direct costs through penalties, premiums, taxes and indirect costs through administrative expenses. It also outlines various provisions of the ACA that will impact employers and health plans, such as the establishment of state health insurance exchanges, employer mandates, Medicaid expansion and penalties for non-compliance.
20th Annual Legal & Accounting Institute - Healthcare Reform - Joshua A. Sutinsaafdn
The document summarizes key provisions of the Affordable Care Act that take effect between now and 2014 for employers, including requirements to provide preventive care benefits, distribute summaries of benefits and coverage, and pay fees. It outlines the employer mandate beginning in 2014, under which large employers that do not offer affordable, minimum value health coverage to full-time employees will face penalties. It also discusses subsidies available to individuals through state health insurance exchanges.
The document summarizes key provisions of the Affordable Care Act that will impact employers in 2013 and beyond. It outlines requirements around counting employees, defining small and large groups, waiting periods, health insurance exchanges, employer tax credits, and affordability standards. It also provides an overview of the Summary of Benefits and Coverage documents employers must provide employees and auto-enrollment provisions for larger companies.
Health care reform the financial impact on franchises a case study 11-12-12Franchise Workforce
The document discusses how health care reform will impact an employer's health insurance costs through a case study of Dodge's Stores. It finds that maintaining the current employer-sponsored insurance in 2014 would increase costs by $1.2 million due to new costs like covering previously waived employees and penalties for subsidy-eligible employees. Dropping coverage could increase costs by over $1 million due to an employee penalty and subsidies received by employees. The highest costs are incurred by continuing the current plan or dropping coverage.
Health Care Reform: The Franchise Operator's Guide 10-26-12Franchise Workforce
The document summarizes key provisions of the Affordable Care Act that take effect in 2014, including:
1) The Supreme Court upheld the individual mandate and entire Affordable Care Act.
2) State health insurance exchanges will offer plans to individuals and small businesses.
3) Most individuals will be required to have minimum essential health coverage or pay a penalty. Low-income individuals can receive subsidies.
4) Employers with 50+ full-time employees that do not offer affordable coverage may pay penalties.
5) Nondiscrimination rules are expanded to prevent fully insured group health plans from favoring highly-compensated employees.
This document provides an overview and update on upcoming health care reform provisions taking effect in 2014. Key points include:
- Beginning in 2014, employer-sponsored plans must limit waiting periods to 90 days and annual out-of-pocket costs. Essential health benefits must also be covered.
- Health insurance exchanges will be available for individuals and small businesses to purchase coverage. Employers with 50+ employees face potential penalties if not offering affordable coverage.
- Annual limits and preexisting condition exclusions will be prohibited. Premium subsidies and an individual mandate also take effect. Small business tax credits are available.
- Wellness program incentives are increasing. Expanded Medicaid coverage was ruled unconstitutional but other provisions remain on track for 2014 implementation
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
This document provides an overview of health insurance. It discusses why health insurance is needed given rising healthcare costs. It outlines the types of medical expenses that can be incurred and that most health insurance policies cover expenses related to hospitalization. There are two major types of health insurance plans - indemnity plans which reimburse expenses, and managed care plans which provide incentives to use selected healthcare providers. When determining an appropriate level of health insurance coverage, factors to consider include age, health history, income, financial obligations, profession, and the option of a floater policy that provides coverage for a family rather than individuals.
The document provides an overview of the financial impact of the Affordable Care Act. It discusses key findings including how employers will want to manage differences in insurance plan values and how supplemental benefits will grow in importance. It also summarizes effects on businesses, including a potential shift of premium costs between employers, employees, insurers and the public sector. Insurers will be required to spend a certain percentage of premiums on medical care and quality improvement activities.
20th Annual Legal & Accounting Institute - Healthcare Reform - Joshua A. Sutinsaafdn
The document summarizes key provisions of the Affordable Care Act that take effect between now and 2014 for employers, including requirements to provide preventive care benefits, distribute summaries of benefits and coverage, and pay fees. It outlines the employer mandate beginning in 2014, under which large employers that do not offer affordable, minimum value health coverage to full-time employees will face penalties. It also discusses subsidies available to individuals through state health insurance exchanges.
The document summarizes key provisions of the Affordable Care Act that will impact employers in 2013 and beyond. It outlines requirements around counting employees, defining small and large groups, waiting periods, health insurance exchanges, employer tax credits, and affordability standards. It also provides an overview of the Summary of Benefits and Coverage documents employers must provide employees and auto-enrollment provisions for larger companies.
Health care reform the financial impact on franchises a case study 11-12-12Franchise Workforce
The document discusses how health care reform will impact an employer's health insurance costs through a case study of Dodge's Stores. It finds that maintaining the current employer-sponsored insurance in 2014 would increase costs by $1.2 million due to new costs like covering previously waived employees and penalties for subsidy-eligible employees. Dropping coverage could increase costs by over $1 million due to an employee penalty and subsidies received by employees. The highest costs are incurred by continuing the current plan or dropping coverage.
Health Care Reform: The Franchise Operator's Guide 10-26-12Franchise Workforce
The document summarizes key provisions of the Affordable Care Act that take effect in 2014, including:
1) The Supreme Court upheld the individual mandate and entire Affordable Care Act.
2) State health insurance exchanges will offer plans to individuals and small businesses.
3) Most individuals will be required to have minimum essential health coverage or pay a penalty. Low-income individuals can receive subsidies.
4) Employers with 50+ full-time employees that do not offer affordable coverage may pay penalties.
5) Nondiscrimination rules are expanded to prevent fully insured group health plans from favoring highly-compensated employees.
This document provides an overview and update on upcoming health care reform provisions taking effect in 2014. Key points include:
- Beginning in 2014, employer-sponsored plans must limit waiting periods to 90 days and annual out-of-pocket costs. Essential health benefits must also be covered.
- Health insurance exchanges will be available for individuals and small businesses to purchase coverage. Employers with 50+ employees face potential penalties if not offering affordable coverage.
- Annual limits and preexisting condition exclusions will be prohibited. Premium subsidies and an individual mandate also take effect. Small business tax credits are available.
- Wellness program incentives are increasing. Expanded Medicaid coverage was ruled unconstitutional but other provisions remain on track for 2014 implementation
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
This document provides an overview of health insurance. It discusses why health insurance is needed given rising healthcare costs. It outlines the types of medical expenses that can be incurred and that most health insurance policies cover expenses related to hospitalization. There are two major types of health insurance plans - indemnity plans which reimburse expenses, and managed care plans which provide incentives to use selected healthcare providers. When determining an appropriate level of health insurance coverage, factors to consider include age, health history, income, financial obligations, profession, and the option of a floater policy that provides coverage for a family rather than individuals.
The document provides an overview of the financial impact of the Affordable Care Act. It discusses key findings including how employers will want to manage differences in insurance plan values and how supplemental benefits will grow in importance. It also summarizes effects on businesses, including a potential shift of premium costs between employers, employees, insurers and the public sector. Insurers will be required to spend a certain percentage of premiums on medical care and quality improvement activities.
This document provides an overview of the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare or healthcare reform. It begins with introductions of the presenter, Christine Price, and her qualifications as a Certified Healthcare Reform Specialist. The document then discusses how the PPACA will affect everyone in the United States to some degree, whether individuals, families, businesses or healthcare providers. It provides summaries of some key provisions and requirements of the PPACA going into effect in 2014, such as essential health benefits, health insurance exchanges, penalties for individuals and employers, and considerations around fully insured versus self-funded health plans. The presentation aims to inform audiences about the PPACA without taking a partisan
ClaimLinx specializes in consulting and benefit administration for self-funded medical plans. Their Simple Option Solution program allows employers to raise deductibles on their health plans and implement a Section 105 medical reimbursement plan to "buy back" benefits for less. This can save employers 10-80% on health costs. The implementation process involves presenting employers with customized savings projections and transitioning their plan administration to ClaimLinx as the third-party administrator. ClaimLinx handles ongoing services like claims processing and reporting to help employers lower costs while maintaining coverage for employees.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Health care reform_timeline_chart_1-28-13Eric Stern
The timeline summarizes important dates in the implementation of the Affordable Care Act between 2010 and 2018. Key provisions include:
- 2010-2011: Dependent coverage must be offered until age 26 and pre-existing conditions can be covered through high-risk pools.
- 2011-2013: Medical loss ratio and electronic transactions rules apply, health care exchanges are established.
- 2014: Most individuals must have coverage or pay a penalty and health insurance market reforms take effect.
- 2015-2018: Additional taxes and fees are imposed on health plans, and remaining ACA provisions are implemented.
Health Care Reform Implementation For Employersjpwlinkedin
The document summarizes key provisions of the Patient Protection and Affordable Care Act (PPACA) that affect employers and health insurance. It notes that PPACA requires most employers to offer minimum health coverage and individuals to purchase and maintain coverage. Major reforms take effect in 2014, including the establishment of health insurance exchanges, an individual mandate, penalties for employers not providing affordable coverage, and modified community rating standards. The document provides timelines of upcoming changes and impacts on employers between now and full implementation in 2014.
The document provides information about Birla Sun Life Insurance Company (BSLI), including:
- BSLI is a joint venture between Aditya Birla Group and Sun Life Financial Inc. of Canada.
- It has emerged as a leading player in India's life insurance industry, with over 1.5 million policies sold and a network of over 1000 agents across 100 cities.
- Kapil Dev, a famous Indian cricketer, was appointed as the company's brand ambassador to help increase its national brand recognition.
- BSLI's strengths include its multi-channel distribution network, customer-centric products and services, and strong training programs for agents.
The document summarizes a webinar for natural resources companies dealing with challenges from the COVID-19 pandemic. It discusses various options for addressing liquidity issues, the Paycheck Protection Program and other relief options in the CARES Act, potential reorganization and bankruptcy issues, and compliance considerations. Presenters provided contact information and emphasized that the situation is changing rapidly and companies should consult legal counsel.
- Employers who receive the Retiree Drug Subsidy (RDS) will lose the tax deduction for retiree drug expenses starting in 2013 due to healthcare reform regulations. This will significantly increase costs for companies with retiree prescription drug coverage.
- Self-funded Employer Group Waiver Plans (EGWPs) are emerging as an alternative to the RDS. EGWPs allow employers to contract with a prescription drug plan sponsor to provide retiree drug benefits while passing on government subsidies to reduce costs.
- EGWPs offer employers benefits like reducing costs, satisfying existing retiree benefit commitments, increasing efficiency, reducing administrative burden, and improving cash flow compared to the RDS. Employers should
This document provides an overview of a report on the role of insurance in an individual's financial planning. It discusses life insurance as a key part of financial planning and how insurance helps replace the economic value of a person's life for family or business purposes. The report examines how insurance provides benefits like credit enhancement, business continuation, and funds for retirement. It also looks at Religare Insurance Broking Limited, a leading Indian insurance broking firm, and how the company provides customized insurance solutions to individuals and corporations.
HUSC 3366 Chapter 9 Health and Disability InsuranceRita Conley
This chapter discusses health and disability insurance. It covers the importance of health insurance, different types of health insurance plans such as private insurance, Medicare and Medicaid. It also discusses factors that influence the rising costs of health care such as administrative costs and use of expensive technologies. The chapter examines sources of disability income like employer policies and social security. It emphasizes choosing adequate health and disability coverage to protect income in case of illness or injury.
HUSC 3366 Chapter 10 Financial Planning with Life InsuranceRita Conley
This chapter discusses financial planning with life insurance and annuities. It defines life insurance and methods for determining insurance needs. It distinguishes between types of life insurance companies and policies, and how to select policy provisions and buy insurance. It also recognizes how annuities can provide financial security in retirement.
HG Enterprises currently offers its 16 employees a benefits package including term life insurance, sick leave, health insurance, a 401(k) plan, and a defined benefit pension plan. The consulting firm found several issues with the current package and makes recommendations to improve benefits while lowering costs. Key recommendations include lowering health insurance premium contributions for employees, implementing a wellness program, providing unpaid maternity leave, lowering the assumed salary growth rate for pensions from 2% to 1.5%, and correcting an underestimate of life expectancy at retirement age. The changes would enhance benefits for attracting and retaining employees while reducing HG's annual costs from $331,825 to a more sustainable level.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
Health Care Reform After The Supreme Court Rulingwisdomjl
The document summarizes key aspects of the Supreme Court ruling on the Affordable Care Act and the expected impact of health care reform. It discusses the individual mandate being upheld under the taxing power, changes to insurance plans and exchanges beginning in 2014, penalties for employers not providing coverage, and increased costs and regulations for insurers, providers, and consumers. The document aims to help financial advisors and brokers understand and explain health care reform to their clients.
1. Employers with 50 or more full-time employees face new requirements under the Affordable Care Act in 2014, including providing affordable health insurance or paying penalties.
2. Key deadlines and provisions for employers in 2013 include a $2,500 limit on health care flexible spending accounts, paying a comparative effectiveness fee, and notifying employees about health insurance exchanges.
3. In 2014, employers must ensure any health plans meet requirements around affordability, adequate coverage, and automatic enrollment of new employees within 90 days of hire. Failure to comply could result in tax penalties.
Forward-‐thinking defined contribution retirement plan sponsors are recognizing the benefits of communicating to employees in a language
they can understand: monthly income. Investment solutions focused on income fundamentally improve the participant experience and ultimately deliver better outcomes.
In this presentation I discuss the best types of insurance for business owners. Our firm provides all of these services and more. Audio will soon be added.
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
This document discusses employee benefits and their administration. It begins by defining benefits and their strategic value in incentivizing employee retention. It then outlines various statutory and voluntary benefits, including retirement benefits, health insurance, life insurance, and time off. The document also covers benefit administration, communicating the value of benefits to employees, and utilizing tools like cafeteria and modular plans.
This document provides an overview of the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare or healthcare reform. It begins with introductions of the presenter, Christine Price, and her qualifications as a Certified Healthcare Reform Specialist. The document then discusses how the PPACA will affect everyone in the United States to some degree, whether individuals, families, businesses or healthcare providers. It provides summaries of some key provisions and requirements of the PPACA going into effect in 2014, such as essential health benefits, health insurance exchanges, penalties for individuals and employers, and considerations around fully insured versus self-funded health plans. The presentation aims to inform audiences about the PPACA without taking a partisan
ClaimLinx specializes in consulting and benefit administration for self-funded medical plans. Their Simple Option Solution program allows employers to raise deductibles on their health plans and implement a Section 105 medical reimbursement plan to "buy back" benefits for less. This can save employers 10-80% on health costs. The implementation process involves presenting employers with customized savings projections and transitioning their plan administration to ClaimLinx as the third-party administrator. ClaimLinx handles ongoing services like claims processing and reporting to help employers lower costs while maintaining coverage for employees.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Health care reform_timeline_chart_1-28-13Eric Stern
The timeline summarizes important dates in the implementation of the Affordable Care Act between 2010 and 2018. Key provisions include:
- 2010-2011: Dependent coverage must be offered until age 26 and pre-existing conditions can be covered through high-risk pools.
- 2011-2013: Medical loss ratio and electronic transactions rules apply, health care exchanges are established.
- 2014: Most individuals must have coverage or pay a penalty and health insurance market reforms take effect.
- 2015-2018: Additional taxes and fees are imposed on health plans, and remaining ACA provisions are implemented.
Health Care Reform Implementation For Employersjpwlinkedin
The document summarizes key provisions of the Patient Protection and Affordable Care Act (PPACA) that affect employers and health insurance. It notes that PPACA requires most employers to offer minimum health coverage and individuals to purchase and maintain coverage. Major reforms take effect in 2014, including the establishment of health insurance exchanges, an individual mandate, penalties for employers not providing affordable coverage, and modified community rating standards. The document provides timelines of upcoming changes and impacts on employers between now and full implementation in 2014.
The document provides information about Birla Sun Life Insurance Company (BSLI), including:
- BSLI is a joint venture between Aditya Birla Group and Sun Life Financial Inc. of Canada.
- It has emerged as a leading player in India's life insurance industry, with over 1.5 million policies sold and a network of over 1000 agents across 100 cities.
- Kapil Dev, a famous Indian cricketer, was appointed as the company's brand ambassador to help increase its national brand recognition.
- BSLI's strengths include its multi-channel distribution network, customer-centric products and services, and strong training programs for agents.
The document summarizes a webinar for natural resources companies dealing with challenges from the COVID-19 pandemic. It discusses various options for addressing liquidity issues, the Paycheck Protection Program and other relief options in the CARES Act, potential reorganization and bankruptcy issues, and compliance considerations. Presenters provided contact information and emphasized that the situation is changing rapidly and companies should consult legal counsel.
- Employers who receive the Retiree Drug Subsidy (RDS) will lose the tax deduction for retiree drug expenses starting in 2013 due to healthcare reform regulations. This will significantly increase costs for companies with retiree prescription drug coverage.
- Self-funded Employer Group Waiver Plans (EGWPs) are emerging as an alternative to the RDS. EGWPs allow employers to contract with a prescription drug plan sponsor to provide retiree drug benefits while passing on government subsidies to reduce costs.
- EGWPs offer employers benefits like reducing costs, satisfying existing retiree benefit commitments, increasing efficiency, reducing administrative burden, and improving cash flow compared to the RDS. Employers should
This document provides an overview of a report on the role of insurance in an individual's financial planning. It discusses life insurance as a key part of financial planning and how insurance helps replace the economic value of a person's life for family or business purposes. The report examines how insurance provides benefits like credit enhancement, business continuation, and funds for retirement. It also looks at Religare Insurance Broking Limited, a leading Indian insurance broking firm, and how the company provides customized insurance solutions to individuals and corporations.
HUSC 3366 Chapter 9 Health and Disability InsuranceRita Conley
This chapter discusses health and disability insurance. It covers the importance of health insurance, different types of health insurance plans such as private insurance, Medicare and Medicaid. It also discusses factors that influence the rising costs of health care such as administrative costs and use of expensive technologies. The chapter examines sources of disability income like employer policies and social security. It emphasizes choosing adequate health and disability coverage to protect income in case of illness or injury.
HUSC 3366 Chapter 10 Financial Planning with Life InsuranceRita Conley
This chapter discusses financial planning with life insurance and annuities. It defines life insurance and methods for determining insurance needs. It distinguishes between types of life insurance companies and policies, and how to select policy provisions and buy insurance. It also recognizes how annuities can provide financial security in retirement.
HG Enterprises currently offers its 16 employees a benefits package including term life insurance, sick leave, health insurance, a 401(k) plan, and a defined benefit pension plan. The consulting firm found several issues with the current package and makes recommendations to improve benefits while lowering costs. Key recommendations include lowering health insurance premium contributions for employees, implementing a wellness program, providing unpaid maternity leave, lowering the assumed salary growth rate for pensions from 2% to 1.5%, and correcting an underestimate of life expectancy at retirement age. The changes would enhance benefits for attracting and retaining employees while reducing HG's annual costs from $331,825 to a more sustainable level.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
Health Care Reform After The Supreme Court Rulingwisdomjl
The document summarizes key aspects of the Supreme Court ruling on the Affordable Care Act and the expected impact of health care reform. It discusses the individual mandate being upheld under the taxing power, changes to insurance plans and exchanges beginning in 2014, penalties for employers not providing coverage, and increased costs and regulations for insurers, providers, and consumers. The document aims to help financial advisors and brokers understand and explain health care reform to their clients.
1. Employers with 50 or more full-time employees face new requirements under the Affordable Care Act in 2014, including providing affordable health insurance or paying penalties.
2. Key deadlines and provisions for employers in 2013 include a $2,500 limit on health care flexible spending accounts, paying a comparative effectiveness fee, and notifying employees about health insurance exchanges.
3. In 2014, employers must ensure any health plans meet requirements around affordability, adequate coverage, and automatic enrollment of new employees within 90 days of hire. Failure to comply could result in tax penalties.
Forward-‐thinking defined contribution retirement plan sponsors are recognizing the benefits of communicating to employees in a language
they can understand: monthly income. Investment solutions focused on income fundamentally improve the participant experience and ultimately deliver better outcomes.
In this presentation I discuss the best types of insurance for business owners. Our firm provides all of these services and more. Audio will soon be added.
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
This document discusses employee benefits and their administration. It begins by defining benefits and their strategic value in incentivizing employee retention. It then outlines various statutory and voluntary benefits, including retirement benefits, health insurance, life insurance, and time off. The document also covers benefit administration, communicating the value of benefits to employees, and utilizing tools like cafeteria and modular plans.
In early July, the Department of Treasury announced it is delaying a key mandate of the Affordable Care Act: what's known as the 'Pay or Play' mandate. While pushing pause on this mandate gives large employers another year to prepare, we strongly advise businesses not to wait to start making strategic decisions. For more information, contact Fraser Trebilcock Senior Health Care and Business Attorney Mike James at mjames@fraserlawfirm.com or 517.377.0823. You can also find more information at www.milhealthlaws.com.
Health care reform continues with implementation of the Affordable Care Act. Starting in 2014, employers face new requirements and penalties related to health insurance coverage for employees. Exchanges will offer individuals and small businesses the ability to purchase qualified health plans, and individuals will be subject to penalties if they do not obtain compliant coverage. Reporting of health plan costs and coverage will also be required of employers.
Get ready for the Affordable Care Act. The light you see is the oncoming train!
Lot's of things happening, not too many answers and it will take a few years to flesh it all out.
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How Does Obamacare Impact Your Business Planning?Tilson
The Supreme Court has upheld the PPACA and its implementation is full steam ahead. Now is the time to begin preparing for the impact on your business and your employees. Many have forgotten the complexity, decisions, and regulatory requirements of this legislation. As we all know, the devil is in the details.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
Healthcare Reform Questions - Not Offering Coverage Rea & Associates
Questions from a recent healthcare reform webinar and corresponding answers about what happens when a company decides not to offer healthcare coverage to employees - Rea Associates - Ohio Accounting Firm.
The document presents strategies and services from Advanced Benefit Design Institute for reducing employer healthcare costs. It promotes replacing traditional insurance with self-insured plans that refund unused claim funds to employers. The company also offers population health management tools, wellness programs, and consulting services to help lower costs through improved employee health and reduced medical spending. Contact information is provided at the end.
Open enrollment is the only time of year to get an individual policy without a qualifying life event. Our webinar makes sure you and your employees are prepared.
This chapter discusses employee benefits and their management. It covers the growth in benefits costs due to laws and taxes. Common benefit programs in the US include social insurance, private group insurance, retirement plans, and family-friendly policies. The chapter also examines strategies for controlling benefits costs, such as healthcare plans, wellness programs, and regulatory compliance. Effective communication with employees about benefits is also discussed.
Most employees are unaware of the level of disability protection their employers provide and executives' needs are not fully met by traditional group plans. An executive disability income plan can address shortfalls by utilizing both group LTD and individual disability insurance to provide enhanced, portable coverage for executives. This comprehensive strategy provides stronger benefits to attract and retain key talent.
Health Decisions Webinar: December 2012 union trustsSi Nahra
Every major reform has winners and losers. Obamacare is no exception. With all the talk about state health exchanges, new fees, and pay-or-play, the opportunity for union trusts to be big winners can be easily overlooked. This webinar will present that perspective. We start by exploring the differences between union trusts and other self-funded plans. Those differences afford union trusts the ability to offer their members a health coverage experience that can be more attractive and less costly than traditional employer-controlled coverage. Those differences, if pursued by union trusts, can also assist in recruiting union membership and countering the impacts of right-to-work and other anti-union initiatives. While not inevitable, the perspective shared in this webinar is as probable as the predictions of doom and gloom that so permeate the discussion around health reform.
For more information, please visit: http://www.healthdecisions.com
Post-Election: Health Care Reform Here to StayBrett Webster
The document summarizes key implications of the Affordable Care Act (ACA) for employers and health plan sponsors following the 2012 election. It discusses that the ACA is likely here to stay given the election results. It outlines various ACA provisions taking effect through 2014 that will impact employers, such as new insurance mandates, reporting requirements, fees and penalties. It also notes ongoing regulatory uncertainty around some ACA provisions.
This document provides an overview of human resource management and employee benefits. It discusses the strategic reasons why employers provide benefits, different types of benefits including mandated, voluntary, security and retirement benefits. Specific benefits like health insurance, pensions and time off are explained in detail. The document also covers administering benefits programs and using technology and flexible plans to improve benefits communication.
This document addresses some of the key health care reform regulations coming into play now and in the near future, including benefit plan changes, employee communications, payroll issues, fees and shared responsibility.
1. Mitigating Risk and Controlling Healthcare
Costs: A Post Election Look at the
Affordable Care Act
November 28, 2012
Presented in partnership with:
hashtag #adpwebinar