The sweeping 20,000-page Patient Protection and Affordable Care Act created a compliance and reporting challenge for almost every employer – then later revisions further complicated the picture.
Does it apply to my company? How do I determine which employees might be eligible for coverage? What reporting requirements do I have? If I don’t do everything correctly, what penalties could there be? You’re not alone in wondering. That’s why AGH’s human resource and payroll professionals have put together this guide to give you some of the basics of ACA reporting.
Use this checklist to know if your organization is ready for Affordable Care Act (ACA) reporting in 2016. Employee statement forms 1095-C or 1094-C must be provided to employees by 2/1/16. IRS returns must be filed by 2/29/16 if mailed in or 3/31/16 if filed electronically.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
Use this checklist to know if your organization is ready for Affordable Care Act (ACA) reporting in 2016. Employee statement forms 1095-C or 1094-C must be provided to employees by 2/1/16. IRS returns must be filed by 2/29/16 if mailed in or 3/31/16 if filed electronically.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
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
For 2018, Rev. Proc. 17-36 decreases the affordability contribution percentage to 9.56 percent. This means that employer-sponsored coverage will be considered affordable under the employer shared responsibility rules if the employee's required contribution for self-only coverage does not exceed 9.56 percent of the employee's household income for the tax year.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
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.
The Affordable Care Act and Its Impact on Workers’ CompensationCognizant
While the Affordable Care Act (ACA) is expected to reduce the number of uninsured and improve personal wellness in the U.S., the law's changes in workforce definitions will significantly impact workforce dynamics, employee hiring, employers' benefits strategies and wellness programs -- requiring a reevaluation of how workers' compensation is accounted for and delivered.
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
Health Care Reform - Small Business Health Options Program (SHOP) UpdatesCBIZ, Inc.
One of the components of the Affordable Care Act is the Small Business Health Options Program (SHOP). The SHOP is the marketplace, sometimes referred to as “exchange”, specific to small employers.
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
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
For 2018, Rev. Proc. 17-36 decreases the affordability contribution percentage to 9.56 percent. This means that employer-sponsored coverage will be considered affordable under the employer shared responsibility rules if the employee's required contribution for self-only coverage does not exceed 9.56 percent of the employee's household income for the tax year.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
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.
The Affordable Care Act and Its Impact on Workers’ CompensationCognizant
While the Affordable Care Act (ACA) is expected to reduce the number of uninsured and improve personal wellness in the U.S., the law's changes in workforce definitions will significantly impact workforce dynamics, employee hiring, employers' benefits strategies and wellness programs -- requiring a reevaluation of how workers' compensation is accounted for and delivered.
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
Health Care Reform - Small Business Health Options Program (SHOP) UpdatesCBIZ, Inc.
One of the components of the Affordable Care Act is the Small Business Health Options Program (SHOP). The SHOP is the marketplace, sometimes referred to as “exchange”, specific to small employers.
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
Obamacare in Pictures: Visualizing the Effects of the Patient Protection and ...The Heritage Foundation
“Obamacare in Pictures: Visualizing the Effects of the Patient Protection and Affordable Care Act” shows in detail the impact of the sweeping health care law for Americans.
Five years have passed since the Affordable Care Act was enacted, and we’re well into the second year of full implementation. In this set of slides, Commonwealth Fund president, David Blumenthal, reviews what's happened so far, and what's next.
How does the Affordable Care Act affect your employee group? Get the basics here! Contact Erin Hart for more specific questions about your group.
ph: 412-657-3028
Affordable Care Act Reporting Requirements for 2015 [Webinar Slides]Sikich LLP
Generally speaking, an employer will not have any reporting requirement if it has fewer than 50 full-time and full-time equivalent employees in its controlled group and it sponsors a fully insured medical plan. All other employers will have at least some reporting. This appears to include employers with 50 to 99 employees for 2015 – even though the employer-shared responsibility requirement has been delayed until 2016 for most employers in this group, reporting is still needed to help determine whether individual employees owe penalties or are eligible for premium subsidies.
Ted Ginsburg, CPA, JD from Skoda Minotti's Employee Benefits group provides an update on the Affordable Care Act (ACA) for employers who were not subject to it in 2015, but are facing IRS filing requirements moving forward.
Overwhelmed by ever-changing Affordable Care Act regulations? You aren’t alone. The new wave of requirements are here, and that means new employer shared responsibility reporting rules for your business in 2015...or big fines if you don’t comply.
Check out our ACA presentation with health care reform and employee benefits experts from Arthur J. Gallagher & Co. and PeopleMatter to:
- Find out what the mandatory Section 6055/6056 reporting is, who it applies to in 2015 and why it’s so important
- Learn how to report minimum essential coverage, offers of coverage, full-time employee status and other essential elements of these forms to ensure compliance
- Get actionable tips on how to collect employee information, stay ahead of deadlines, save time and ease administrative burdens
- See hiring/scheduling tools designed to help you plan strategically and avoid reporting fines that can reach $1.5M
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
Starting in 2015, HR professionals will need to start collecting data to file forms to comply with IRC (Internal Revenue Code) Section 6055 and IRC Section 6056. This is a requirement mandated by the Affordable Care Act and will allow the government to collect data on the health care coverage offered by companies to employees and their dependents.
SterlingRisk - Tackling ACA Reporting Feb 2014ntoscano50
February 11, 2015
SterlingRisk and Proskauer Present: ACA Reporting Requirements (Code Sections 6055/6056)
Hosted by SterlingRisk and Presented by Stacy Barrow, Esq. from Proskauer
Stacy Barrow, Esq. from Proskauer reviewed the complex reporting requirements on employers that will be used to determine whether the employer is liable for an employer shared responsibility payment and the required reporting forms. This webinar was geared towards employers with 50 or more full-time equivalent employees or those with self-insured group health plans. The ACA imposes complex reporting requirements on employers that will be used to determine whether the employer is liable for an employer shared responsibility payment (a penalty for failure to offer qualifying coverage to full-time employees).
Fraser Trebilcock attorneys Beth Latchana and Mark Kellogg spoke this week at the Institute of Continuing Legal Education’s 27th Annual Tax Conference. In their overview of health care reform, they detailed most important aspects of the ACA, including: the health insurance marketplace, employer classification, the Pay or Play Mandate, reporting requirements, group health plan mandates, the individual insurance mandate, the Small Business Health Option Program, and the Small Business Health Care Affordability Tax Credits.
Health Care Reform Reporting: What you need to know to be ready for January 1...Tanya Gonzalez
When the calendar flips over to 2015, health reform’s new data gathering requirements for IRS Code Sections 6055 and 6056 reporting go into effect. Under these new reporting rules, employers with over 50 or over 100 full-time employees must provide information to the IRS about their group size and the health plan coverage they offer (or do not offer) to their employees.
How to Report Health Care Costs on an Employee's W-2BenefitMall
As of January 1, 2013, certain employers must report the cost of health care coverage provided under an employer-sponsored group health plan on employees’ W-2 forms. This requirement became effective as of January 1, 2012 but was deferred by making the requirement optional for employee’s Tax Year 2011 W-2 forms. The requirement is now effective for employee Tax Year 2012 W-2 forms that will be issued in 2013.
What Is Life After Coronavirus? Working Through The PPP Loan Forgiveness Appl...Rea & Associates
Doug Houser and Paul McEwan of the SBA & PPP Loan Task Force at Rea & Associates are back and, with the official release of the Paycheck Protection Program (PPP) Loan Forgiveness Application by the Small Business Administration, are ready to present a special 90-minute, interactive webcast that will help you make sense of the application while providing much-needed clarity on a variety of factors pertaining to PPP Loans.
Be sure to join Doug and Paul as they walk attendees through the formal application and attempt to explain the various complexities found within this document. Specifically, during this presentation, you will hear:
- Discussion about the most recent official guidance of the PPP Loan and how to navigate PPP Forgiveness.
- A complete review of the PPP Forgiveness Application.
- About PPP Forgiveness Application's Critical Issues/FAQ’s.
- How to protect your business through risk mitigation and building a file.
Health Reform Bulletin Oct, 2015 - Amendments to the small employer definitio...CBIZ, Inc.
The latest Health Reform Bulletin is here! This bulletin is chock full of information from a new law that amends the definition of small employer, finalized ACA reporting forms 1094 and 105 and adjusted PCORI fees and much more. Check out some more in-depth information above.
Health Care Reform Reporting Requirements for Employers and Health PlansThe Gardner Group
This Legislative Brief provides a summary of ACA's reporting requirements for employers and health plans. It summarizes Form W-2 reporting, applicable large employer health coverage reporting under Code section 6056, reporting of health coverage by health insurance issuers and sponsors of self-insured plans under Code section 6055, transparency in coverage reporting and quality of care reporting. It has been updated for final regulations on the section 6055 and 6056 reporting requirements.
FAQs about the Affordable Care Act’s (ACA) Employer Shared Responsibility Rep...CBIZ, Inc.
The Affordable Care Act (ACA) is a monumental change to our healthcare system, and with new reporting requirements comes new questions. This fact sheet provides answers to the most frequently asked questions to help you better understand the ins and outs of the ACA.
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
Financial institutions face implementation of a new accounting requirement that was issued in June of 216 by the Financial Accounting Standards Board (FASB), Financial Instruments – Credit Losses (Topic 326) commonly referred to as “CECL.” This new standard will become effective in 2020 for SEC filers and 2021 for all other entities – but compliance requires significant review and potential change in many aspects of governance, risk management, credit models and other aspects of operations, so banks must prepare well before the implementation date to be ready by then. CECL, or current expected credit losses, represents a major change in how banks will be expected to estimate losses in the allowance for loan and lease losses (ALLL). This presentation, provided at a Kansas Bankers Association meeting in November 2016, gives an overview of CECL and how to prepare for compliance with it.
On May 18, 2016, the US Department of Labor announced a dramatic change to the salary threshold for overtime pay – an increase from $23,660 to $47,476. This infographic explains the changes affecting overtime pay eligibility and what your organization should do to comply with the new rules.
If you have any questions, please contact Carrie Cox, PHR, SHRM-CP, at 316.291.4022 or Carrie.Cox@aghlc.com.
What is the right way to conduct effective meetings between managers and direct reports? Use the checklist below to get the most from one-on-one meetings.
Planning how to transition out of your business is a critical decision for executives and entrepreneurs. If you’re considering selling the business – either to external or internal interests – get a head-start on the process with these questions you’ll want to have or find answers for if you decide to sell.
Planning how to transition out of your business is a critical decision for executives and entrepreneurs. If you’re considering selling the business – either to external or internal interests – get a head-start on the process with these questions you’ll want to have or find answers for if you decide to sell.
For many organizations, it’s not IF you’re experiencing fraud, but WHERE it’s happening. Although small or medium-sized entities likely don’t have the resources for sophisticated fraud-prevention strategies, this presentation outlines ways to mitigate the most important fraud risks by understanding where fraud is mostly likely to occur and putting some simple processes in place. To view her webinar about this topic, contact Cindy for the link!
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
Leading the Way in Nephrology: Dr. David Greene's Work with Stem Cells for Ki...Dr. David Greene Arizona
As we watch Dr. Greene's continued efforts and research in Arizona, it's clear that stem cell therapy holds a promising key to unlocking new doors in the treatment of kidney disease. With each study and trial, we step closer to a world where kidney disease is no longer a life sentence but a treatable condition, thanks to pioneers like Dr. David Greene.
How many patients does case series should have In comparison to case reports.pdfpubrica101
Pubrica’s team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
India Clinical Trials Market: Industry Size and Growth Trends [2030] Analyzed...Kumar Satyam
According to TechSci Research report, "India Clinical Trials Market- By Region, Competition, Forecast & Opportunities, 2030F," the India Clinical Trials Market was valued at USD 2.05 billion in 2024 and is projected to grow at a compound annual growth rate (CAGR) of 8.64% through 2030. The market is driven by a variety of factors, making India an attractive destination for pharmaceutical companies and researchers. India's vast and diverse patient population, cost-effective operational environment, and a large pool of skilled medical professionals contribute significantly to the market's growth. Additionally, increasing government support in streamlining regulations and the growing prevalence of lifestyle diseases further propel the clinical trials market.
Growing Prevalence of Lifestyle Diseases
The rising incidence of lifestyle diseases such as diabetes, cardiovascular diseases, and cancer is a major trend driving the clinical trials market in India. These conditions necessitate the development and testing of new treatment methods, creating a robust demand for clinical trials. The increasing burden of these diseases highlights the need for innovative therapies and underscores the importance of India as a key player in global clinical research.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
We understand the unique challenges pickleball players face and are committed to helping you stay healthy and active. In this presentation, we’ll explore the three most common pickleball injuries and provide strategies for prevention and treatment.
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
Defecation
Normal defecation begins with movement in the left colon, moving stool toward the anus. When stool reaches the rectum, the distention causes relaxation of the internal sphincter and an awareness of the need to defecate. At the time of defecation, the external sphincter relaxes, and abdominal muscles contract, increasing intrarectal pressure and forcing the stool out
The Valsalva maneuver exerts pressure to expel faeces through a voluntary contraction of the abdominal muscles while maintaining forced expiration against a closed airway. Patients with cardiovascular disease, glaucoma, increased intracranial pressure, or a new surgical wound are at greater risk for cardiac dysrhythmias and elevated blood pressure with the Valsalva maneuver and need to avoid straining to pass the stool.
Normal defecation is painless, resulting in passage of soft, formed stool
CONSTIPATION
Constipation is a symptom, not a disease. Improper diet, reduced fluid intake, lack of exercise, and certain medications can cause constipation. For example, patients receiving opiates for pain after surgery often require a stool softener or laxative to prevent constipation. The signs of constipation include infrequent bowel movements (less than every 3 days), difficulty passing stools, excessive straining, inability to defecate at will, and hard feaces
IMPACTION
Fecal impaction results from unrelieved constipation. It is a collection of hardened feces wedged in the rectum that a person cannot expel. In cases of severe impaction the mass extends up into the sigmoid colon.
DIARRHEA
Diarrhea is an increase in the number of stools and the passage of liquid, unformed feces. It is associated with disorders affecting digestion, absorption, and secretion in the GI tract. Intestinal contents pass through the small and large intestine too quickly to allow for the usual absorption of fluid and nutrients. Irritation within the colon results in increased mucus secretion. As a result, feces become watery, and the patient is unable to control the urge to defecate. Normally an anal bag is safe and effective in long-term treatment of patients with fecal incontinence at home, in hospice, or in the hospital. Fecal incontinence is expensive and a potentially dangerous condition in terms of contamination and risk of skin ulceration
HEMORRHOIDS
Hemorrhoids are dilated, engorged veins in the lining of the rectum. They are either external or internal.
FLATULENCE
As gas accumulates in the lumen of the intestines, the bowel wall stretches and distends (flatulence). It is a common cause of abdominal fullness, pain, and cramping. Normally intestinal gas escapes through the mouth (belching) or the anus (passing of flatus)
FECAL INCONTINENCE
Fecal incontinence is the inability to control passage of feces and gas from the anus. Incontinence harms a patient’s body image
PREPARATION AND GIVING OF LAXATIVESACCORDING TO POTTER AND PERRY,
An enema is the instillation of a solution into the rectum and sig
Navigating the Health Insurance Market_ Understanding Trends and Options.pdfEnterprise Wired
From navigating policy options to staying informed about industry trends, this comprehensive guide explores everything you need to know about the health insurance market.
3. 3|
Introduction
The sweeping 20,000-page Patient
Protection and Affordable Care Act
created a compliance and reporting
challenge for almost every employer
– then later revisions further
complicated the picture.
Does it apply to my company? How
do I determine which employees
might be eligible for coverage? What
reporting requirements do I have? If I
don’t do everything correctly, what
penalties could there be?
You’re not alone in wondering. That’s
why AGH’s human resource and
payroll professionals have put
together this guide to give you some
of the basics of ACA reporting.
Questions? Contact AGH’s
organizational development
professionals at 316.291.4022.
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
NOTE: Information in this document has been obtained by Allen, Gibbs & Houlik, L.C. from
sources believed to be reliable. However, AGH does not guarantee the accuracy nor
completeness of any information. This communication does not and is not intended to provide
legal, accounting or other professional advice or opinions on specific facts or matters, and
accordingly, AGH assumes no liability whatsoever in connection with its use. Nothing in this
communication can be used to avoid penalties that may be imposed by a governmental taxing
authority or agency.
5. 5|
Are you an
applicable large
employer (ALE)?
One of the most important things to
understand is whether you are
classified as an ALE.
In general, an ALE is an employer
with 50 or more full-time or full-time
equivalent employees.
For help determining whether you fall
under the applicable large employer
status, visit irs.gov/Affordable-Care-
Act/Employers/Determining-if-an-
Employer-is-an-Applicable-Large-
Employer .
Please note: regardless of the
number of employees, any
organization that has a self-funded
health care plan is required to
complete ACA reporting.
ALEs and self-insured companies are
currently the only organizations who
are required to complete ACA
reporting, although that requirement
could change in future years.
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
7. 7|
What are the basic
ACArequirements?
If you have determined that you are an ALE, you should become familiar with
these four areas of basic requirements for ACA compliance and reporting:
Employer Mandate
Plan Requirements*
Reporting Requirements
Required Notes
*Plan requirements apply to all employers with health plans, regardless of size.
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
8. 8|
Employer mandate
& plan requirements
Applicable large employers must offer
health coverage to substantially all of
their full-time employees and
dependents or pay a penalty if any full-
time employee receives a government
subsidy for health coverage through an
insurance exchange.
Employee health plans must include
the following (not all-inclusive):
• Free preventive care
• Expanded preventive care services for
women
• No annual limits for essential health
benefits
• Waiting periods cannot exceed 90
days
• No exclusion for pre-existing conditions
• Coverage for clinical trial participants
• Limits on cost sharing
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
9. 9|
Reporting
requirements
The following reporting is required for ALEs and sponsors of self-
insured plans effective 1/1/2015:
• Compliance with IRC Sections 6055 and 6056
• Reporting for calendar year regardless of plan year
• Applicable Large Employers (ALEs) must file Forms 1094-C and 1095-C
• Sponsors of self-insured plans of non-ALEs must file Forms 1094-B and
1095-C (Insurers also file these forms)
• Employee statement (1095-C or 1094-B) must be provided to employees by
Jan. 31
• IRS returns must be filed by Feb. 28 (March 31 if filed electronically)
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
10. 10|
Required notices
Employers must issue the following notices to employees as applicable:
• Statement of grandfathered status
• Notice of patient protections and selection of providers (annually)
• Summary of Benefits and Coverage (SBC) – annually and to new enrollees
• Notice of marketplace exchange (2013) and to new hires
• 60-day notice of plan changes outside of regular open enrollment periods
• Notice of rescission
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
12. 12|
When does
information need to
be reported?
Reporting requirements for all Applicable Large Employers (ALEs) took effect
1/1/15. All ALEs must report for the prior calendar year as outlined
below:
• Employee statement (1095-C or 1094-C) must be provided to employee by
January 31, unless that date falls on a Sunday.
• IRS returns must be filed by February 28 (March 31 if filed electronically)
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
13. 13|
What is required for
information
reporting?
For Applicable Large Employers:
• Who was a full-time (or full-time
equivalent) employee for each month
• Total employee counts for each
month
• Name, address and other
identifying information for both the
employer and each employee
• What health care coverage was
offered for each month, if any
• The employee share of the monthly
premium for lowest-cost self-only
minimum value coverage
• Which months each employee was
in enrolled in your coverage
• Which months your organization
met affordability safe harbor
requirements (see the IRS website
here for more information:
https://www.irs.gov/Affordable-Care-
Act/Employers/Questions-and-
Answers-on-Employer-Shared-
Responsibility-Provisions-Under-the-
Affordable-Care-Act - Question 19)
• If you offer a self-insured plan,
information about the covered
individuals in each plan
• Whether your organization is
eligible for transition relief (see the
IRS website for organizations which
may have different requirements for
reporting and coverage)
For non-ALE self-insured plan
sponsors:
• Name, address and other identifying
information for both the employer and
each employee
• Name, SSN and months of
coverage for each covered individual
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
November 2015
14. 14|
MEC = Minimum Essential Coverage MV = Minimum Value
Coverage Codes Use this table to determine the proper coverage code to use for line 14 of form
1095-C:
Code Explanation
1A Qualifying offer: MEC providing MV offered to full-time employee with
employee contribution for self-only coverage =< 9.5% of single federal
poverty line & at least MEC offered to spouse & dependents
1B MEC providing MV offered to employee only
1C MEC providing MV offered to employee and at least MEC offered to
dependent(s) (not spouse)
1D MEC providing MV offered employee and at least MEC offered to spouse
(not dependent(s)
1E MEC providing MV offered to employee and at least MEC offered to
dependent(s) and spouse
1F MEC NOT providing MV offered to employee, or employee and spouse
or dependent(s) or employee, spouse and dependent(s)
1G Offer of coverage to employee who was not a full-time employee for any
month of the calendar year and who enrolled in self-insured coverage for
one or more months of the calendar year
1H No offer of coverage (employee not offered any health coverage or
employee offered coverage that is not MEC)
1I Reserved
1J MEC providing MV to employee, and conditional offer of MEC to spouse
(but not dependents)
1K MEC providing MV to employee, and dependents, and conditional offer
to MEC to spouse.
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
15. 15|
Safe Harbor Codes Use this table to determine the proper safe harbor code to use for line 16 of
form 1095-C:
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
Code Explanation
2A Employee not employed during the month
2B Employee not a FT employee
2C Employee enrolled in coverage offered
2D Employee in a limited non-assessment period
2E Multiemployer interim rule relief
2F Section 4980H affordability Form W-2 safe harbor
2G Section 4980H affordability federal poverty line safe harbor
2H Section 4980H affordability rate of pay safe harbor
2I Reserved
17. 17|
What is the risk for
non-compliance?
Introduction
ALE Status
Basic Requirements
Reporting Requirements
Penalties
Compliance Area: Penalty (adjusted annually for inflation):
For Applicable Large Employers (ALEs) not providing
health care coverage for employees
(triggered by any employee who receives a premium
tax credit through the exchange)
$2,000 per employee per year (calculated on a monthly
basis). Take the number of full-time employees (minus
80 in 2015; minus 30 in subsequent years) times
$166.67 for each month.
For ALEs who provide coverage but it is not affordable
or does not meet minimum value requirements
(triggered by the employee who receives a premium
tax credit through the exchange)
$3,000 per employee per year who obtains coverage
through the exchange (calculated on an monthly basis)
For any employer not complying with general ACA
requirements
$100 per employee per day
For any employer not complying with information
reporting requirements
$250 per employee per day; capped at $3M
Double for not reporting to IRS and to employees
Penalties may be assessed for non-compliance in several areas:
November 2015