This document provides a timeline and overview of key provisions and deadlines established by the Patient Protection and Affordable Care Act (ACA). Some of the major provisions that took effect from 2010-2018 include requiring insurance plans to cover dependents up to age 26, prohibiting denial of coverage due to pre-existing conditions, establishing health insurance exchanges, expanding Medicaid eligibility, and implementing individual and employer mandates. The timeline highlights how various insurance market reforms, taxes, and penalties were phased in over this period to increase access to health insurance coverage.
The Patient Protection and Affordable Care Act (PPACA) timeline outlines key provisions and their implementation dates between 2010-2018. Major provisions include prohibiting pre-existing condition exclusions (2010), expanding dependent coverage to age 26 (2010), establishing state-based health insurance exchanges (2014), an individual mandate to purchase insurance (2014), an employer mandate for firms with 50+ employees (2015), and a tax on high-cost "Cadillac" plans (2018). The timeline provides an overview of how PPACA rolls out major health insurance reforms over an 8 year period.
The document summarizes key provisions and effective dates of the Patient Protection and Affordable Care Act (ACA). It outlines that the ACA will expand Medicaid eligibility, require most individuals to have health insurance, create health insurance exchanges, and impose new regulations on health plans. It provides details on changes that take effect immediately in 2010, as well as changes effective in 2011-2014, such as employer requirements, health insurance market reforms, and the individual mandate.
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.
Legislative Update Patient Protections And Affordable Care Act Timeline 4 1...ForestFinancialGroup
Forest Financial Group provides a legislative update on the timeline for implementation of the Patient Protection and Affordable Care Act. Key provisions beginning in 2010 include a temporary reinsurance program for early retirees, establishing high-risk pools, and requiring dependent coverage until age 26. Starting in 2014, major reforms take effect such as prohibiting pre-existing condition exclusions, establishing health insurance exchanges, and expanding Medicaid eligibility. An excise tax on high-cost health plans begins in 2018.
This document provides an overview and summary of key provisions of the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Reconciliation Act (HCERA). It discusses fundamentals such as definitions of large employers, full-time employees, and grandfathered plans. It also summarizes requirements for health insurance exchanges, essential health benefits, employer penalties, the small business tax credit, early retiree subsidy, and coverage mandates for grandfathered and non-grandfathered plans. The document is intended to help attendees understand and comply with health care reform regulations.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
The document provides an overview and update on the status of federal health care reform in the United States. It discusses the key provisions of the 2010 Patient Protection and Affordable Care Act including the individual mandate, upcoming employer mandates, health insurance exchanges, and tax credits. It also summarizes recent regulatory delays and developments in implementation at the federal and state level in Oregon.
The document discusses how the Affordable Care Act (ACA) will affect small businesses and their employees. It notes that smaller businesses are less likely than larger ones to offer health insurance. It explains that under the ACA, small businesses can keep existing "grandfathered" plans, but new requirements will apply to other plans. New plans purchased by small businesses must guarantee coverage regardless of health status, cover essential benefits, and meet other standards. The ACA also creates insurance exchanges for small businesses to purchase coverage more easily and provides tax credits to help cover costs. However, some small employers may face penalties if they do not offer affordable coverage.
The Patient Protection and Affordable Care Act (PPACA) timeline outlines key provisions and their implementation dates between 2010-2018. Major provisions include prohibiting pre-existing condition exclusions (2010), expanding dependent coverage to age 26 (2010), establishing state-based health insurance exchanges (2014), an individual mandate to purchase insurance (2014), an employer mandate for firms with 50+ employees (2015), and a tax on high-cost "Cadillac" plans (2018). The timeline provides an overview of how PPACA rolls out major health insurance reforms over an 8 year period.
The document summarizes key provisions and effective dates of the Patient Protection and Affordable Care Act (ACA). It outlines that the ACA will expand Medicaid eligibility, require most individuals to have health insurance, create health insurance exchanges, and impose new regulations on health plans. It provides details on changes that take effect immediately in 2010, as well as changes effective in 2011-2014, such as employer requirements, health insurance market reforms, and the individual mandate.
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.
Legislative Update Patient Protections And Affordable Care Act Timeline 4 1...ForestFinancialGroup
Forest Financial Group provides a legislative update on the timeline for implementation of the Patient Protection and Affordable Care Act. Key provisions beginning in 2010 include a temporary reinsurance program for early retirees, establishing high-risk pools, and requiring dependent coverage until age 26. Starting in 2014, major reforms take effect such as prohibiting pre-existing condition exclusions, establishing health insurance exchanges, and expanding Medicaid eligibility. An excise tax on high-cost health plans begins in 2018.
This document provides an overview and summary of key provisions of the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Reconciliation Act (HCERA). It discusses fundamentals such as definitions of large employers, full-time employees, and grandfathered plans. It also summarizes requirements for health insurance exchanges, essential health benefits, employer penalties, the small business tax credit, early retiree subsidy, and coverage mandates for grandfathered and non-grandfathered plans. The document is intended to help attendees understand and comply with health care reform regulations.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
The document provides an overview and update on the status of federal health care reform in the United States. It discusses the key provisions of the 2010 Patient Protection and Affordable Care Act including the individual mandate, upcoming employer mandates, health insurance exchanges, and tax credits. It also summarizes recent regulatory delays and developments in implementation at the federal and state level in Oregon.
The document discusses how the Affordable Care Act (ACA) will affect small businesses and their employees. It notes that smaller businesses are less likely than larger ones to offer health insurance. It explains that under the ACA, small businesses can keep existing "grandfathered" plans, but new requirements will apply to other plans. New plans purchased by small businesses must guarantee coverage regardless of health status, cover essential benefits, and meet other standards. The ACA also creates insurance exchanges for small businesses to purchase coverage more easily and provides tax credits to help cover costs. However, some small employers may face penalties if they do not offer affordable coverage.
The Health Care and Education Affordability Reconciliation Act of 2010 was recently passed by the House and will be signed into law 03/30/2010. NAHU (National Association for Health Underwriters) published a comprehensive timeline of the changes coming over the next few years. Please contact me with any questions.
Senate "Free-Rider" Provision fails to hold large employers accountableufcwinternational
A new report, "Health Care Reform and Walmart: What the Senate Health Care Reform Bill Means to the Country’s Largest Employer," outlines how that the Senate Health Care Bill, as written, fails to hold Walmart responsible for the health care costs of its 1.4 million employees.
The NAIC & Center for Insurance Policy and Research have placed a special call for policy position briefs exploring the “potential development of a federal program to provide pandemic related business interruption coverage.”
The Centers for Better Insurance has submitted the attached short policy brief proposing the Payroll Risk Insurance Act.
Westfield Health Care Reform Webinar Power Pointjkoppenheffer
This webinar provides a timeline and perspective on health care reform. It discusses key provisions being implemented between 2010 and 2014, including restrictions on annual and lifetime limits, coverage of dependents up to age 26, new medical loss ratio restrictions, and the creation of health insurance exchanges in 2014. It outlines the impact on individuals, businesses, insurance companies and the overall private health insurance marketplace. Employers with 50 or more employees face new requirements or penalties related to offering health coverage. The webinar suggests there will be confusion during implementation and a new health insurance world with thin margins for insurance companies.
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.
The document summarizes key provisions of the Affordable Care Act. It discusses how the legislation aims to reduce the number of uninsured through mandates on individuals and employers, and by establishing health insurance exchanges. It also outlines taxes and fees included in the legislation, such as excise taxes on high-cost health plans and fees on health insurers. Concerns raised include the complexity of the legislation, its impact on employer-provided coverage, and its long-term costs and economic impact.
The document provides a timeline summary of key provisions from the 2010 Affordable Care Act (ACA) health reform law to be implemented between 2010-2018. Some key points include: expanded dependent coverage until age 26 starting in 2010; prohibiting pre-existing condition exclusions for children under 19 in 2010; establishing state health insurance exchanges by 2014; requiring individuals to have health insurance or pay a penalty starting in 2014; and increasing the Medicare Part D subsidy starting in 2011 to completely close the coverage gap by 2020.
On Thursday July 19th, 2012, the Taylor-Wilks Group held a free Health Care Symposium to provide resources and answer questions regarding the Affordable Care Act. This is some content from the event.
Insights from the Paycheck Protection ProgramJasonSchupp1
Analysis of the Small Business Administration's initial release of data on loans approved under the Paycheck Protection Program as design considerations for a future Pandemic Risk Insurance Program
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.
The document summarizes changes to employer-provided health care plans under the Affordable Care Act (ACA). Key changes for employers beginning in 2014 include requiring plans to cover at least 60% of costs and be affordable or employers may face penalties. Employers with 50+ full-time employees must also offer coverage or may be penalized. Individuals without employer coverage may receive subsidies to purchase plans on insurance exchanges if they earn between 100-400% of the federal poverty level.
Health insurance and Labor Market in Bangladesh (Animated)Fahmida Ankhi
The document discusses the relationship between health insurance and the labor market. It begins with background on labor markets and health insurance. It then discusses how health is a form of human capital and that poor health can lead to lower wages and productivity. Health insurance may increase labor force participation by reducing healthcare costs and uncertainty. The document also provides an overview of health insurance in Bangladesh, noting low coverage rates but growing demand. It concludes by discussing how employer-provided health insurance can incentivize firms to employ more productive workers and substitute hours for additional workers.
The Impact of Health Care Legislation on StaffingAaron Lesher
This webinar provides an overview of the new laws affecting employer health plans, including the effects on benefits offered to temporary employees. In addition to reviewing the new rules affecting employers, the insurance professionals at Essential StaffCARE will provide analysis and commentary so you can better understand how this might affect your company.
Paycheck Protection rogram v Pandemic Risk Insurance ActJasonSchupp1
Now that the Paycheck Protection Program (PPP) has taken form and policymakers begin exploring whether the Terrorism Risk Insurance Act (TRIA) could serve as a model going forward, it is useful to compare the PPP with a hypothetical Pandemic Risk Protection Act (PRIA).
The financing of a future pandemic risk program is the easy part to think through. The only ones with enough money to fund the economy during another COVID-19 scale lockdown are those who can print it. Any private funding within a pandemic risk program would be on the margins at most.
The more interesting questions for such a program are:
What benefits should be available to impacted businesses?
Which businesses should be entitled to claim those benefits?
Who has the infrastructural capabilities to deliver the necessary scale of benefits?
Neither the PPP model nor the PRIA model has good answers to all three questions. However, by comparing these approaches we can begin to see the outlines of what a viable program would look like. The attached is an effort to advance that conversation.
Health Reform: What It Means for Small Business?Tom Daly
This document provides an overview and agenda for a presentation on health reform and what it means for startup businesses. The presentation will cover who the presenter is, the current state of health insurance in the US and a brief history, details of what happened with health reform, what changes will occur now and in future years, the impact on employers and employees, options and costs to consider, and will conclude with a question and answer section. Key dates that will be discussed include changes beginning in 2014 such as requirements for individuals to have coverage or pay a penalty and for companies with over 50 employees to offer coverage or pay a penalty.
This document summarizes a report on shifting public pension plans from defined benefit to defined contribution models. It discusses how the private sector led the shift to defined contribution plans in the 1970s-80s due to changes in tax law and accounting standards. It then examines how the federal government implemented a similar reform for federal workers in the 1980s through a new defined contribution plan paired with a reduced defined benefit plan. The document uses these cases to argue public sector employers can achieve fiscal sustainability by implementing a similar pension reform approach.
Frequently asked questions about Obamacareexchangeenvoy
The document summarizes key provisions of the Affordable Care Act (ACA) related to health insurance exchanges, the individual mandate, employer penalties, and dependent coverage requirements. It explains that the ACA requires states to establish health insurance exchanges by 2014 to offer qualified health plans. It also outlines the individual mandate requiring most individuals to have minimum essential health coverage beginning in 2014, and penalties for employers not offering coverage. The ACA extends dependent coverage to age 26.
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
While the new health care reform law does not require employers to provide employee health benefits, the law does impose penalties and offers incentives to encourage employer participation. Beginning in 2014, employers with 50 or more full-time employees that do not offer health insurance may have to pay a monthly fee per full-time employee. Employers who do offer coverage may be assessed a fee if any full-time employee receives a premium tax credit. The law also establishes state-run health insurance exchanges and encourages wellness programs.
The Health Care and Education Affordability Reconciliation Act of 2010 was recently passed by the House and will be signed into law 03/30/2010. NAHU (National Association for Health Underwriters) published a comprehensive timeline of the changes coming over the next few years. Please contact me with any questions.
Senate "Free-Rider" Provision fails to hold large employers accountableufcwinternational
A new report, "Health Care Reform and Walmart: What the Senate Health Care Reform Bill Means to the Country’s Largest Employer," outlines how that the Senate Health Care Bill, as written, fails to hold Walmart responsible for the health care costs of its 1.4 million employees.
The NAIC & Center for Insurance Policy and Research have placed a special call for policy position briefs exploring the “potential development of a federal program to provide pandemic related business interruption coverage.”
The Centers for Better Insurance has submitted the attached short policy brief proposing the Payroll Risk Insurance Act.
Westfield Health Care Reform Webinar Power Pointjkoppenheffer
This webinar provides a timeline and perspective on health care reform. It discusses key provisions being implemented between 2010 and 2014, including restrictions on annual and lifetime limits, coverage of dependents up to age 26, new medical loss ratio restrictions, and the creation of health insurance exchanges in 2014. It outlines the impact on individuals, businesses, insurance companies and the overall private health insurance marketplace. Employers with 50 or more employees face new requirements or penalties related to offering health coverage. The webinar suggests there will be confusion during implementation and a new health insurance world with thin margins for insurance companies.
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.
The document summarizes key provisions of the Affordable Care Act. It discusses how the legislation aims to reduce the number of uninsured through mandates on individuals and employers, and by establishing health insurance exchanges. It also outlines taxes and fees included in the legislation, such as excise taxes on high-cost health plans and fees on health insurers. Concerns raised include the complexity of the legislation, its impact on employer-provided coverage, and its long-term costs and economic impact.
The document provides a timeline summary of key provisions from the 2010 Affordable Care Act (ACA) health reform law to be implemented between 2010-2018. Some key points include: expanded dependent coverage until age 26 starting in 2010; prohibiting pre-existing condition exclusions for children under 19 in 2010; establishing state health insurance exchanges by 2014; requiring individuals to have health insurance or pay a penalty starting in 2014; and increasing the Medicare Part D subsidy starting in 2011 to completely close the coverage gap by 2020.
On Thursday July 19th, 2012, the Taylor-Wilks Group held a free Health Care Symposium to provide resources and answer questions regarding the Affordable Care Act. This is some content from the event.
Insights from the Paycheck Protection ProgramJasonSchupp1
Analysis of the Small Business Administration's initial release of data on loans approved under the Paycheck Protection Program as design considerations for a future Pandemic Risk Insurance Program
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.
The document summarizes changes to employer-provided health care plans under the Affordable Care Act (ACA). Key changes for employers beginning in 2014 include requiring plans to cover at least 60% of costs and be affordable or employers may face penalties. Employers with 50+ full-time employees must also offer coverage or may be penalized. Individuals without employer coverage may receive subsidies to purchase plans on insurance exchanges if they earn between 100-400% of the federal poverty level.
Health insurance and Labor Market in Bangladesh (Animated)Fahmida Ankhi
The document discusses the relationship between health insurance and the labor market. It begins with background on labor markets and health insurance. It then discusses how health is a form of human capital and that poor health can lead to lower wages and productivity. Health insurance may increase labor force participation by reducing healthcare costs and uncertainty. The document also provides an overview of health insurance in Bangladesh, noting low coverage rates but growing demand. It concludes by discussing how employer-provided health insurance can incentivize firms to employ more productive workers and substitute hours for additional workers.
The Impact of Health Care Legislation on StaffingAaron Lesher
This webinar provides an overview of the new laws affecting employer health plans, including the effects on benefits offered to temporary employees. In addition to reviewing the new rules affecting employers, the insurance professionals at Essential StaffCARE will provide analysis and commentary so you can better understand how this might affect your company.
Paycheck Protection rogram v Pandemic Risk Insurance ActJasonSchupp1
Now that the Paycheck Protection Program (PPP) has taken form and policymakers begin exploring whether the Terrorism Risk Insurance Act (TRIA) could serve as a model going forward, it is useful to compare the PPP with a hypothetical Pandemic Risk Protection Act (PRIA).
The financing of a future pandemic risk program is the easy part to think through. The only ones with enough money to fund the economy during another COVID-19 scale lockdown are those who can print it. Any private funding within a pandemic risk program would be on the margins at most.
The more interesting questions for such a program are:
What benefits should be available to impacted businesses?
Which businesses should be entitled to claim those benefits?
Who has the infrastructural capabilities to deliver the necessary scale of benefits?
Neither the PPP model nor the PRIA model has good answers to all three questions. However, by comparing these approaches we can begin to see the outlines of what a viable program would look like. The attached is an effort to advance that conversation.
Health Reform: What It Means for Small Business?Tom Daly
This document provides an overview and agenda for a presentation on health reform and what it means for startup businesses. The presentation will cover who the presenter is, the current state of health insurance in the US and a brief history, details of what happened with health reform, what changes will occur now and in future years, the impact on employers and employees, options and costs to consider, and will conclude with a question and answer section. Key dates that will be discussed include changes beginning in 2014 such as requirements for individuals to have coverage or pay a penalty and for companies with over 50 employees to offer coverage or pay a penalty.
This document summarizes a report on shifting public pension plans from defined benefit to defined contribution models. It discusses how the private sector led the shift to defined contribution plans in the 1970s-80s due to changes in tax law and accounting standards. It then examines how the federal government implemented a similar reform for federal workers in the 1980s through a new defined contribution plan paired with a reduced defined benefit plan. The document uses these cases to argue public sector employers can achieve fiscal sustainability by implementing a similar pension reform approach.
Frequently asked questions about Obamacareexchangeenvoy
The document summarizes key provisions of the Affordable Care Act (ACA) related to health insurance exchanges, the individual mandate, employer penalties, and dependent coverage requirements. It explains that the ACA requires states to establish health insurance exchanges by 2014 to offer qualified health plans. It also outlines the individual mandate requiring most individuals to have minimum essential health coverage beginning in 2014, and penalties for employers not offering coverage. The ACA extends dependent coverage to age 26.
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
While the new health care reform law does not require employers to provide employee health benefits, the law does impose penalties and offers incentives to encourage employer participation. Beginning in 2014, employers with 50 or more full-time employees that do not offer health insurance may have to pay a monthly fee per full-time employee. Employers who do offer coverage may be assessed a fee if any full-time employee receives a premium tax credit. The law also establishes state-run health insurance exchanges and encourages wellness programs.
- Employers must consider new options for offering health insurance under the Affordable Care Act, including offering a plan, not offering but paying penalties, or sending employees to the insurance exchanges.
- For small employers, tax credits may help offset plan costs but expire after two years. Larger employers not offering a qualified plan may pay fines of $2000 per employee if any employees receive subsidies.
- Plans offered must meet requirements like essential benefits to exempt employees from penalties, but some employees may still qualify for exchange subsidies. Costs of offering a plan versus penalties must be weighed.
- Self-insuring allows employers more flexibility but comes with new reporting rules. Sending employees to exchanges is another option starting in
The Supreme Court upheld the constitutionality of the Patient Protection and Affordable Care Act in a 5-4 decision. The Court ruled that the individual mandate is a tax that Congress has the authority to impose. It limited but did not invalidate the pieces that expand Medicaid. The decision means that key components of the healthcare reform law can move forward including individual and employer responsibilities, health insurance exchanges, insurance market reforms, and quality improvements.
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.
Affordable Care Act and Employer Shared ResponsibilityJenny Villier
The document discusses the Employer Shared Responsibility provision under the Affordable Care Act that requires applicable employers to either offer affordable health insurance to employees or pay a penalty. It applies to employers with 50 or more full-time equivalent employees as of 2016, or 100 or more in 2015. Employers must offer coverage to 70% of employees in 2015 or 95% in 2016. If an employer does not comply and an employee receives a premium tax credit, the employer must pay $2,084-$3,126 per full-time employee beyond the thresholds. The penalties are meant to incentivize employers to provide coverage and lower insurance costs.
Small Business Tax Considerations Under the Health Reform and HIRE ActsStambaugh Ness, PC
The document summarizes small business tax considerations related to the Federal Health Care Reform and HIRE Acts. It provides details on the small business health insurance tax credit available from 2010-2013 for employers with fewer than 25 FTEs offering qualifying health insurance. It also outlines the payroll tax exemption and retention credit available to employers under the HIRE Act for hiring and retaining qualified workers.
The document provides an overview of key provisions and timelines in the Senate healthcare reform bill that was passed in 2010:
- Individuals can keep current health policies on a grandfathered basis until 2014 when state health insurance exchanges will be set up.
- Small businesses are eligible for tax credits to help pay employee premiums starting in 2010.
- Several new consumer protections and benefit requirements go into effect for plans in 2010-2014, including coverage of preexisting conditions for children, preventive care with no cost sharing, and allowing adult children to stay on parents' plans until age 26.
- Health insurance exchanges with standardized plans will be set up in each state starting in 2014, along with penalties for individuals
Understanding Health Care Reform: A Dose of Accounting MedecineJames Moore & Co
The affordable Care Act was signed into law on March 23, 2010 and upheld by the Supreme Court in June 2012. These reform measures will have wide-spread impacts to most businesses and individuals. In this presentation, we discuss the tax consequences, small business health care credits, fees, and provide a summary of the Affordable Care Act and the status of reform.
The document provides a summary of the key provisions and implementation timelines of the Affordable Care Act (ACA) health reform legislation passed by Congress and signed into law by President Obama in 2010. It outlines what is required in the immediate future in 2010, as well as changes phased in between now and 2014 such as establishing insurance exchanges, essential benefits packages, and penalties for individuals and employers who do not obtain qualified health insurance coverage. The summary concludes by encouraging questions and feedback from readers to help with understanding and implementing the complex health reform law.
The document provides a summary of the key provisions and implementation timelines of the Affordable Care Act (ACA) health reform legislation passed by Congress and signed into law by President Obama in 2010. It outlines what is required immediately in 2010, and what will be required annually from 2011 through 2014, including establishing health insurance exchanges, essential benefits packages, employer and individual mandates, subsidies and penalties. The implementation is described as bringing challenges for years to come through ongoing rulemaking and changes.
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.
Learn how you can successfully navigate the Affordable Care Act, "Obama Care".
This easy to read outline will benefit your family and business.
Call (816-224-9466) for more information today.
Economic alliance health care reform update march 5-2013Michelle Hundley
The document summarizes upcoming changes to health care reform regulations beginning in 2013, including limits on flexible spending accounts, new reporting requirements for employers, comparative effectiveness research fees, exchange notices for employees, individual mandates, employer pay or play rules, and independent contractor classifications. It also outlines additional reforms taking effect in 2014, such as state health insurance exchanges, premium subsidies, individual and employer mandates, rating limits, and cost sharing limits.
This document provides information for small employers on key aspects of the Affordable Care Act. It notes that companies with less than 50 full-time employees are not required to offer health insurance. It also details that companies with under 25 full-time employees may qualify for tax incentives for offering insurance. Additionally, it states that in some cases individual market coverage may be more affordable for employees than employer-sponsored plans, especially with subsidies. The document advises that employers cannot make pre-tax or contingent post-tax contributions towards employees' individual health insurance premiums.
Patient Protection and Affordable Care Act Disciples CareMichael Porter, GBA
This document summarizes key provisions and changes to healthcare laws by year from 2010-2018 as a result of the Patient Protection and Affordable Care Act. Some of the major changes include expanding dependent coverage until age 26, eliminating pre-existing conditions for dependents under 19, eliminating lifetime maximums, establishing health insurance exchanges and subsidies, and implementing individual and employer mandates and penalties by 2014. The document also reviews caveats and opens the floor for any questions.
Similar to Big I Client Health Care Power Point (20)
OJP data from firms like Vicinity Jobs have emerged as a complement to traditional sources of labour demand data, such as the Job Vacancy and Wages Survey (JVWS). Ibrahim Abuallail, PhD Candidate, University of Ottawa, presented research relating to bias in OJPs and a proposed approach to effectively adjust OJP data to complement existing official data (such as from the JVWS) and improve the measurement of labour demand.
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A toxic combination of 15 years of low growth, and four decades of high inequality, has left Britain poorer and falling behind its peers. Productivity growth is weak and public investment is low, while wages today are no higher than they were before the financial crisis. Britain needs a new economic strategy to lift itself out of stagnation.
Scotland is in many ways a microcosm of this challenge. It has become a hub for creative industries, is home to several world-class universities and a thriving community of businesses – strengths that need to be harness and leveraged. But it also has high levels of deprivation, with homelessness reaching a record high and nearly half a million people living in very deep poverty last year. Scotland won’t be truly thriving unless it finds ways to ensure that all its inhabitants benefit from growth and investment. This is the central challenge facing policy makers both in Holyrood and Westminster.
What should a new national economic strategy for Scotland include? What would the pursuit of stronger economic growth mean for local, national and UK-wide policy makers? How will economic change affect the jobs we do, the places we live and the businesses we work for? And what are the prospects for cities like Glasgow, and nations like Scotland, in rising to these challenges?
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Vicinity Jobs’ data includes more than three million 2023 OJPs and thousands of skills. Most skills appear in less than 0.02% of job postings, so most postings rely on a small subset of commonly used terms, like teamwork.
Laura Adkins-Hackett, Economist, LMIC, and Sukriti Trehan, Data Scientist, LMIC, presented their research exploring trends in the skills listed in OJPs to develop a deeper understanding of in-demand skills. This research project uses pointwise mutual information and other methods to extract more information about common skills from the relationships between skills, occupations and regions.
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4. 2010
Insurance plans prohibited
Insurance plans required to Insurance plans required to
from imposing lifetime
carry dependents up to the cover preventive services
benefit limits and restricted
age of 26. without cost sharing.
annual limits.
Insurance plans prohibited Temporary high risk pool
Insurance plans required to
from denying coverage to established for individuals
report proportion of
individuals under the age of (older than 19) who are
premium dollars spent on
19 based on pre‐existing denied coverage based on
non‐medical care.
conditions. pre‐existing conditions.
Insurance plans prohibited
from rescinding coverage
except in cases of fraud.
5. 2010 Cont’d
First Phase of Small Business Tax Credit:
Small businesses with less than 25
States begin reviewing premium employees and average annual wages of
Temporary reinsurance program trends and companies must less than $50,000 are eligible for tax
credits of up to 35% of the employer’s
created for employers providing justify increases. Plans may be contribution toward the employee’s health
coverage to retirees over 55 who are potentially blocked from insurance premium. Employers must
not eligible for Medicare. Exchange for unwarranted subsidize at least 50% of their employees’
increases. premiums in order to be eligible for the
tax credit. Credit only available through
2013.
Create the Consumer Operated
and Oriented Plan (Co‐Op) Establish state websites to help
program to foster the creation of residents identify health coverage
non‐profit, member‐run health options (effective July 1) and
insurance companies in all 50 develop a standard format for
states. $6 billion is appropriated presenting information on
to finance the program and award coverage options (60 days after
loans and grants to establish Co‐ enactment).
Ops by July 1, 2013.
6. 2011
“CLASS Act”: A national long term care Insurance plans must comply with the
assistance/disability insurance plan is new medical loss ratios (MLR): 80% for
established. The benefit amount is individual and small group plans and
varied based on the “scale of functional 85% for large group plans. Companies
ability” with a $50‐75/day cash benefit. required to provide rebates to
All working adults will be consumers if they fail to comply with
automatically enrolled in the program the MLRs.
unless they choose to opt‐out.
Funding available for states to begin Provides grants for up to five years to
establishing Exchanges until January 1, small employers that establish wellness
2015. programs.
7. 2011 Cont’d
Over‐the ‐counter drugs
States have the option to
not prescribed by a doctor
expand Medicaid to 133%
may not be reimbursed
of federal poverty level
through an FSA nor on a
(must be completed by
tax free basis through an
2014).
Archer MSA or HSA.
8. 2013
Increase Medicare tax rate on Impose a new 3.8% tax on
employee wages by 0.9% (from 1.45% unearned income for higher‐
to 2.35%) on earnings over $200,000 income taxpayers
($250,000 family) for individual ($200,000/$250,000 threshold) –
taxpayers – not indexed for inflation. not indexed for inflation.
Contributions to FSAs limited to
$2,500 per year.
9. 2014
State‐based American Health Benefit
Exchanges and Small Business Health Premium credits available via exchanges
Options Program (SHOP) Exchanges are for individuals/families with incomes up
implemented and open to individuals to 400% of federal poverty level who do
and small businesses (2‐100 employees). not receive employer based coverage or
Exchanges will include four tiers of whose employer‐based premiums exceed
private plans, OPM multi‐state plans and 9.5% of their income.
co‐op plans.
Insurance plans required to abide by Employers with more than 200
guarantee issue, minimum benefit employees would be required to
standards, revised rate bands for automatically enroll employees into
individual and small group market (2‐100 health insurance plans offered by
employees). employer (employees may opt‐out).
10. 2014 Cont’d
Phase II of Small Business Tax Credit: Small
businesses with less than 25 employees and
Employers with more than 50 employees
average annual wages of less than $50,000
who do not offer their employees health
are eligible for tax credits of up to 50% of the
insurance will be subject to a $2,000 tax
employer’s contribution toward the
penalty/per full‐time employee (per year) if
employee’s health insurance premium.
one of their employees is eligible for a tax
Employers must subsidize at least 50% of
credit subsidy (first 30 employees exempted
their employees’ premiums in order to be
from calculation).
eligible for the tax credit. Credit only
available for two years.
Individuals required to purchase health
insurance or face a tax penalty of up to
$695/year (capped at 2.5% of income).
14. 2018
“Cadillac Tax” takes effect. A 40% excise tax is
administered to insurers of employer‐sponsored health
plans with aggregate values that exceed $10,200 for
individuals and $27,500 for families. The tax is applied
to the amounts that exceed the threshold and it will be
indexed for inflation.
17. Current Status– Private Health
Insurance Marketplace
Individual Employer‐Based
Policies Policies
8% of market share 92% of market share
• 14 million enrollees • 164 million enrollees
*Source - Congressional Budget Office
18. Projected 2019 Private Health
Insurance Marketplace
Individual Employer‐Based
Policies Policies
17% of market share 83% of market share
• 33 million enrollees • 161 million enrollees
• 73% exchange policies (24 million) • 5 million exchange policies (only
• 57% of exchange policies will qualify available to employers with 2‐100
for subsidies employees)
• 12% exchange policies will qualify for
small business tax credits (available
for two years)
*Source - Congressional Budget Office
19. 2019 – Movement within Employer
Marketplace
Between 6 million and 7 million people would be covered by an
employment‐based plan under the proposal who would not be
covered by one under current law (largely because the mandate for
individuals to be insured would increase workers’ demand for
coverage through their employers).
Between 8 million and 9 million other people who would be
covered by an employment‐based plan under current law would
not have an offer of such coverage under the proposal. Firms that
would choose not to offer coverage as a result of the proposal
would tend to be smaller employers and employers that
predominantly employ lower wage workers—people who would be
eligible for subsidies through the exchanges.
*Source - Congressional Budget Office
20. Impact on Employers
Employers with 50‐plus full‐time (30 hours per week or more) employees are subject to the following:
If an employer does not offer health insurance and has at least one employee who qualifies for a tax credit,
the employer is subject to an annual fine of $2000 for each full‐time employee (first 30 employees are
excluded).
If an employer does offer health insurance coverage but has an employee who goes to an exchange
(because the employee’s share of the premium exceeds 9.8% of their annual income) or if the employer
fails to offer the minimum health insurance coverage, the employer is subject to an annual fine of $3,000
per employee going to an exchange (maximum penalty is $2,000 for each full‐time employee in your total
workforce).
If an employer does offer health insurance coverage, the employer is required to offer a voucher to
employees with incomes less than 400% FPL and whose share of the premium exceeds 8% but is less than
9.8 of their annual income who decide to enroll on a plan in an exchange. The voucher is equal to what the
employer would have paid for the employee’s health insurance coverage. (CBO: 1‐2 million employees
would jump from employer coverage to the exchange.)
If an employer imposes a waiting period before their employees can enroll in coverage, the employer is subject
to a one‐time fine of $400 for a full time employee for a 30‐60 day waiting period and $600 for a 60‐90 day
waiting period.
Employers with 200‐plus full‐time employees must automatically enroll their employees into health insurance
plans.