This document summarizes health care reform provisions discussed by Howard Einstein, President of Rosenfeld Einstein/A Marsh & McLennan Agency. It outlines mandated fees and reporting requirements, health plan identifiers, Medicaid expansion, individual and employer mandates, the Cadillac tax, and pay or play strategies. Specific fees and reporting deadlines are provided, including the Patient-Centered Outcomes Research Institute fee, Transitional Reinsurance fee, and Health Insurance Industry fee. Methods of calculating participant counts for fees are also summarized.
Civilian Benefits Center - Federal Flexible Spending Account Open SeasonNorfolk Naval Shipyard
The document summarizes information about the Federal Flexible Spending Account (FSAFEDS) Open Season from November 10 to December 8, 2014. During this period, federal employees can enroll or make changes to their FSAFEDS for 2015, which includes three types of flexible spending accounts for health care, limited medical expenses, and dependent care. Key details are provided on eligibility, contribution limits, covered expenses, and deadlines for claiming reimbursements for 2015. Employees must make an active election during Open Season to participate in 2015.
This document provides an overview and agenda for a presentation on compliance outlook and regulations for health and welfare plan sponsors. The presentation covers recent regulatory developments in 2015, upcoming requirements and deadlines in 2016, and beyond. Key items that will be discussed include 2016 benefit limits, W-2 health cost reporting, PCORI and reinsurance fees, employer shared responsibility rules, and health coverage reporting requirements. The presentation aims to help employers understand past and future compliance obligations and steps to take to remain compliant.
This document provides a summary of the latest healthcare compliance updates for 2014 and beyond. It outlines the timeline of key provisions such as the individual mandate, employer mandate, and Cadillac tax. It also summarizes reporting requirements for 2015 including minimum essential coverage reporting and employer mandate reporting. Finally, it provides overviews of the premium assistance tax credits available to help individuals purchase coverage and the employer shared responsibility penalties for applicable large employers.
Church christian-ministry-compensation-sp2012ministrycpa
This document discusses concepts related to church and Christian ministry compensation. It covers topics such as determining whether someone is an employee or independent contractor, the tax implications of ministers having dual employee and self-employed status, typical components of a minister's compensation package including salary, housing allowance and retirement contributions, options for retirement and health plans, deductibility of professional expenses, and opting out of Social Security taxes. More information on these and other related topics can be found on the listed website.
This document is a request form for a Social Security Statement. By completing and submitting the form, an individual can receive within 4-6 weeks: a record of their earnings history, an estimate of taxes paid into Social Security, and estimates of potential future benefits. The form requests basic personal information like name, Social Security number, date of birth, earnings history, and address where the Statement should be sent.
News Flash November 4 2014 - IRS Issues Warning to Group Health Plans Not Cov...Annette Wright, GBA, GBDS
The IRS issued a notice warning that health plans not covering hospitalization or physician services do not provide minimum value as defined by the ACA. It advised employers currently offering such plans to exercise caution and announced plans to propose regulations stating such plans do not qualify. The notice provided guidance for employers with plans established before November 4, 2014, allowing them to continue such plans for the current plan year, but warned others not to adopt new non-qualifying plans for 2015. It also outlined disclosure requirements for employers regarding premium assistance eligibility.
The Georgia Restaurant Association Presents
Special Session: Health Care Reform
June 7, 2010, 2-4:30 pm
Where: Hotel Palomar Atlanta Midtown
866 West Peachtree Street NW
Atlanta, GA 30308
Speakers:
- Kat Cole, Hooters of America, Inc.
- Patrick Cuccaro, Affairs to Remember Caterers
- Debi Elkins, AFC Enterprises
- Michael Rummel, Tappan Street Restaurant Group
- Kelvin Slater, Blue Moon Pizza
Free to GRA & ACF Restaurant Members in Good Standing
Navigating the Post-Health Care Reform LandscapePSOW
The document discusses several changes occurring in the post-Affordable Care Act healthcare landscape. It describes the rise of Accountable Care Organizations which integrate hospitals and physicians to coordinate patient care. It also notes the trend of hospitals acquiring physician practices, making hospitals the dominant player. Health systems are merging into larger organizations and acquiring ancillary services like rehabilitation facilities. The document outlines the establishment of health insurance exchanges and details the availability of premium subsidies and cost-sharing reductions for lower-income individuals. It provides data on enrollment in exchanges and Medicaid expansion.
Civilian Benefits Center - Federal Flexible Spending Account Open SeasonNorfolk Naval Shipyard
The document summarizes information about the Federal Flexible Spending Account (FSAFEDS) Open Season from November 10 to December 8, 2014. During this period, federal employees can enroll or make changes to their FSAFEDS for 2015, which includes three types of flexible spending accounts for health care, limited medical expenses, and dependent care. Key details are provided on eligibility, contribution limits, covered expenses, and deadlines for claiming reimbursements for 2015. Employees must make an active election during Open Season to participate in 2015.
This document provides an overview and agenda for a presentation on compliance outlook and regulations for health and welfare plan sponsors. The presentation covers recent regulatory developments in 2015, upcoming requirements and deadlines in 2016, and beyond. Key items that will be discussed include 2016 benefit limits, W-2 health cost reporting, PCORI and reinsurance fees, employer shared responsibility rules, and health coverage reporting requirements. The presentation aims to help employers understand past and future compliance obligations and steps to take to remain compliant.
This document provides a summary of the latest healthcare compliance updates for 2014 and beyond. It outlines the timeline of key provisions such as the individual mandate, employer mandate, and Cadillac tax. It also summarizes reporting requirements for 2015 including minimum essential coverage reporting and employer mandate reporting. Finally, it provides overviews of the premium assistance tax credits available to help individuals purchase coverage and the employer shared responsibility penalties for applicable large employers.
Church christian-ministry-compensation-sp2012ministrycpa
This document discusses concepts related to church and Christian ministry compensation. It covers topics such as determining whether someone is an employee or independent contractor, the tax implications of ministers having dual employee and self-employed status, typical components of a minister's compensation package including salary, housing allowance and retirement contributions, options for retirement and health plans, deductibility of professional expenses, and opting out of Social Security taxes. More information on these and other related topics can be found on the listed website.
This document is a request form for a Social Security Statement. By completing and submitting the form, an individual can receive within 4-6 weeks: a record of their earnings history, an estimate of taxes paid into Social Security, and estimates of potential future benefits. The form requests basic personal information like name, Social Security number, date of birth, earnings history, and address where the Statement should be sent.
News Flash November 4 2014 - IRS Issues Warning to Group Health Plans Not Cov...Annette Wright, GBA, GBDS
The IRS issued a notice warning that health plans not covering hospitalization or physician services do not provide minimum value as defined by the ACA. It advised employers currently offering such plans to exercise caution and announced plans to propose regulations stating such plans do not qualify. The notice provided guidance for employers with plans established before November 4, 2014, allowing them to continue such plans for the current plan year, but warned others not to adopt new non-qualifying plans for 2015. It also outlined disclosure requirements for employers regarding premium assistance eligibility.
The Georgia Restaurant Association Presents
Special Session: Health Care Reform
June 7, 2010, 2-4:30 pm
Where: Hotel Palomar Atlanta Midtown
866 West Peachtree Street NW
Atlanta, GA 30308
Speakers:
- Kat Cole, Hooters of America, Inc.
- Patrick Cuccaro, Affairs to Remember Caterers
- Debi Elkins, AFC Enterprises
- Michael Rummel, Tappan Street Restaurant Group
- Kelvin Slater, Blue Moon Pizza
Free to GRA & ACF Restaurant Members in Good Standing
Navigating the Post-Health Care Reform LandscapePSOW
The document discusses several changes occurring in the post-Affordable Care Act healthcare landscape. It describes the rise of Accountable Care Organizations which integrate hospitals and physicians to coordinate patient care. It also notes the trend of hospitals acquiring physician practices, making hospitals the dominant player. Health systems are merging into larger organizations and acquiring ancillary services like rehabilitation facilities. The document outlines the establishment of health insurance exchanges and details the availability of premium subsidies and cost-sharing reductions for lower-income individuals. It provides data on enrollment in exchanges and Medicaid expansion.
IRS Delays Key Provision Of The Affordable Care ActJennifer Brown
The document discusses how the IRS has announced a one-year delay of the employer mandate portion of the Affordable Care Act until 2015. This includes delaying the requirements for employers to offer sufficient and affordable health coverage to full-time employees as well as any associated reporting requirements. However, many other ACA provisions remain on schedule for 2014 such as the establishment of public health insurance exchanges and premium subsidies. Employers are advised to continue preparing for full ACA compliance and that this delay provides more time to address requirements like tracking variable hour employees and responding to future guidance.
Developments in Health and Welfare Plans in 2016benefitexpress
Kick off enrollment season with a comprehensive review of the legislative changes for 2016. This webinar focuses on what you need to know for successful enrollment and ACA reporting. Learn about new legislation from DOL, HHS, IRS, and EEOC. It’s a webinar you (and your compliance strategy) can’t afford to miss.
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.
Presentation I developed for the Director of Finance to present to the Board of County Supervisors regarding the sudden increase in local government contributions to employees retirement plans.
The document summarizes key aspects and timelines of the Affordable Care Act (ACA) for employers:
- The ACA is being implemented between 2010-2019, with various provisions establishing minimum health benefits, health insurance exchanges, penalties for non-compliant employers, taxes and fees, mandatory spending percentages, and expanded consumer appeal rights.
- Employer plans can be "grandfathered" to delay some requirements if certain criteria are met, such as keeping pre-2010 benefits and increasing costs less than 5% annually.
- Upcoming deadlines and requirements include notifying employees of health insurance exchanges by October 2013, paying new fees beginning July 2013, and covering specific preventative care for women.
Health Reform Bulletin 122 | 2017 Inflationary Adjustments and moreCBIZ, Inc.
1) 2017 Inflationary Adjustments; 2) Final Rules: Excepted Benefits, Lifetime and Annual Limits, and Short-Term, Limited-Duration Insurance; and 3) Whistleblower and Retaliation Protections
The document announces open enrollment periods for Prestige Care employees to enroll or make changes to their benefits, including:
- Prestige Care's open enrollment period from December 1-14, 2014 for benefits effective January 1, 2015.
- The Health Insurance Marketplace open enrollment period from November 15, 2014 through February 15, 2015.
- The Children's Health Insurance Program (CHIP) which employees can apply for at any time.
- Details are provided on benefit plan changes for 2015, including the addition of two medical plan choices and enhanced dental and vision benefits.
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.
The Provident Fund Act of 1952 establishes a mandatory provident fund for employees in India. Key points include:
- It applies to all companies with 20+ employees and requires 12% contributions by both employer and employee up to a 15,000 salary cap.
- The employer deposits the full 12% and deducts the employee's share from wages. The contributions are put into employees' provident fund accounts.
- The act provides social security benefits like retirement funds and payments in cases of job loss or leaving employment.
- Employers must comply with documentation and timeline requirements for enrollment, contributions, withdrawals and other processes to remain in accordance with the law.
This document outlines amendments to the Andhra Pradesh Village Revenue Officers Service Rules of 2008. It states that the Chief Commissioner of Land Administration proposed amendments to make the rules more comprehensive. The government accepted the proposals and published amendments regarding recruitment quotas, seniority determination, training requirements and probation periods. Key changes include reserving 70% of vacancies for direct recruitment and 30% for internal transfers, and probation periods of 1 year for transfers/promotions and 2 years for direct hires.
Health Care Reform and the Basics of BenefitsBeyondPay
This webinar will answer questions you have about the insurance you offer employees. It covers all things ACA and benefits administration, including COBRA, ERISSA, and HIPAA. Don't miss the latest ACA updates in 2016 to find out how they will affect you and your company.
Guidelines on the grant of sanggunian member elig. bchrmp meeting 06.18.2013Rolando Jr Gonzalez
The document outlines guidelines from the Civil Service Commission (CSC) on various human resource management issues for local government officials in the Philippines. It discusses the eligibility requirements for Sanggunian Members to receive career executive service eligibility after 6 or 9 years of service depending on their educational attainment. It also provides guidelines on representation and transportation allowance, retirement benefits, and implementing a workplace policy and education program on HIV/AIDS.
[ON-DEMAND WEBINAR] New Year, New COVID 19 Vaccine, New Unemployment Rules, N...Rea & Associates
Ringing in the new year is a lot different this time around, particularly if you are a business owner trying to make sense of human resources updates. The rules are a lot different from what they were a year ago and now business owners must shuffle through a slew of updated HR policies and best practices to ensure compliance with ever-changing legislation. Renee West, SHRM-SCP, PHR, senior manager and leader of Rea & Associates' HR consulting services practice, has been committed to following federal and state-wide legislation in order to provide you with key updates to ensure ongoing compliance in your organization.
During this free, hour-long webinar, Renee will go over:
- FFCRA Leave updates and unemployment extension information PUA unemployment details, and unemployment benefits
- COVID 19 vaccine resources for employers
- 2021 HR policies
- Best practices to mitigate risk in 2021.
- And more ...
For more insight into the HR considerations for businesses, visit https://www.reacpa.com
#ReaCPA #HRCompliance #COVIDCrisis
“Regulatory Compliance Enforcement Update: Getting Results from the Guidance” PYA, P.C.
PYA Principal and Chief Compliance Officer Shannon Sumner and Consulting Senior Manager Susan Thomas presented “Regulatory Compliance Enforcement Update: Getting Results from the Guidance” at the virtual 2020 Montana Healthcare Conference. They reviewed the sources of regulatory enforcement and investigation information—guidelines, statutory updates, best practices, settlements, case studies, etc.—available to healthcare organizations. They will also discuss how to interpret and implement the guidance in order to strengthen the compliance function and protect the organization. The presentation covered:
Compliance regulatory requirements for healthcare organizations.
Guidance available for consideration in organizational compliance programs.
Internal and external reporting to ensure regulatory requirements are met.
Best practices for implementation of guidance.
Case studies for illustration of guidance implementation.
Government of Karnataka, Health Department Recruitment Notification -16.June.2020 for Doctors, Dentists, Orthopedics, Radiologists, Ophthalmologists, Pediatrician, ENT,
This document provides an overview of the Affordable Care Act (ACA) and guidance for employers to achieve compliance. It outlines the ACA timeline with key deadlines and requirements from 2013 to 2018. To successfully navigate the ACA, the document recommends that employers implement a compliance plan that includes an effective time and attendance system, human resources information system, and customized reporting capabilities. These tools will allow employers to track employee hours, monitor benefits eligibility, and provide necessary documentation to prove ACA compliance.
670-Revenue Department – Village Administration –Village Revenue Assistants– ...bansi default
The document summarizes an order from the Government of Andhra Pradesh extending a compassionate appointment scheme to dependent family members of Village Revenue Assistants who retire early due to medical invalidation. It outlines rules allowing retirement at age 65 and a previous order providing compassionate appointments for dependents of employees who retire due to illness. The order extends this medical invalidation scheme to Village Revenue Assistants and requires Collectors to report any appointments made under these provisions.
Webinar: “Got a Payroll? Don’t Leave Money on the Table”PYA, P.C.
Under the CARES Act, every employer with a payroll has an opportunity to retain cash–whether they have a PPP loan or not. What employers need to know right now.
The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) along with the Payroll Protection Program (PPP) offer all business owners relief, but the details can be confusing or overlooked.
Perhaps you don’t fully understand how the deferral of the employer’s share of Social Security taxes works. Maybe you wonder if the deferral even applies to you—good news, it does if you have a payroll!
Failure to fully understand your options could cost you money, at a time when “cash is king.”
As part of PYA’s ongoing commitment to sharing helpful guidance, Tax Principals Debbie Ernsberger and Mark Brumbelow outlined issues and opportunities within the CARES Act, and answered questions during a one-hour webinar that originally aired on Wednesday, May 20, 2020.
Healthcare check in the latest developments in health and welfare plansbenefitexpress
We work in an exciting industry—which means quick changes are the norm, and adaptability is a necessity.
Keep your compliance plan up-to-date with a download of recent legislative changes.
We'll cover legislation that's passed, what's on the way, and what it means for your organization.
Topics Covered Include:
• IRS Information Letters
• Tax Reform Legislation
• Wellness Regulations - EEOC, AARP
• Comprehensive Guidance on QSEHRAs
• ACA: Elimination of Individual Mandate Penalty
• Employer Tax Credit for Paid Family and Medical Leave
• DOL Annual Adjustments to Employee Benefit Plan Penalties
• “Good Faith” Penalty Relief
• Final Disability Claim Regulations
• Cadillac Tax Updates
• And More!
Presented by Larry Grudzien, Attorney at Law
Implications of the Affordable Care Act: Medicaid Expansion for Health Care A...soder145
This document summarizes a study on the implications of Medicaid expansion under the Affordable Care Act. The study analyzed data on low-income uninsured and Medicaid-enrolled adults to: 1) understand the health care needs of those who could gain Medicaid and 2) estimate how well Medicaid would meet their needs. The results suggest those gaining Medicaid would have large reductions in access problems but still face barriers, as Medicaid enrollees had higher emergency department use than the uninsured. The estimates help inform expectations for Medicaid expansion, but have limitations from differences between current and new enrollees.
IRS Delays Key Provision Of The Affordable Care ActJennifer Brown
The document discusses how the IRS has announced a one-year delay of the employer mandate portion of the Affordable Care Act until 2015. This includes delaying the requirements for employers to offer sufficient and affordable health coverage to full-time employees as well as any associated reporting requirements. However, many other ACA provisions remain on schedule for 2014 such as the establishment of public health insurance exchanges and premium subsidies. Employers are advised to continue preparing for full ACA compliance and that this delay provides more time to address requirements like tracking variable hour employees and responding to future guidance.
Developments in Health and Welfare Plans in 2016benefitexpress
Kick off enrollment season with a comprehensive review of the legislative changes for 2016. This webinar focuses on what you need to know for successful enrollment and ACA reporting. Learn about new legislation from DOL, HHS, IRS, and EEOC. It’s a webinar you (and your compliance strategy) can’t afford to miss.
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.
Presentation I developed for the Director of Finance to present to the Board of County Supervisors regarding the sudden increase in local government contributions to employees retirement plans.
The document summarizes key aspects and timelines of the Affordable Care Act (ACA) for employers:
- The ACA is being implemented between 2010-2019, with various provisions establishing minimum health benefits, health insurance exchanges, penalties for non-compliant employers, taxes and fees, mandatory spending percentages, and expanded consumer appeal rights.
- Employer plans can be "grandfathered" to delay some requirements if certain criteria are met, such as keeping pre-2010 benefits and increasing costs less than 5% annually.
- Upcoming deadlines and requirements include notifying employees of health insurance exchanges by October 2013, paying new fees beginning July 2013, and covering specific preventative care for women.
Health Reform Bulletin 122 | 2017 Inflationary Adjustments and moreCBIZ, Inc.
1) 2017 Inflationary Adjustments; 2) Final Rules: Excepted Benefits, Lifetime and Annual Limits, and Short-Term, Limited-Duration Insurance; and 3) Whistleblower and Retaliation Protections
The document announces open enrollment periods for Prestige Care employees to enroll or make changes to their benefits, including:
- Prestige Care's open enrollment period from December 1-14, 2014 for benefits effective January 1, 2015.
- The Health Insurance Marketplace open enrollment period from November 15, 2014 through February 15, 2015.
- The Children's Health Insurance Program (CHIP) which employees can apply for at any time.
- Details are provided on benefit plan changes for 2015, including the addition of two medical plan choices and enhanced dental and vision benefits.
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.
The Provident Fund Act of 1952 establishes a mandatory provident fund for employees in India. Key points include:
- It applies to all companies with 20+ employees and requires 12% contributions by both employer and employee up to a 15,000 salary cap.
- The employer deposits the full 12% and deducts the employee's share from wages. The contributions are put into employees' provident fund accounts.
- The act provides social security benefits like retirement funds and payments in cases of job loss or leaving employment.
- Employers must comply with documentation and timeline requirements for enrollment, contributions, withdrawals and other processes to remain in accordance with the law.
This document outlines amendments to the Andhra Pradesh Village Revenue Officers Service Rules of 2008. It states that the Chief Commissioner of Land Administration proposed amendments to make the rules more comprehensive. The government accepted the proposals and published amendments regarding recruitment quotas, seniority determination, training requirements and probation periods. Key changes include reserving 70% of vacancies for direct recruitment and 30% for internal transfers, and probation periods of 1 year for transfers/promotions and 2 years for direct hires.
Health Care Reform and the Basics of BenefitsBeyondPay
This webinar will answer questions you have about the insurance you offer employees. It covers all things ACA and benefits administration, including COBRA, ERISSA, and HIPAA. Don't miss the latest ACA updates in 2016 to find out how they will affect you and your company.
Guidelines on the grant of sanggunian member elig. bchrmp meeting 06.18.2013Rolando Jr Gonzalez
The document outlines guidelines from the Civil Service Commission (CSC) on various human resource management issues for local government officials in the Philippines. It discusses the eligibility requirements for Sanggunian Members to receive career executive service eligibility after 6 or 9 years of service depending on their educational attainment. It also provides guidelines on representation and transportation allowance, retirement benefits, and implementing a workplace policy and education program on HIV/AIDS.
[ON-DEMAND WEBINAR] New Year, New COVID 19 Vaccine, New Unemployment Rules, N...Rea & Associates
Ringing in the new year is a lot different this time around, particularly if you are a business owner trying to make sense of human resources updates. The rules are a lot different from what they were a year ago and now business owners must shuffle through a slew of updated HR policies and best practices to ensure compliance with ever-changing legislation. Renee West, SHRM-SCP, PHR, senior manager and leader of Rea & Associates' HR consulting services practice, has been committed to following federal and state-wide legislation in order to provide you with key updates to ensure ongoing compliance in your organization.
During this free, hour-long webinar, Renee will go over:
- FFCRA Leave updates and unemployment extension information PUA unemployment details, and unemployment benefits
- COVID 19 vaccine resources for employers
- 2021 HR policies
- Best practices to mitigate risk in 2021.
- And more ...
For more insight into the HR considerations for businesses, visit https://www.reacpa.com
#ReaCPA #HRCompliance #COVIDCrisis
“Regulatory Compliance Enforcement Update: Getting Results from the Guidance” PYA, P.C.
PYA Principal and Chief Compliance Officer Shannon Sumner and Consulting Senior Manager Susan Thomas presented “Regulatory Compliance Enforcement Update: Getting Results from the Guidance” at the virtual 2020 Montana Healthcare Conference. They reviewed the sources of regulatory enforcement and investigation information—guidelines, statutory updates, best practices, settlements, case studies, etc.—available to healthcare organizations. They will also discuss how to interpret and implement the guidance in order to strengthen the compliance function and protect the organization. The presentation covered:
Compliance regulatory requirements for healthcare organizations.
Guidance available for consideration in organizational compliance programs.
Internal and external reporting to ensure regulatory requirements are met.
Best practices for implementation of guidance.
Case studies for illustration of guidance implementation.
Government of Karnataka, Health Department Recruitment Notification -16.June.2020 for Doctors, Dentists, Orthopedics, Radiologists, Ophthalmologists, Pediatrician, ENT,
This document provides an overview of the Affordable Care Act (ACA) and guidance for employers to achieve compliance. It outlines the ACA timeline with key deadlines and requirements from 2013 to 2018. To successfully navigate the ACA, the document recommends that employers implement a compliance plan that includes an effective time and attendance system, human resources information system, and customized reporting capabilities. These tools will allow employers to track employee hours, monitor benefits eligibility, and provide necessary documentation to prove ACA compliance.
670-Revenue Department – Village Administration –Village Revenue Assistants– ...bansi default
The document summarizes an order from the Government of Andhra Pradesh extending a compassionate appointment scheme to dependent family members of Village Revenue Assistants who retire early due to medical invalidation. It outlines rules allowing retirement at age 65 and a previous order providing compassionate appointments for dependents of employees who retire due to illness. The order extends this medical invalidation scheme to Village Revenue Assistants and requires Collectors to report any appointments made under these provisions.
Webinar: “Got a Payroll? Don’t Leave Money on the Table”PYA, P.C.
Under the CARES Act, every employer with a payroll has an opportunity to retain cash–whether they have a PPP loan or not. What employers need to know right now.
The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) along with the Payroll Protection Program (PPP) offer all business owners relief, but the details can be confusing or overlooked.
Perhaps you don’t fully understand how the deferral of the employer’s share of Social Security taxes works. Maybe you wonder if the deferral even applies to you—good news, it does if you have a payroll!
Failure to fully understand your options could cost you money, at a time when “cash is king.”
As part of PYA’s ongoing commitment to sharing helpful guidance, Tax Principals Debbie Ernsberger and Mark Brumbelow outlined issues and opportunities within the CARES Act, and answered questions during a one-hour webinar that originally aired on Wednesday, May 20, 2020.
Healthcare check in the latest developments in health and welfare plansbenefitexpress
We work in an exciting industry—which means quick changes are the norm, and adaptability is a necessity.
Keep your compliance plan up-to-date with a download of recent legislative changes.
We'll cover legislation that's passed, what's on the way, and what it means for your organization.
Topics Covered Include:
• IRS Information Letters
• Tax Reform Legislation
• Wellness Regulations - EEOC, AARP
• Comprehensive Guidance on QSEHRAs
• ACA: Elimination of Individual Mandate Penalty
• Employer Tax Credit for Paid Family and Medical Leave
• DOL Annual Adjustments to Employee Benefit Plan Penalties
• “Good Faith” Penalty Relief
• Final Disability Claim Regulations
• Cadillac Tax Updates
• And More!
Presented by Larry Grudzien, Attorney at Law
Implications of the Affordable Care Act: Medicaid Expansion for Health Care A...soder145
This document summarizes a study on the implications of Medicaid expansion under the Affordable Care Act. The study analyzed data on low-income uninsured and Medicaid-enrolled adults to: 1) understand the health care needs of those who could gain Medicaid and 2) estimate how well Medicaid would meet their needs. The results suggest those gaining Medicaid would have large reductions in access problems but still face barriers, as Medicaid enrollees had higher emergency department use than the uninsured. The estimates help inform expectations for Medicaid expansion, but have limitations from differences between current and new enrollees.
Dr. Pam Silberman, President and CEO of the N.C. Institute of Medicine, provides an overview of the Affordable Care Act in North Carolina as part of a NCACC Annual Conference workshop on Aug. 24, 2013.
Reorienting the Safety Net for the Remaining Uninsured: California's County I...Health Access California
Health Access California presents their March 2015 report: "Reorienting the Safety-Net for the Remaining Uninsured: Findings From a Follow-Up Survey of County Indigent Health Programs," which shows wide variation among county programs for low-income uninsured residents, and marked trends after the Affordable Care Act.
Location, Location, Location: Leveraging Interactive Maps and ZIP Code Level ...soder145
1) Location data at the zip code level can help target outreach for health insurance marketplaces more efficiently, though it has some limitations compared to data at higher geographic levels.
2) Interactive maps that combine zip code level location data with information on existing insurance enrollment and target populations can help identify areas that would benefit most from outreach.
3) While zip code data has disadvantages like being less reliable and not allowing trends over time, maps provide a way to visualize variation at a neighborhood level and include multiple data sources to better target remaining uninsured individuals.
The Affordable Care Act & California: What's New, What's Next, & What Do We N...Health Access California
Health Access California presents a review of the Affordable Care Act, California's efforts to implement and improve upon it, and the new agenda for 2015 and beyond. January 2015.
Okeanos trading - Carnation Footcare in Singapore and MalaysiaStyles Chong Bin Fa
As exclusive distributor, Okeanos Trading works with Cuxson Gerrard to bring consumers professional quality Carnation Footcare products.
Together we continue to update the Carnation Footcare range and adding new products, offering a greater range of footcare solutions.
We are committed to work with and support our clients to provide their customers with high quality yet affordable solutions to manage and relieve variety of common footcare conditions.
Valerie Davidson, vice president of the Alaska Native Health Consortium, provides an overview of Federal Health Reform and the Indian Health Care Improvement Act and its potential impact the Native health system. The presentation was presented at the Sept. 2, 2010 Alaska Health Provider Forum.
Free marketing plan sample of Yves Rocher body care health products, environm...www.marketingPlanMODE.com
1) Green Argile proposes a new "do-it-yourself healthy product" service allowing customers to create custom natural lotions through individual consultations in Yves Rocher stores.
2) The marketing plan aims to increase sales 4% through promoting this new service, enhancing quality standards, and implementing marketing activities like advertisements, promotions, and online content.
3) Key actions include training employees, equipping stores, setting a launch date, calculating advertising budgets, and establishing price discounts for loyalty customers. Progress and success will be monitored through customer satisfaction surveys and market research.
How to start a Cosmetics Company using a hybrid business plan and documents. Excellent quality document templates in Word, Excel and Powerpoint (PPT) for starting a Cosmetic Business. More info. https://www.fiverr.com/jssnetbay/supply-an-organic- cosmetic-company-business-plan More Info. / Reviews / and to Order http://www.cosmeticsbusinessplan.com/
Ecuadorian Rainforest, LLC is a company founded in 1997 that supplies natural botanicals from South America to the health and beauty industries. The company has over 25 employees and exclusive trade agreements that allow it to provide a vast selection of premium raw materials to its clients. Ecuadorian Rainforest celebrates supplying natural ingredients for over 10 years and prides itself on quality, service, and sustainable and fair trade practices.
L'Oreal is a global leader in the skin care industry, generating 11.4% of the industry's value. It has over 23 global brands across different product categories including hair care, skin care, hair color, makeup, and fragrances. L'Oreal has positioned itself as both a high-end luxury brand and affordable brand for mass consumers. It promotes its products through various advertising channels and celebrity endorsements to remain a top competitor in the skin care market.
This business proposal from Friends & Associates consulting firm outlines their approach to addressing organizational problems experienced by Divya Electronics Ltd. The proposal identifies issues like poor communication, lack of clear goals and vision, and employee morale and technological issues. Friends & Associates would set up new systems, provide training, develop planning strategies to define objectives, and create a new management structure. The estimated time for the project is 6 months and the projected costs are approximately 415,000 INR. The benefits would include motivated employees, improved communication, resolved technical issues, better services, increased productivity and brand reputation. The proposal also provides resumes of the experienced consulting team that would handle the project.
This document provides a business plan for a Dosa restaurant. It outlines objectives to keep food costs below 35% of revenue and expand marketing. The plan details the restaurant's mission to provide excellent food and service. It will feature indoor and outdoor seating with a unique Indian design. The menu will focus on dosas and other South Indian cuisine. The plan analyzes the target market and identifies competitors. It proposes strategies for marketing, sales, management, hiring staff, and financial projections.
The document provides an executive summary for a proposed coffee shop called Coffee Spot Café to be opened in Connersville, Indiana. The café will offer a variety of coffee drinks, teas, baked goods and breakfast sandwiches. The goals are to become well-known locally and potentially expand to other locations or add catering. The SWOT analysis identifies strengths, weaknesses, opportunities and threats. Financial needs are estimated and the business will be run as a sole proprietorship. Market research identifies the target market and competition. A marketing strategy and break-even analysis are also included.
Affordable Care Act - Healthcare Reform Briefing for CareermindsCareerminds
2014 and Beyond – What’s Next in Employer Sponsored Healthcare Plans
Next year will be a significant year for employer sponsored health care. With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, employers are taking a closer look of the healthcare benefits they traditionally offer employees in the US. Join us to learn about the changes in the health insurance market. We will discuss how these changes impact employer strategies and how employers will interact with the public exchanges. Beyond the employer impact we will address how the changing market will impact employees who are subject to the individual mandate beginning in 2014.
By the end of this webcast participants will be able to:
• Identify key changes HR and Benefits functions to know and do as a result of these changes
• Identify key changes required for 2014
• Discuss emerging healthcare cost trends
• Understand how employers will interact with the public exchanges
• Review emerging employer strategies including the interworkings of private exchanges
ABOUT THE PRESENTER:
Jennifer Calhoun Mohl is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She assists clients with various consulting assignments, including the design, administration, financing, and regulatory compliance of health and welfare benefit plans for both active and retiree populations. In addition, Jennifer serves as a relationship manager on client assignments that involve multiple Mercer offices and multiple lines of business.
In addition, Jennifer has assisted with the implementation and operations of benefit programs, including communications, outsourcing and call center support. Recently, she has served as the lead health and benefit strategist on client assignments involving multiple lines of business – with a particular focus on mergers and acquisitions.
Jennifer serves as one of Mercer’s National Health and Benefits spokeswomen. She has been quoted in various periodicals including, Managed Care Report, O&P Business News, The Philadelphia Inquirer, Philadelphia Business Journal, Money Magazine and has been featured on Money Matters Today on CN8.
Prior to joining Mercer in 1999, Jennifer began her consulting career with Towers Perrin in 1994. She was also a legislative intern in Washington for the New York State legislature with a particular focus on employment issues including the 1993 National Healthcare Initiative spearheaded by (at time first-lady), Hillary Clinton. Jennifer received a BS in Industrial and Labor Relations at the New York State School of Industrial and Labor Relations at Cornell University.
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2) It predicts that employers will move to private health insurance exchanges and defined contribution plans for insurance instead of defined benefit plans.
3) Large employers will be required to file new information returns (Forms 1095-B and 1095-C) in 2015 and later years to report on health plan coverage provided to employees and their dependents.
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2) Details on the implementation timeline of the ACA from 2010-2015, including coverage requirements, essential health benefits, marketplace openings.
3) Explanations of the individual mandate penalties, poverty level guidelines used to determine subsidy eligibility, and various taxes imposed by the ACA on health plans and insurers.
4) An overview of the employer mandate and penalties for applicable large employers who do not offer
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This document summarizes a presentation about Affordable Care Act reporting requirements. It discusses:
- The Supreme Court will hear a case on ACA subsidies and the legal landscape remains uncertain.
- Employers must comply with complex reporting rules under IRS Code Sections 6055 and 6056 to track individual mandate compliance and determine premium tax credits.
- Forms 1094-B, 1095-B, 1094-C and 1095-C must be filed by employers and insurers with detailed employee and coverage information. Reporting is required for 2015 even though penalties do not apply until 2016.
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The document summarizes new requirements and fees under the Affordable Care Act that take effect in 2014, including eliminating pre-existing condition exclusions, extending dependent coverage to age 26, prohibiting annual dollar limits on essential benefits, and establishing new out-of-pocket limits. It also outlines reporting requirements for employers, health insurance exchanges, premium assistance, and an excise tax on high-cost health plans scheduled to start in 2018.
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The document discusses the new reporting requirements under the Affordable Care Act for applicable large employers - those with 50 or more full-time employees. It states that these employers must now track employee health coverage information monthly and report it to the IRS on Forms 1094-C and 1095-C starting in 2015. It provides details on who counts as a full-time employee and outlines the key information needed to complete the new IRS forms, including whether coverage was offered, employees' share of premium costs, and months of enrollment.
What Does Health Care Reform Mean for You? G&A Partners
Damon Thompson of G& A Partners examines the Patient Protection and Affordable Care Act (PPACA) that was signed into law on March 23, 2010.
G&A Partners is a comprehensive human resource outsourcing provider.
For more great HR webinars and training visit www.gnapartners.com.
The following Health Reform Checklist is intended to guide you through the general compliance requirements of
t he Affordable Care Act (ACA) as you prepare now for 2015 and beyond.
In general, these items apply to all employers.
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The document discusses how to create and grow a high performing culture by focusing on hiring the right talent, onboarding new employees effectively, providing ongoing performance management and feedback, and recognizing and rewarding employees. It notes that focusing on people and culture can help avoid billions lost annually to productivity and turnover. The presentation covers strategies for hiring, onboarding, performance management, and recognition to build an engaged workforce.
This document discusses engaging and retaining employees through the employment life cycle. It begins with assessing current employee engagement levels and outlines the agenda. Engagement is important because of high costs associated with employee turnover and lost productivity. Statistics show only 29% of employees are engaged while 54% are not engaged. The relationship with one's immediate supervisor is the single most influencing variable on engagement. The document then outlines strategies for each stage of the employment life cycle: attracting, recruiting/selecting, onboarding, developing, recognizing employees. It emphasizes the importance of communication, leadership, and human resources in driving engagement. The session reviews key ways to engage employees like better communication and showing appreciation.
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This document discusses common HR compliance pitfalls and provides guidance in 10 key areas: 1) employee vs. contractor classification; 2) Fair Labor Standards Act compliance including exempt status and unpaid internships; 3) the at-will employment doctrine; 4) proper I-9 and E-Verify procedures; 5) ensuring complete terms of employment documentation; 6) maintaining proper personnel files; 7) developing anti-harassment policies and training; 8) avoiding biases in recruiting and interviewing; 9) conducting lawful exit processes; and 10) maintaining updated employee handbooks through regular reviews and training. The document provides an overview of compliance requirements and recommendations in each of these 10 areas.
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CPE Event: Affordable Care Act
1. Health Care Reform Review
Howard Einstein – President, Rosenfeld Einstein/ A Marsh & McLennan Agency
Updates & Overviews
2. 1
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
Health Care Reform
Topics of Discussion
All material contained herein is confidential and the sole property of Marsh & McLennan Agency, LLC.
For plan sponsor use only. Unauthorized distribution is prohibited.
•MANDATED FEES AND REPORTING REQUIREMENTS
•HEALTH PLAN IDENTIFIERS (HPID)
•MEDICAID EXPANSION AND INSURANCE EXCHANGES
•INDIVIDUAL AND EMPLOYER MANDATES
•HIGH-VALUE PLAN TAX – Cadillac Tax
•“PAY OR PLAY” STRATEGIES
3. 2
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
MANDATED FEES AND REPORTING REQUIREMENTS
4. 3
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
Tax and Fee Provisions of PPACA
DATE
TAX OR FEE PROVISION
FINANCIAL IMPACT
2010
10% tax on indoor tanning services
Individual direct
2011
Tax on non-qualified withdraws increased from 10% to 20% for HSAs and from 15% to 20% for MSAs
Individual direct
2011
Annual fees on pharmaceutical manufacturers/importers – increases from $2.3B to $4.8B per year over 10 years, apportioned among entities by market share
Pass through in product costs
2012
Annual fee on insured and self-funded health plans to fund Patient Centered Outcomes Research, applicable plan years ending 10/1/12 through 9/30/19 – $1 per covered life in 1st year, $2 in 2nd year, indexed thereafter
Pass through in insured premiums; employer direct for self-funded
2013
Employee Medicare tax increases from 2.9% to 3.8% for those earning $200K+/single or $250K+/couple; 3.8% tax also applied to investment income for same individuals
Individual direct
2013
Elimination of business expense tax deduction for Medicare D expenses for employers receiving Part D subsidies
Employer direct
2013
Annual fees on medical device manufacturers/importers – 2.3% of product sale price
Pass through in product costs
2013
$500K per person limit on tax-deductible salary expenses for insurance companies
?
2013
Threshold for itemized medical deductions increases from 7.5% to 10% of income
Individual direct
2014
Annual fees on health insurers – increases from $8B to $14.3B over 5 years and indexed thereafter, apportioned among insurers by market share
Pass through in insured premiums
2014
Fees on insurers and self-funded plans for state transitional reinsurance programs for first 3 years state marketplaces are available – $63/person 1st year, $44 2nd year
Pass through in insured premiums or employer direct
2018
40% excise tax on value in excess of thresholds for high-value health plans
Employer direct
5. 4
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
Trio of Plan Fees
Patient-Centered Outcomes Research Fee
Transitional Reinsurance Fee
Health Insurance Industry Fee
What is it?
•Annual plan year fee on insured and self insured plans beginning on/after 10/2/2011
•Annual calendar year fee on insured and self- insured plans, 2014-2016
•Annual fee on all insured plans beginning in 2014
Excludes Dental/Vision
Excludes Dental/Vision
Includes Dental/Vision
How Much?
•Annual fee of $1 PMPY, then $2 PMPY; indexed to medical inflation until 2019
•First payable July 2013
•$63 PMPY in 2014, $44 PMPY in 2015
•Projected to decrease again in 2016
Estimated costs:
•2 to 2.5% for 2014
•3 to 4% for later years
Who Pays?
•FI: Carrier pays
•SF: Employer must calculate and pay own fee
•FI: Carrier pays
•SF: Employer must calculate and pay own fee
•Carrier pays
•Applies to all insured plans and will be based on each insurer’s share (among all U.S. insurers)
6. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6055 & 6056 Reporting Requirements Purpose
5
November 9, 2014
•The new ACA reporting for Applicable Large Employers are designed to answer the following questions to the IRS:
•Who has coverage?
•Section 6055
•Who might be eligible for a subsidy?
•Section 6056
7. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6055 Enforcing the Individual Mandate
6
November 9, 2014
Important to Note –
Reporting requirements are for calendar year, without regard to plan year
•Who has to file?
–Anyone issuing Minimum Essential Coverage
-Insurers
-Self-Insured Plan Sponsors
•Who gets filings?
–IRS gets detail filing
–Individual statements will go to employees who were covered by the plan during the calendar year.
8. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6055 Reporting Detail
7
November 9, 2014
•Taxpayer ID number for all covered individuals, including spouses and dependents
•What months were they covered?
•Plan sponsor name, address and employer identification number
•Individual employee statements will need to contain additional contact information of the plan sponsor
9. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6056 Enforcing the Employer Shared Responsibility Mandate
8
November 9, 2014
Important to Note – Reporting requirements are for calendar year, without regard to plan year
•Who has to file?
–All Employers with 50 or more full time equivalents
–Applicable Self Insured Plan Sponsors will file both 6055 & 6056
•Who gets filings?
–IRS gets detail filing
–All employees get year end statements
10. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6056 Reporting Detail
•Some of the detail information required on the return:
–Certify appropriate coverage was offered to full time employees and their dependents
-by month
–Employee’s cost for the lowest cost plan for employee only tier
-by month
–Number of full time employees for each calendar month
-by month
–Name, address, taxpayer identification number of each full time employee
- and months which they were covered under the plan, if applicable
9
November 9, 2014
11. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6056 Additional Information
•Alternative Reporting is available in some circumstances, and will lessen the burden of providing lowest level detail. Specific criteria must be met in each case:
–Certification of Qualifying Offers
–Certification of 98 Percent Offers
•Transition Relief Certification
–Medium Sized Employers, 50-99, will need to certify
-FTE count
-Workforce or hours were not significantly changed in order to comply with Transitional Relief between Feb 2014 and Dec 2014
-Health coverage was not significantly changed between Feb 2014 and Dec 2015
10
November 9, 2014
12. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Section 6055 & 6056 Reporting Key Dates
11
November 9, 2014
Statements to employees by 1/31
Hard copy filings to IRS must be postmarked by 2/28
Electronic filings to IRS by 3/31 –
required for 250 or more individuals
IRS Forms not available yet– Drafts released July 2014
13. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees Patient Centered Outcome Research Institute Fees (PCORI)
12
November 9, 2014
•Effective for calendar year plans through 2018 and non-calendar year plans through October 2, 2018
•Apply to accident and health coverage and self insured group plans
–Fees typically do not apply to FSAs unless:
-Employer contribution is at least $500 and
-More than 2 x the employee salary reduction
–Applies to COBRA or continuation coverage that provides accident and health coverage
–May also apply to retiree-only plans, although typically exempt from other ACA requirements
•The participant count is based on plan year and not calendar year
14. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees Patient Centered Outcome Research Institute Fees (PCORI)
13
•Cost per participant:
-$1 plan years ending before October 1, 2013
-$2 plan years ending on, or after, October 1, 2013 to October 1, 2014
-Fees after October 1, 2014 will be adjusted by HHS
•Self Insured Plan sponsors can calculate PCORI fees by using one of the following methods:
–Actual Count – using the sum of actual lives covered by day, dividing by number of days in the plan year
–Snapshot – use count of lives on a specific day of the month or quarter, and divide by the number of dates picked (12 for monthly, 4 for quarterly)
–Form 5500 – based on formulas using the totals on the form – details following
November 9, 2014
15. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees PCORI – Sample Table of Participant Count
14
November 9, 2014
Description of Plan
HRA/105
FSA
No Group Medical Plan
Count each participant who is eligible to be reimbursed as a single life. No spouses or dependents
Count each participant for whom there is an employer contribution as a single life. No spouse or dependents
Fully Insured Group Medical Plan
Count each eligible to be reimbursed participant as a single life. No spouses or dependents
Count each participant for whom there is an employer contribution as a single life. No spouse or dependents
Self Insured Group Medical Plan
Count each participant who is not enrolled in the Group Medical as a single life. No spouses or dependents
Count each participant who waived Group Medical and has an employer contribution.
All plans covering dental/vision are not required to report. Including Limited Purpose FSA plans
This should not be construed as legal or tax advice. Contact your tax advisor for complete filing instructions
16. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees Transitional Reinsurance Fees
15
November 9, 2014
•New for 2014 calendar year
•Apply to accident and health coverage and self insured group plans
–HRAs, and FSAs plans are generally not required to assess the fee
-contact your legal or tax advisor for your specific plan information
–COBRA, continuation and retiree coverage typically assess the fee
•The participant count is based calendar year not plan year
•Cost per participant
-2014 $63.00 or $5.25 per month
-2015 $44.00 or $3.67 per month
17. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees Transitional Reinsurance Fees
16
November 9, 2014
•Calculating Transitional Reinsurance Fee
•Self Insured plans use Form 5500 method
•If employee only coverage is offered:
•Add the beginning and ending count shown on the form
and divide by 2
•All other tiers offered:
•Add beginning and ending counts together – effectively calculating 2 lives
18. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
ACA Mandated Fees Transitional Reinsurance Fees
17
November 9, 2014
November 15, 2014
Plans send HHS headcount for the first 3 quarters of 2014
December 15, 2014
HHS will send out bills based on headcount submitted
January 2015
Payment of $52.50 per covered life is due within 30 days to HHS
4th Quarter 2015
Balance of $10.50 is due to US Treasury
REPORTING AND PAYMENT DATES
20. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Health Plan Identification Number (HPID) General Information
•ACA requires a national unique identification number be assigned to each health plan - HPID
•The 10 digit number will be used to streamline recording of standard transactions and designed to make processing more efficient
•Health Insurers will be applying for HPIDs for fully insured plans
•Self Insured Plan Sponsors will have to apply directly
–Medical
–HRA
–FSA
19
November 9, 2014
21. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Health Plan Identification Number (HPID) When to Apply
•When to Apply:
–Plans with more than $5 million in annual receipts
-November 5, 2014
–Plans with less than $5 million in annual receipts
-November 5, 2015
•All plans must be using the HPID number for
transactions by November 2016
20
November 9, 2014
D E L A Y E D
22. ROSENFELD EINSTEIN • MARSH & McLENNAN AGENCY, LLC
Health Plan Identification Number (HPID) How to Apply
•How to Apply
–Online application process managed by CMS at CMS.gov
-http://www.cms.gov/
-Regulations-and-Guidance
-HIPAA-Administrative-Simplification
-Affordable-Care-Act
-Health-Plan-Identifier.html
–Sponsors will be directed to the online enumeration system called HPOES - Health Plan and Other Entity Enumeration System
-CMS estimates approximately 20 minutes to apply
-You Tube videos are also available to walk through the process Search “HPID Controlling Health Plan Application Process”
-Additional detailed written documentation available through your Account Manager
21
November 9, 2014
23. 22
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
MEDICAID EXPANSION AND INSURANCE EXCHANGES
24. 23
MARSH & McLENNAN AGENCY, LLC
November 9, 2014
Medicaid Expansion - Summary
Family Size
100% of 2014 FPL
133% of 2014 FPL
138% of 2014 FPL
1
$11,670
$15,521
$16,105
2
$15,730
$20,921
$21,707
3
$19,790
$26,321
$27,310
4
$23,850
$31,721
$32,913
5
$27,910
$37,120
$38,516
6
$31,970
$42,520
$44,119
7
$36,030
$47,920
$49,721
8
$40,090
$53,320
$55,324
–Prior to this decision a state would have lost all federal Medicaid funding if it declined to expand eligibility
–This provision was deemed unconstitutional, since it would have threatened existing funding as well
•The following slide has a map outlining the state-by-state status of Medicaid expansion
*Medicaid expansion is up to 133% of FPL; however, the first 5% of income is disregarded when assessing eligibility, which effectively makes the eligibility threshold 138% of FPL.
•PPACA originally expanded Medicaid coverage to almost any individual under age 65 that had an income up to 133%* of the Federal Poverty Level
–This expansion was designed to significantly reduce the number of uninsured Americans
–The federal government will pay a very high share of Medicaid cost to states who expand their eligibility to 133%*
•The SCOTUS decision on PPACA determined that states are not required to expand Medicaid coverage
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State Medicaid Expansion Status as of January 2014
Source: The Kaiser Family Foundation http://kff.org/medicaid/state-indicator/state-activity-around-expanding-medicaid-under-the-affordable-care-act/#map, accessed 2/6/14. States that are implementing the Medicaid Expansion in 2014 and states not moving forward at this time are based on data from the Centers for Medicare and Medicaid Services, available at: http://medicaid.gov/AffordableCareAct/Medicaid- Moving-Forward-2014/Medicaid-and-CHIP-Eligibility-Levels/medicaid-chip-eligibility-levels.html. States noted as “Open Debate” are based on Kaiser Commission on Medicaid and the Uninsured analysis of State of the State Addresses, recent public statements made by the Governor, issuance of waiver proposals or passage of a Medicaid expansion bill in at least one chamber of the legislature.
Expanding Coverage (26)
Open Debate (6)
IL
NY
PA
NJ
DE
MD
WV
MT
WA
ID
OR
TX
ND
MN
WI
MI
VA
NC
SC
GA
FL
AL
MS
LA
NM
AZ
WY
SD
NE
CO
KS
OK
IA
MO
AR
IN
KY
TN
HI
AK
CA
NV
UT
ME
NH
VT
CT
RI
MA
DC
OH
Not Moving Forward At This Time (19)
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November 9, 2014
•Public (State/Federal) Insurance Exchanges
–Exchanges are to be set up by each state to provide a platform for individuals to purchase health coverage
–If a state does not set up an exchange by 2014 a federal exchange will be set up in place of the state exchange
–Small employers (1-100) will have access to purchase coverage through Small Business Health Options Program (SHOP) exchanges (states can restrict this to 1-50 until 2016)
–Large employers (100+) may have access to purchase coverage through state exchanges starting in 2017, at the state’s discretion
–The following slide has a map outlining the state by state status of exchange setup
•Private Insurance Exchange
–Marketplace with health only or core and supplemental product offerings across many benefits and services
–Exchange sponsor stocks products and manages end-to-end consumer experience
Insurance Marketplace Summary
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November 9, 2014
State Health Insurance Marketplace 2014 Status
Federal Marketplace (27)
State Marketplace (17)
State-Federal Partnership Marketplace (7)
Source: Kaiser Family Foundation http://kff.org/health-reform/state-indicator/health-insurance-exchanges, accessed 1/15/14
IL
NY
PA
NJ
DE
MD
WV
MT
WA
ID
OR
TX
ND
MN
WI
MI
VA
NC
SC
GA
FL
AL
MS
LA
NM
AZ
WY
SD
NE
CO
KS
OK
IA
MO
AR
IN
KY
TN
HI
AK
CA
NV
UT
ME
NH
VT
CT
RI
MA
DC
OH
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November 9, 2014
Subsidies available, employer shared responsibility penalties may apply
Marketplace Subsidy & Medicaid Expansion Income Segments
Single Individual
Family of Four
% of FPL
Annual Household Income
Those with household income in excess of 400% of Federal Poverty Level NOT eligible for subsidy through marketplace
400%
$46,680
$95,400
300%
$35,010
$71,550
200%
$23,240
$47,700
150%
$17,505
$35,775
138%
$16,105
$32,913
133%
$15,521
$31,721
100%
$11,670
$23,850
* Medicaid expansion eligibility threshold is 133% of FPL; however, first 5% of income is disregarded when determining household income level
Note: Numbers represent 2014 FPL figures
<138%* FPL
<100%
FPL
138%*- 400% FPL
100%-400% FPL
>400%
FPL
>400%
FPL
0%
100%
200%
300%
400%
500%
600%
With Medicaid Expansion
Without Medicaid Expansion
Household Income as % of FPL
Income Segments Under Health Reform
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November 9, 2014
INDIVIDUAL AND EMPLOYER MANDATES
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November 9, 2014
Employer Plan
Federal or State Exchange
Medicaid
Pay Penalty
Employee Choices
2014 Individual Mandate Summary
•Individuals must have qualifying minimum coverage or pay tax penalty. Potential annual penalties are:
–2014: greater of $95 per individual or 1% of household income*
–2015: greater of $325 per individual or 2% of household income*
–2016: greater of $695 per individual or 2.5% of household income*
•Individuals with no employer coverage or with “insufficient” or “unaffordable” employer coverage are eligible for public Exchange coverage and may receive a federal tax credit subsidy (sliding scale based on income).
*Penalty cannot exceed the national average cost for Bronze plans in the exchange
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Employer Mandate Summary
Applicable to employers with 100 or more full-time equivalent employees in 2015; applicable to employers with 50 or more full-time equivalent employees in 2016:
Yes
Yes
Yes
Do you offer coverage to at least or 95% of FT employees and their children (70% of employees only in 2015)?
Are plan benefits sufficient?
Is the coverage affordable?
No Penalty
Employer pays the lesser
of $3,000 per affected FT employee who receives a tax credit, or $2,000 for every FT employee minus the first 30
Employer pays $2,000 for every FT employee minus the first 30 (minus 80 in 2015) if at least 1 FT employee receives a tax credit
No
No
No
“Insufficient” Benefits – plan’s actuarial value is <60% (benefits pay less than 60% of cost of services)
“Unaffordable” Benefits – household income <400% federal poverty level ($46K single, $94K family) and single-tier contribution for lowest cost sufficient plan is >9.5% of employee’s W-2 income
Full-Time Employee – employee working avg. 30+ hrs/wk
•“Pay” – If employer plan is not offered at all or is offered to less than 95% of FT employees and their children (70% of employees only in 2015) and 1 or more FT employee receives the marketplace coverage tax credit subsidy, employer pays penalty of $2,000/FT employee minus the first 30 FT employees (minus 80 in 2015)
•“Play” – If coverage is offered to 95%+ of FT employees and children (70% of employees only in 2015) but is “insufficient” or “unaffordable” and 1 or more FT employee receives the marketplace coverage tax credit subsidy, employer pays penalty of $3,000/FT employee receiving subsidy (or $2,000 per FT employee, if less)
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November 9, 2014
Employer Mandate Example
Employer Penalty
Insurance Not Offered OR
Is Insufficient or Unaffordable
Full-Time Employee Obtains Insurance in an Exchange
That Is Subsidized
EE Contribution
Plan A
Plan B
Plan C
EE Only
$50
$100
$150
EE+Sp
$250
$350
$450
EE+Ch
$300
$400
$500
EE+Fam
$500
$600
$850
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November 9, 2014
Additional Clarifications Affecting Employer Mandate
•Offering major medical to 95% or more of full-time (30 or more hours/week) employees and their children will be seen as offering to all employees for determining an employer’s exposure to the $2,000 eligibility penalty under the employer mandate (threshold is 70% of employees only in 2015)
–Still exposure to $3,000 penalty for employees under threshold who are not offered coverage or for employees offered unaffordable coverage
–Spouses do not have to be offered coverage
–Does not apply to employees during time working overseas
–Affordability test can be based on end-of-year W-2 income, rate of pay or FPL method
•Transitional relief is available for non-calendar year plans that meet certain requirements, e.g. 1/3 or 1/4 rule on all employees or 1/2 or 1/3 rule on all full-time employees
•Common control employer groups will only be considered in determining if a member employer is a large employer; penalties will be determined separately for each employer in the applicable controlled group
•Measurement and stability period safe harbor process has been proposed to assist employers in determining FT status of variable hour and seasonal employees, which allows a window of 3 – 12 months in which to do so
•IRS will contact employer if there’s potential liability, but not before individual tax filing dates for that previous calendar year
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November 9, 2014
2015
Auto Enrollment
Individual Mandate
Medicaid Expansion
Expanded Eligibility
How Do I Account For:
Penalties
Compensation increases due to loss of benefits?
Employer Mandate Financial Considerations
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November 9, 2014
MMA “Pay or Play” Benchmark Data – General Impact & Cost Impact by Industry
20%
80%
Impacted
Not Impacted
42%
58%
Impacted
Not Impacted
0%
10%
20%
30%
40%
50%
60%
70%
Biotech/Rx
Financial
Hospital/Healthcare
Municipality/Non-Profit
Manufacturing
College/University
Construction
Energy/Transportation/Utility
Staffing
Hospitality
Compliant Strategy
Current Strategy
Employers Impacted By “Pay” Penalty
Employers Impacted By Affordability & Sufficiency Penalties
Cost Impact Of Compliance
Source: MMA National Benchmark Database of over 600 Employers, data as of 12/31/13
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HIGH-VALUE PLAN TAX
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High Value (“Cadillac”) Plan Excise Tax Summary
Source: Mercer Survey of Employer-Sponsored Health Plans 2011
•Includes medical/Rx, individual reimbursement accounts, EAP, and onsite medical clinics
•2018 thresholds are $10,200 for single coverage and $27,500 for family coverage – will be indexed annually thereafter based on CPI
•40% excise tax on the coverage value that exceeds these thresholds
•Threshold adjustments permitted for pre-65 retirees, high-risk professions, significant age/gender factors, and multi-employer plans
Most Likely Employer Actions Regarding Excise Tax
21%
36%
4%
39%
Will do whatever is necessary to bring
plan cost below threshold amounts
Will attempt to bring cost below threshold
amounts, but may not be possible
Will take no special steps to reduce cost
below threshold amounts
Believe plan(s) are unlikely to ever trigger
excise tax
Cadillac Tax Cost Benchmarks (Tax Cost as % of Total Plan Costs)
0%
2%
4%
6%
8%
10%
Energy/Transportation/Utility
College/University
Hospital/Healthcare
Construction
Financial
Hospitality
Manufacturing
Biotech/Rx
Municipality/Non-Profit
Staffing
Source: MMA National Benchmark Database of over 600 Employers, data as of 12/31/13
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“PAY OR PLAY” STRATEGIES
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•Plan alternatives
–Offer a 60% value plan and position current plan as a buy-up option
–Implement consumer-driven health plan
–Consider alternative funding options (e.g., ASO, level funding, captives)
–Private exchange
•Contribution strategies
–Increase dependent tier contributions to offset cost increases resulting from single tier contribution reduction and new opt-ins due to individual mandate
–Create salary-based contribution, i.e. lower contributions only for those potentially eligible for penalty- generating subsidies (income below 400% of FPL)
–Consider defined contribution approach
•Health management
–Implement results-driven population health management program
–Leverage increased limits for results-based wellness incentives
•Workforce management
–Decrease number of staff working 30+ hours per week (reduce hours of those currently working just over 30 hrs/week)
•Employee communications
“PAY”
Large ERs 2017 State Marketplace Options
“PLAY”
CDHP/Health Management/ Plan Design/ Contribution Strategy
Defined Contribution/ Private Exchanges
Alternatives to Consider for 2015
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•CDHPs typically far exceed the 60% “test” but cost about 20% less than PPO and HMO coverage.
–Enrollment nearly doubled in the last 3 years
–40% of recently surveyed employers will offer CDHP 2013
Source: Mercer Survey of Employer-Sponsored Health Plans 2012
Medical Plan Cost Per Employee
SAMPLE Minimum Value Plan Design
High Deductible + HSA (Minimum 60% value; can be increased)
In Network
Out of Network
Deductible
$3,500 / $7,000
$5,000 / $10,000
HSA Account
Employer and Employee Can Contribute up to $3,300/$6,550
Plan Coinsurance
80%
Preventive Services
100%
Not covered
Out of Pocket Maximum
$6,3500 / $12,700 (incl. deductible)
$10,000/ $20,000 (incl. deductible)
Pharmacy
Subject to deductible & coinsurance
•Offer a base medical and pharmacy plan that equates to the minimal “sufficient” benefit plan under ACA
CDHP MINIMUM VALUE
Plan Design – CDHP & Minimum Value Plans
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Plan Design – Minimum Essential Coverage Plan
•Minimum Essential Coverage (MEC): Broadly defined as government-sponsored program, employer-sponsored plan, individual coverage and “other coverage” as determined by HHS (no value specification)
–Satisfies individual mandate and requirement that employer offer coverage to 95% of FT employees and children (70% of employees in 2015) or pay $2,000 per FT employee (- first 30 (-80 in 2015))
•Minimum Value (MV): Plan pays at least 60% of costs for allowed benefits
–Employees with household incomes <400% FPL may qualify for a marketplace subsidy if the employer- sponsored plan (MEC) does not meet MV and/or is unaffordable, which triggers an employer penalty of $3,000 per FT employee that receives a subsidy
•Lower-cost MEC that does not meet MV might be incorporated into a strategy that still enables employees to avoid individual penalties and employer to avoid some or all employer penalties:
No coverage
Minimum essential coverage (MEC)
Affordable MEC meeting minimum value (MV)
<
<
MEC is only option offered
MEC is offered alongside affordable MV plan
•Employee satisfies individual mandate
•Employer avoids $2,000 penalty on all FT employees (-30 (-80 in 2015)) by offering coverage, but could be subject to $3,000 penalty for employees who receive subsidy due to insufficient plan value
•Employee satisfies individual mandate
•Employer avoids all penalties because affordable, sufficient coverage is offered, even if employees choose MEC plan
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November 9, 2014
PUBLIC
PRIVATE
Plan Design – Private Insurance Exchange vs. Public Marketplace
State or Federal Government
Consultant/Broker, Insurer, Tech Firm
SPONSOR
Medical/Rx
Dental, Vision, Life, Voluntary, +More
PRODUCTS
Individual
Group
CONTRACTS
Single or Multiple
CARRIERS
Actives, Retirees
ELIGIBLES
Self-funded
FUNDING
Insured
TOOLS
Comparison
Tools
Decision Support, Education
PAYMENT
Employer Pre-Tax, Employee Pre-Tax
Individual Post-Tax, Federal Subsidies
ENROLLMENT
Online and Telephonic
Open
ACCESS
Closed
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November 9, 2014
•Why are employers looking at a defined contribution approach to medical?
–Reset how the employer and employee share the cost of coverage
–Connect employees to their health care and its cost – and be a catalyst for employees to make better choices
–Improve financial predictability in medical program budgeting
–Parallel retirement plans’ transition from defined benefit to defined contribution
Contribution Strategy – Defined Contributions
Source: Mercer Survey of Employer-Sponsored Health Plans 2012
Total percent of employers noted above using or considering a DC approach is 58%; the remaining 42% of employers surveyed are not considering a DC approach.
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Implement Results Driven
Population Health Management Program
Establish Cross Sectional Team
Goals & Objectives
Action Plan
Leverage Data to Identify:
Gaps in Care
Predictive Modeling
Value Based Benefits
Health Management
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November 9, 2014
Strategies
Monitor employees that are expected to work less than 30 hours/week
Reset status for full-time employees to 30 hours per week
Create additional classes for employees working between 30 & current FTE level that are FT Healthcare only
Workforce Management
•Under ACA some of labor pool and part time employees will be considered FTEs for health insurance in 2015
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•Leverage changes in the health care landscape to reposition company value proposition and value of benefits package
•Take advantage of public awareness to engage employees
•Identify your audiences and their different needs/perceptions
–Full-time employees
–Part-time or variable hour employees
–Union employees
–Retirees
•Incorporate educational themes that tie in with global strategies
–How benefits work
–Why health and engagement matters
–Employee accountability
–Reform and what employees need to know
-What is the PPACA?
-Why is it important to me?
-What action must I take?
-What’s in it for me if I act or don’t act?
-Where do I go for more info?
Employee Communications
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Decision to Keep Coverage
•Will employers keep coverage after 2015?
–Recent surveys have shown that only 10-15% of employers plan to drop coverage
•Why employers choose to keep coverage?
–If employers wish to maintain the same level of employee compensation they will need to increase employee salaries to account for the cost of coverage elsewhere
–Remain competitive in the marketplace for recruiting talent and reducing turnover
–Allows employer to have control over the employee population’s overall health and productivity
Employers Likely To Drop Coverage Within Next Five Years*
Employer’s Likely Actions Regarding Employees Working 30+ Hours/Week**
6%
18%
32%
45%
Make all employees working 30+ hours/week eligible for full-time employee plan(s)
Make no change and pay penalty as necessary
Add a lower-cost plan for employees that work fewer than 40 hours/week
Change workforce strategy so that fewer employees work 30+ hours/week
What Employers Are Considering
Source: * Mercer Survey of Employer-Sponsored Health Plans 2012, ** Mercer Survey of Employer-Sponsored Health Plans 2011
20% 6% 3% 19% 9% 4% 22% 7% 5% 10-499 employees500+ employees5000+ employees201020112012
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What’s Next?
“Pay or Play” Strategy
•Determine whether additional modeling is required – e.g., alternative plan design, contribution or eligibility strategies
•Evaluate potential workforce management strategies
•Consider private exchange or SHOP (small employers) options
•Review fiscal year transition relief status
•Establish the use of safe harbors for the eligibility and affordability requirements – select measurement, stability and administrative periods and establish processes
Other Upcoming HCR Requirements (2014)
•Budget for additional HCR fees
•Determine benchmark plan for EHB
•Evaluate impact of:
•EHB dollar limit prohibition
•OOP maximum restriction
•90-day waiting period limit
•Dental & vision plan integration
•Consider taking advantage of increased wellness incentive limits