Cadillac Tax for Employers 101 - How to Avoid Penalties?benefitexpress
This webinar covers: what coverages are subject to the tax, how the excise tax is determined, what adjustments will be available in determining the tax, and who collects the tax.
The Affordable Care Act – Compliance Challenges for EmployersWinston & Strawn LLP
In King v. Burwell, the Supreme Court upheld the availability of subsidies to individuals in states that use federal healthcare exchanges under the Affordable Care Act (ACA). This decision has important implications for employers due to how employer penalties are triggered under the ACA. While the decision may not be beneficial to employers in the short term, employers can now act with certainty in working to comply with coverage requirements under the ACA.
Erin Kartheiser and Steve Flores from our executive compensation and employee benefits practice presented a practical, interactive presentation that reviewed the impact of the Supreme Court’s decision, compliance challenges facing employers, and areas of potential risk.
Temporary Employees and the Employer Mandatebenefitexpress
This presentation reviews - when temporary employees become your employees, the factors the government uses to determine employment status, the steps you can take to avoid these employees becoming your employees, and consequences under Health Care Reform if it is determined that they are your employees.
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
Practical overview of what employers should be doing to avoid ACA shared responsibility penalties; how to track full-time employees; ACA reporting requirements; analysis of developing health plan structures.
This webinar covers:
• What are the new transition rules?
• Changes to the Employer Mandate
• Changes to COBRA notice
• What is new with W-2 Form and reporting
• What has been repealed or changed?
• When will new non discrimination rules take effect?
Cadillac Tax for Employers 101 - How to Avoid Penalties?benefitexpress
This webinar covers: what coverages are subject to the tax, how the excise tax is determined, what adjustments will be available in determining the tax, and who collects the tax.
The Affordable Care Act – Compliance Challenges for EmployersWinston & Strawn LLP
In King v. Burwell, the Supreme Court upheld the availability of subsidies to individuals in states that use federal healthcare exchanges under the Affordable Care Act (ACA). This decision has important implications for employers due to how employer penalties are triggered under the ACA. While the decision may not be beneficial to employers in the short term, employers can now act with certainty in working to comply with coverage requirements under the ACA.
Erin Kartheiser and Steve Flores from our executive compensation and employee benefits practice presented a practical, interactive presentation that reviewed the impact of the Supreme Court’s decision, compliance challenges facing employers, and areas of potential risk.
Temporary Employees and the Employer Mandatebenefitexpress
This presentation reviews - when temporary employees become your employees, the factors the government uses to determine employment status, the steps you can take to avoid these employees becoming your employees, and consequences under Health Care Reform if it is determined that they are your employees.
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
Practical overview of what employers should be doing to avoid ACA shared responsibility penalties; how to track full-time employees; ACA reporting requirements; analysis of developing health plan structures.
This webinar covers:
• What are the new transition rules?
• Changes to the Employer Mandate
• Changes to COBRA notice
• What is new with W-2 Form and reporting
• What has been repealed or changed?
• When will new non discrimination rules take effect?
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
What You Need to Know About the Patient Protection & Affordable Health Care ActJackson White, P.C.
JacksonWhite HR compliance attorney, Otto Shill, goes over the basics of Obamacare/The Patient Protection & Affordable Care Act. Shill discusses how US businesses can prepare to comply under the upcoming changes in healthcare policies and regulations.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
PeopleMatter: Your ACA Questions Answered WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- Learn the latest changes in the ACA, including what’s been pushed and what you need to do now
- Hear exactly how control groups work and how to calculate your total costs under them
- Get the rundown on when benefit plans, rules and fees go into effect, and how much they’ll run you
-Watch a live demo of our online and mobile tools that make it easy to keep your labor costs under control
– Health care reform
• Play or pay: final rules
• Employer reporting: final rules
• 90-day waiting period: final rules
• Other health care reform updates
– Executive compensation issues
The Affordable Care Act: Update on the Employer Mandate Final RuleINGUARD
INGUARD Benefits Division presentation on the Affordable Care Act final rules, how they affect group benefits, and the responsibilities of employers in the coming years. Includes best practices for updating your employee benefits and how to stay in compliance with the ACA regulations.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
PPACA Complex Issues and Advanced Topics Part 1 - SlidesBenefitMall
Executive Vice President Michael Gomes provides the knowledge and insight every business owner should know to remain compliant with the Patient Protection and Affordable Care Act (PPACA).
More specifically, the webcast is the first of a two-part series designed to address information these groups need to know on the following topics:
• Important dates employers must know to comply with PPACA provisions
• Which employee groups should receive health insurance coverage
• Union employee rules
• Employer “no coverage” and “unaffordability penalties”
• Safe harbor rules
Health Reform Bulletin: Exploring Shared Responsibility RegulationsCBIZ, Inc.
This Health Reform Bulletin, "Exploring Shared Responsibility Regulations," delves deep into the Employer Shared Responsibility final regulations issued on February 12, 2014. Topics covered include:
- Employers Subject to the ACA’s Shared Responsibility Requirement
- Who is an Employee and How is an Employee Classified for ACA’s Employer Shared Responsibility Requirement?
- What is an “Offer of Coverage” for ACA Shared Responsibility Purposes?
- ACA’s Employer Shared Responsibility Provisions Unique to Educational Organizations
ACA TRACK is a end to end solution that provides variable hour, part-time and seasonal employee tracking. ACA TRACK automatically provides notification of coverage for newly eligible employees and digitally tracks the delivery and acceptance. In addition, ACA TRACK will track all data (Payroll, Eligibility and LOA) and complete the 1094-C for employers. ACA TRACK provides a live dashboard which will financially project future cost based on current and trending work hours.
Don't fall in the trap of "We can do ACA Compliance" make sure you have a end to end solution.
www.acatrack.net
888-603-4289
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
What You Need to Know About the Patient Protection & Affordable Health Care ActJackson White, P.C.
JacksonWhite HR compliance attorney, Otto Shill, goes over the basics of Obamacare/The Patient Protection & Affordable Care Act. Shill discusses how US businesses can prepare to comply under the upcoming changes in healthcare policies and regulations.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
PeopleMatter: Your ACA Questions Answered WebinarSnag
Watch Yvonne Frame, Client Executive at Marsh & McLennan Agency and Nancy Sansom, VP-Marketing at PeopleMatter to learn how the Affordable Care Act will impact the multi-location service industry. Whether you are in foodservice, hospitality or retail, changes are fast approaching in 2014 that will affect you. You won’t want to miss out on this free webinar to learn:
- Learn the latest changes in the ACA, including what’s been pushed and what you need to do now
- Hear exactly how control groups work and how to calculate your total costs under them
- Get the rundown on when benefit plans, rules and fees go into effect, and how much they’ll run you
-Watch a live demo of our online and mobile tools that make it easy to keep your labor costs under control
– Health care reform
• Play or pay: final rules
• Employer reporting: final rules
• 90-day waiting period: final rules
• Other health care reform updates
– Executive compensation issues
The Affordable Care Act: Update on the Employer Mandate Final RuleINGUARD
INGUARD Benefits Division presentation on the Affordable Care Act final rules, how they affect group benefits, and the responsibilities of employers in the coming years. Includes best practices for updating your employee benefits and how to stay in compliance with the ACA regulations.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
PPACA Complex Issues and Advanced Topics Part 1 - SlidesBenefitMall
Executive Vice President Michael Gomes provides the knowledge and insight every business owner should know to remain compliant with the Patient Protection and Affordable Care Act (PPACA).
More specifically, the webcast is the first of a two-part series designed to address information these groups need to know on the following topics:
• Important dates employers must know to comply with PPACA provisions
• Which employee groups should receive health insurance coverage
• Union employee rules
• Employer “no coverage” and “unaffordability penalties”
• Safe harbor rules
Health Reform Bulletin: Exploring Shared Responsibility RegulationsCBIZ, Inc.
This Health Reform Bulletin, "Exploring Shared Responsibility Regulations," delves deep into the Employer Shared Responsibility final regulations issued on February 12, 2014. Topics covered include:
- Employers Subject to the ACA’s Shared Responsibility Requirement
- Who is an Employee and How is an Employee Classified for ACA’s Employer Shared Responsibility Requirement?
- What is an “Offer of Coverage” for ACA Shared Responsibility Purposes?
- ACA’s Employer Shared Responsibility Provisions Unique to Educational Organizations
ACA TRACK is a end to end solution that provides variable hour, part-time and seasonal employee tracking. ACA TRACK automatically provides notification of coverage for newly eligible employees and digitally tracks the delivery and acceptance. In addition, ACA TRACK will track all data (Payroll, Eligibility and LOA) and complete the 1094-C for employers. ACA TRACK provides a live dashboard which will financially project future cost based on current and trending work hours.
Don't fall in the trap of "We can do ACA Compliance" make sure you have a end to end solution.
www.acatrack.net
888-603-4289
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
Ted Ginsburg, CPA, JD from Skoda Minotti's Employee Benefits group provides an update on the Affordable Care Act (ACA) for employers who were not subject to it in 2015, but are facing IRS filing requirements moving forward.
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
The Affordable Care Act (ACA) is here. Are you ready? At the Infinity Software 2014 User Group Conference, attendees had the opportunity to learn about the practical implications of the ACA and how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast approaching employer reporting requirements.
The Affordable Care Act (ACA) is here. Are you ready? Learn about the practical implications of the ACA and
how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast
approaching employer reporting requirements.
ADP Totalsource - Affordable Care Act Reporting and ComplianceTom Rehnberg
The Affordable Care Act represents a huge administrative burden this coming year and businesses are looking for a solution. The ADP Totalsource platform has the ability to relieve this new compliance burden to keep companies from risk of audits and penalties.
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
Findley Davies' Ed Redder presented at Schneider Downs Not-For-Profit Symposium Health Care Reform and Compliance Challenges and Opportunities.
Discussion Points
- The importance of knowing who you are
- Employer Shared Responsibility
- Current regulatory obligations
- Future obligations
- Additional compliance challenges
Are you ready for the upcoming Affordable Care Act changes? In 2015, employers will assume additional responsibilities, and not understanding how they work can be costly.
In this 30-minute presentation, WEA Trust experts Diane Craney and Rachel Carabell will explain what new penalties, waiting periods, reporting and benefits you can expect. You’ll leave with a solid understanding of how best to prepare for 2015.
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
Dane Rianhard from TriBridge Partners presented this slide via webinar on Affordable Care Act Compliance for 2014 and Beyond. The presentation includes information for small companies, companies with 50 - FTEs and companies with over 100 employees. The deck also includes information on private exchanges.
Implementing Health Care in 2014: It’s Far More Than Just a ‘Pay or Play’ Decision
On June 19, 2013, the Minnesota Chamber of Commerce hosted a workshop on the new health care reform law. This presentation outlines what small employers need to know about the law changes.
Similar to Dan Exceen - Acsa superintendent jan 31 2014 final presentation (20)
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Digital Tools and AI for Teaching Learning and Research
Dan Exceen - Acsa superintendent jan 31 2014 final presentation
1. AFFORDABLE CARE ACT 2014
District Roadmap
Association of California School
Administrators
Superintendents Symposium
January 31, 2014
2. Agenda
I. ACA Check-In
II. What Districts Need to Do
A. Timetable of ACA Provisions (Play or Pay)
B. Actuarial Value Assessment
C.
Affordability Report
D. Variable Hour Tracking Assessment
E.
Cadillac Tax Projection
F.
ACA Compliance Audit
III. ACA Taxes and Fees Calculator
IV. ACA Strategies and Cost Control Ideas
Burnham Benefits
2
3. ACA Check-In
To get a feel of where each of you are on the path to implementing
Affordable Care Act requirements, please briefly share:
1. What do you consider your comfort/proficiency level as it relates to
leading your district through the ACA mandates? Beginning, Intermediate or
Advanced?
2. Is your district rate structure tiered or composite? If composite, are you
familiar with tiered rates and how they work?
3. Do you feel your district is strategically engaged in regard to ACA?
Burnham Benefits
3
4. Timetable of Key ACA Provisions
2010 and PY > 9/23/10
Next Steps
• No more lifetime limits on
essential health benefits
(“EHB”)
• Only restricted annual limits
on EHB
• No more pre-existing
condition exclusions for those
< age 19
• Coverage of adult children to
age 26
• No rescissions
• No cost sharing and coverage
for certain in-network
preventive health services
• New consumer and patient
protections
• Early retiree reimbursement
program
• New claims and appeals rules
• Small business health care tax
credit
• Whistleblower protections
• Nondiscrimination testing for
fully insured plans (delayed)
Burnham Benefits
2011
• OTC drugs not
reimbursable
from FSAs,
HRAs, or HSAs
without
prescription
(except insulin)
• Excise tax
increase for
HSAs
• CLASS Act
(repealed)
• Medicare Part D
discounts for
certain drugs in
the donut hole
2012
2013
• Deliver
Summary of
Benefits and
Coverage
(“SBC”)
beginning 1st
open
enrollment on
or after
9/23/12
• W-2 Reporting (for
2012 PY)
• Medical Loss
Ratio rebates
(fully insured
plans) first due
for 2011 PY
• No cost sharing
for women’s
preventive
health
coverage
(generally
applies to PYs
beginning on
or after
8/1/12)
• Comparative
effectiveness fee
due 7/31/13 for
plans with PY
ending 10/1/1212/31/12
• Notice to inform
employees of
exchange coverage
options
2014
• Individual mandate
• Medicaid expansion
• State exchanges
• 90-day waiting period max
• Increased max on wellness
program credits
• New cost sharing and OOP
limits for group health plans
• No pre-existing condition
exclusions
• Health Care FSA
contributions
limited to $2,500,
as indexed
• Guaranteed Issue/
Renewability
• Deduction for
expenses allocable
to retiree drug
subsidy eliminated
• Clinical trial coverage
requirements
• Medicare tax on
individuals making
> $200k
• Coverage of adult children to
age 26- no exceptions
• No annual dollar limitations
on EHBs
• Transitional reinsurance fees
2015-2018
• Employer (“play
or pay”)
mandate
• New employer
reporting
requirements
(2016 for 2015
PY)
• Large groups
(>100
employees)
potentially
permitted to
enroll in
exchange for
group coverage
(2017)
• Excise tax on the
high cost
coverage
(“Cadillac Tax”)
(2018)
• Health insurer fee (fully
insured plans)
• Auto enrollment (delayed)
4
5. Pay Overview: Potential Penalties
OPTION
1
Pay: Eliminate coverage and let employees find
their own insurance coverage
• Annual penalty of $2,000 x all full-time employees
• Penalty Enforcement Effective Date Delayed to
January 1, 2015
• Applies to all full-time employees, not just benefit eligible
• Annual penalty does not apply to first 30 full-time employees
• Penalties are non-deductible
• Full-time = all employees working 30 or more hours per week on
average
Burnham Benefits
5
6. Play Overview: Potential Penalties
OPTION
2
Play: Continue to provide coverage
• Possibility of Annual penalty of $3,000 per full-time employee
receiving premium subsidy assistance granted by ACA
• Penalty Enforcement Effective Date Delayed to January 1, 2015
• Penalty ONLY applies if lowest cost plan is deemed unaffordable
(9.5% rule) or doesn’t provide minimum value (60%/bronze level)
• Penalty ONLY applies IF:
• Employee is deemed to have unaffordable plan (9.5% rule)
• Employee’s plan option doesn’t meet criteria for 60%/bronze level plan
• Employee applies for and actually receives federal subsidy
• Full-time = all employees working 30 or more hours per week on
average
Burnham Benefits
6
7. PPACA – Federal Poverty Level Impact
Employer Sponsored Plan
Employee Premium Contribution as a Percent of Household
Income
Employee Premium as
Percentage of Pay
0.0% - 9.5%
9.5% +
Federal Poverty Level (FPL)
401%
139% - 400%
0% - 138%
Not Eligible for Premium Subsidy
Not Eligible for Premium Subsidy
Eligible for PremiumSubsidy
Eligible for Premium Subsidy
Medicaid Eligible
No Employer Penalties for Medicaid-Enrolled Employees
Please note, Medicaid Eligible are not eligible for premium subsidy
Burnham Benefits
7
8. Individual Decision Tree – 2014
Stay on employer plan
Go to exchange
No health insurance
Pay annual EE portion of
exchange premium (assumed to
be between $1,200 - $1,700)
Pay annual penalty of $95 or 1%
of household income in 2014
(increases thereafter)
Pay Tenthly EE portion of
Kaiser - $100.00
HMO - $600.00
PPO - $1,900.00
Burnham Benefits
8
9. Next Steps for My District
• Conduct ACA financial modeling by end of 1st quarter
2014
• Share report with union groups and other District
partners
• Determine “Affordability” plan protection
• Most plans offered by Carriers, JPA’s and Trust will
exceed 60% minimum value (Bronze)
Burnham Benefits
9
10. What Districts Need To Do
Actuarial Value Test
The ACA requires employers to offer plans that meet a Minimum Actuarial Value (MAV)
of 60%.
•
All offered plans must meet the MAV of 60%
•
Actuarial Value Calculator provided by Department of Health and Human
Services (HHS) @ www.hhs.gov
SAMPLE TEST RESULT: PASS (All plans meet MAV)
PLAN
100-A, $20 OV, $0 Deductible
100-D, $10 OV, $300 Deductible
$2,500 HSA
Burnham Benefits
ACTUARIAL VALUE
99.4%
95.6%
60.7%
TEST RESULT
PASS
PASS
PASS
10
11. What Districts Need To Do
Affordability Test
An employee's affordability of the District's plan is based on the lowest cost plan option
that also meets the MAV of 60%.
•
Safe harbor method for determining affordability is 9.5% of an employee’s W-2
wages
•
Measured against Employee Only contribution portion of the lowest cost single
rate (offered to all employees)
•
Potential for federal subsidies
•
Federal Poverty Level (FPL) ranges
Burnham Benefits
11
13. What Districts Need To Do
Affordability Test
Penalty Enforcement Delayed to January 1, 2015
Annual penalty of $3,000 per Full-Time employee (30+ hours) receiving federal subsidy:
Penalty ONLY applies if:
1.
2.
3.
Employee’s plan option doesn’t meet the criteria for a bronze level
plan (60% MAV)
and / or
Employee is deemed to have unaffordable coverage (9.5% rule)
and
Employee applies for and actually receives federal subsidy
Burnham Benefits
13
14. Safe Harbor Provisions – Special Employee
Groups
Seasonal/Short Term/Hourly Employees
•
Treat as variable hour employees
Teachers
•
•
General rule: treat traditional school breaks as paid leaves
Unpaid leaves of more than 4 consecutive weeks (other than
FMLA/USERRA/jury duty leaves)
• Use averaging method so that employee who works full-time
during the active portions of the academic year is treated as FT
for full measurement period OR credit employee with average
weekly rate
• Max 501 hours during calendar year
Adjunct faculty, Bus Driver, Coaches, Stipend employees
•
•
•
Burnham Benefits
Use reasonable method consistent with the purposes of ACA
W-2 vs. 1099 Employees
Take into account classroom preparation time (adjunct faculty,
substitute teachers)
14
15. What Districts Need To Do
Variable Hour Employees
Measurement Period (MP)
Administrative Period (AP)
Stability Period (SP)
3–12 months
Up to 90 days (60 days in CA)
Same Length MP
1. Take inventory of your variable hour employee groups to assess potential
exposure based on current employee population (e.g., use 2012 or 2013 year
as a guide). Provide to Burnham for assessment.
2. Identify employment classification for new hires – is new hire reasonably
expected to work full-time (FT) or is he or she a variable hour or seasonal
employee?
3. Design plan eligibility rules to ensure compliance with the look-back and
stability period requirements; full-time employee definition
4. Measure and track hours worked
Burnham Benefits
15
16. What Districts Need To Do
MP = Measurement Period
AP = Administrative Period
SP = Stability Period
Variable Hour Employees
12 Month Option
2013
2014
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Jul
2016
2015
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Initial MP (12 mos.)
AP (2 mos.)
Jul
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Jul
Aug Sep Oct Nov Dec
Initial SP (12 mos.)
2nd MP (12 mos.)
AP (2 mos.)
2nd SP (12 mos.)
3rd MP (12 mos.)
AP (2 mos.)
6 Month Option
2014
Feb Mar Apr May Jun
Jul
2016
2015
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Initial MP (6 mos.)
AP (2 mos.)
Jul
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Jul
2017
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Initial SP (6 mos.)
2nd MP (6 mos.)
AP (2 mos.)
2nd SP (6 mos.)
3rd MP (6 mos.)
AP (2 mos.)
3rd SP (6 mos.)
4th MP (6 mos.)
AP (2 mos.)
4th SP (6 mos.)
5th MP (6 mos.)
Burnham Benefits
AP (2 mos.)
5th SP (6 mos.)
16
17. What Districts Need To Do
Variable Hour Employees
Hours per Week
Annualized Hours
(potential full impact)
Number of Employees
40 or more hours per week
2,080
1,052
30 - 39.99 hours per week
1,560 - 2,079.5
652
24 - 29.99 hours per week
1,248 - 1,559.5
326
20 - 23.99 hours per week
1,040 - 1,247.5
120
19.99 hours per week and below
1,039.5
543
Average/Total:
1,554.4 - 1,594.6
2,693
•
How will hours be monitored?
•
What is the best way to ensure all applicable employees have benefits access?
•
What is the potential premium impact?
•
Who are the employees who fit into the 24-29.99 range?
Burnham Benefits
17
18. What Districts Need To Do
Cadillac Tax Test
Beginning January 1, 2018, “Cadillac” plans will be subject to a 40% excise tax on the
amount of premium that exceeds an annual limit.
•
Employer and employee contributions are included
•
For 2018, the limits are $10,200 for individuals and $27,500 for families
(indexed)
•
Stand alone dental and vision benefits are excluded, but employer contributions
to HSAs and Archer MSAs are included, and health FSAs and HRAs are included
•
Who pays?
• The insurer, if fully insured
• The employer, for HSAs and Archer MSAs
• The person that administers the plan, if self-funded
Burnham Benefits
18
19. Sample Cadillac Tax Analysis:
(Super Composite Rate)
2013
PPO
2014
PPO
2015
PPO
2016
PPO
2017
PPO
2018
PPO
Actual EE Annual Premium
$17,670.24
$19,172.21
$20,955.23
$22,945.97
$25,125.84
$27,512.79
Excise Tax Threshold EE Only
$6,551.00
$7,107.84
$7,768.87
$8,506.91
$9,315.07
$10,200.00
($11,119.24)
($12,064.37)
($13,186.36)
($14,439.06)
($15,810.77)
($17,312.79)
NO
NO
NO
NO
NO
NO
$0.00
$0.00
$0.00
$0.00
$0.00
$0.00
Excise Tax Threshold EE+SP
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
N/A
N/A
N/A
N/A
N/A
N/A
$0.00
$0.00
$0.00
$0.00
$0.00
$0.00
Excise Tax Threshold EE+CH(REN)
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
N/A
N/A
N/A
N/A
N/A
N/A
$0.00
$0.00
$0.00
$0.00
$0.00
$0.00
Excise Tax Threshold Family
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
N/A
N/A
N/A
N/A
N/A
N/A
Gross Annual Premium
Difference from Actual
Pass (YES/NO)
Actual EE+SP Annual Premium
Pass (YES/NO)
Actual EE+CH(REN) Annual Premium
Pass (YES/NO)
Actual Family Annual Premium
Pass (YES/NO)
- Year-over-year changes in premium are based upon the 10 year cost projection performed by Milliman. The changes include 8.5% for 2014, 9.3% for 2015, 9.5% for 2016,
9.5% for 2017, and 9.5% for 2018.
Tier
Burnham Benefits
Subs
40% of Difference
Tax
EE Only
EE+SP
EE+CH(REN)
FAMILY
364
0
0
0
($6,925.12)
$0.00
$0.00
$0.00
($2,520,742.89)
$0.00
$0.00
$0.00
($2,520,742.89)
19
20. Sample Cadillac Tax Analysis: (4 Tier Rates)
2013
PPO
2014
PPO
2015
PPO
2016
PPO
2017
PPO
2018
PPO
Actual EE Annual Premium
$7,074.24
$7,675.55
$8,389.38
$9,186.37
$10,059.07
$11,014.68
Excise Tax Threshold EE Only
$6,551.00
$7,107.84
$7,768.87
$8,506.91
$9,315.07
$10,200.00
Difference from Actual
($523.24)
($567.71)
($620.51)
($679.46)
($744.00)
($814.68)
NO
NO
NO
NO
NO
NO
Actual EE+SP Annual Premium
$14,148.48
$15,351.10
$16,778.75
$18,372.73
$20,118.14
$22,029.37
Excise Tax Threshold EE+SP
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
$3,513.54
$3,812.19
$4,166.73
$4,562.57
$4,996.01
$5,470.63
YES
YES
YES
YES
YES
YES
Actual EE+CH(REN) Annual Premium
$12,733.63
$13,815.99
$15,100.88
$16,535.46
$18,106.33
$19,826.43
Excise Tax Threshold EE+CH(REN)
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
$4,928.39
$5,347.30
$5,844.60
$6,399.84
$7,007.83
$7,673.57
YES
YES
YES
YES
YES
YES
Actual Family Annual Premium
$21,222.72
$23,026.65
$25,168.13
$27,559.10
$30,177.22
$33,044.05
Excise Tax Threshold Family
$17,662.02
$19,163.29
$20,945.48
$22,935.30
$25,114.16
$27,500.00
Difference from Actual
($3,560.70)
($3,863.36)
($4,222.65)
($4,623.80)
($5,063.06)
($5,544.05)
NO
NO
NO
NO
NO
NO
Gross Annual Premium
Pass (YES/NO)
Pass (YES/NO)
Pass (YES/NO)
Pass (YES/NO)
- Year-over-year changes in premium are based upon the 10 year cost projection performed by Milliman. The changes include 8.5% for 2014, 9.3% for 2015, 9.5% for 2016,
9.5% for 2017, and 9.5% for 2018.
Tier
Burnham Benefits
Subs
40% of Difference
Tax
EE Only
EE+SP
EE+CH(REN)
FAMILY
85
32
19
72
($325.87)
$0.00
$0.00
($2,217.62)
($27,699.26)
$0.00
$0.00
($159,668.71)
($187,367.97)
20
21. District: Financial Modeling Results
Play or Pay Financial Model:
• The following Play or Pay model is an example.
• The District passes the minimum actuarial value test for all
plans (The minimum accepted actuarial value is 60% for all plans).
• Kaiser – 91.4%
• HMO – 89.9%
• PPO – 86.8%
Cadillac Tax:
• All 3 plans have at least one tier that exceeds a Cadillac Tax
threshold ($10,200-EE, $27,500-any family tier).
• Total potential Cadillac Tax liability in 2018 - $637,115.83
• Kaiser - $0.00
• HMO - $0.00
• PPO - $637,115.83
Burnham Benefits
21
22. District ACA Taxes and Fees Calculator
October 1, 2013
October 1, 2014
Total Subscribers
Total Members (2.55 ACS based upon census)
2012 Data
Monthly Premium
Annual Premium
2013 Annual ACA Taxes and Fees
PCORI Fee
Insurer Fee (UHC only)
Transitional Reinsurance Fee
Average Monthly Taxes and Fees
2,862
7,298
$3,668,800.04
$44,025,600.48
$1.00
0.25%
$3.94
2013 Renewal
Monthly Premium
Annual Premium
$7,298.00
$119,769.94
$344,830.50
$39,324.87
$3,980,648.04
$47,767,776.52
Proposed Increase Over Current
2013 Proposed Premium minus ACA Taxes and Fees
Monthly Premium without Taxes and Fees
Annual Premium without Taxes and Fees
8.50%
$3,941,323.17
$47,295,878.08
Value of Taxes and Fees
Proposed Increase without fees
0.99%
7.51%
Total Subscribers
Total Members (2.55 ACS based upon census)
2013 Data
Monthly Premium
Annual Premium
2014 Annual ACA Taxes and Fees
PCORI Fee
Insurer Fee (UHC only)
Transitional Reinsurance Fee
Average Monthly Taxes and Fees
$3,980,648.04
$47,767,776.52
$2.00
0.33%
$5.25
2014 Renewal
Monthly Premium
Annual Premium
Proposed Increase Over Current
2013 Proposed Premium minus ACA Taxes and Fees
Monthly Premium without Taxes and Fees
Annual Premium without Taxes and Fees
Value of Taxes and Fees
Proposed Increase without fees
2,862
7,298
$14,596.00
$174,544.72
$459,774.00
$54,076.23
$4,350,848.31
$52,210,179.74
9.30%
$4,296,772.08
$51,561,265.01
1.24%
8.06%
* Projections based on analysis of study by Oliver Wyman & AHIP 2012
Burnham Benefits
22
23. ACA Cost Control Strategies
• Evaluate 2, 3, or 4 tier rate structures
• Gather District demographic information to make
educated decisions on tiered rates
• Review medical plans offered and if “Bronze” plan is
needed
• Meet or form benefits committee to include union
groups
• Explore ACA new Wellness options/regulations
Burnham Benefits
23
24. 2014 Creative Cost Savings Options
•
•
•
•
Offer bronze level plan in benefits portfolio
Narrow HMO network option
Participating HMO contract
Explore self-funded medical inside or outside JPA or
Trust
• Tie District cap to participation in Wellness
• Incentives to reduce spouse enrollment on plan
• Go to market; explore options
Burnham Benefits
24
25. What Districts Need To Do
Next Steps
•
Conduct ACA financial modeling & Assess need for variable hour tracking
(1) Actuarial Value Assessment, (2) Affordability Report,
(3) Cadillac Tax Projection, (4) ACA Compliance Audit,
(5) Variable Hour Tracking
•
Work with consultant, broker, JPA or trust
•
Educate & Communicate effectively with all district partners
•
Develop a long term strategy through 2018
•
Explore all medical benefit options, consider unbundling, tiered rates, lower
cost plan options
•
Evaluate the financial implications associated with moving from a
composite rate to a tiered structure
Burnham Benefits
25