This document summarizes key issues related to employee benefits for healthcare employers, including an overview of health care reform requirements. It discusses the play or pay rules and employer reporting requirements under the Affordable Care Act, including details on determining full-time employees, calculating penalties, and required reporting information. It also briefly outlines other ACA topics like 90-day waiting periods, PCORI and reinsurance fees, nondiscrimination rules, and executive compensation audits.
Middle Tennessee Society for Human Resource Management and Bass, Berry & Sims invite you to attend a Legal Education Workshop on ACA Reporting and Confidentiality Agreements. Please join us for a presentation regarding the newly released IRS Forms 1094 and 1095, including which employers are subject to the reporting obligation, the information those employers will need to collect in 2015, and the ACA reporting deadlines; as well as, a discussion of the most conspicuous documents that companies should be reviewing and updating, now, to avoid scrutiny; such as, employee handbooks, codes of conduct and severance agreements. This promises to be a lively and interactive discussion.
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
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
Middle Tennessee Society for Human Resource Management and Bass, Berry & Sims invite you to attend a Legal Education Workshop on ACA Reporting and Confidentiality Agreements. Please join us for a presentation regarding the newly released IRS Forms 1094 and 1095, including which employers are subject to the reporting obligation, the information those employers will need to collect in 2015, and the ACA reporting deadlines; as well as, a discussion of the most conspicuous documents that companies should be reviewing and updating, now, to avoid scrutiny; such as, employee handbooks, codes of conduct and severance agreements. This promises to be a lively and interactive discussion.
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
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
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.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Fraser Trebilcock attorneys Beth Latchana and Mark Kellogg spoke this week at the Institute of Continuing Legal Education’s 27th Annual Tax Conference. In their overview of health care reform, they detailed most important aspects of the ACA, including: the health insurance marketplace, employer classification, the Pay or Play Mandate, reporting requirements, group health plan mandates, the individual insurance mandate, the Small Business Health Option Program, and the Small Business Health Care Affordability Tax Credits.
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.
On May 18, 2016, the U.S. Department of Labor (DOL) announced a final rule regarding overtime wage payment qualifications for the “white collar exemptions” under the Fair Labor Standards Act (FLSA).
The final rule increases the salary an employee must be paid in order to qualify for a white collar exemption. The required salary level is increased to $47,476 per year and will be automatically updated every three years. The final rule does not modify the duties test employees must meet to qualify for a white collar exemption.
Please join us for a G&A sponsored webinar with our outside counsel and nationally recognized expert on the Affordable Care Act, Seth Perretta of Groom Law Group, Chartered. Seth Perretta, who is located in Washington, DC and represents many employers and insurers (as well as the American Benefits Council (ABC) and America’s Health Insurance Plans (AHIP)), will provide an overview of what employers should be thinking about in 2015 with respect to the ACA. Seth will discuss, in part, the following:
Immediate issues of concern for employers who need to comply with the employer mandate as of January 1, 2015
Pitfalls for small employers with respect to the ACA, including compliance risks associated with small employers seeking to reimburse employees for their out-of-pocket medical expenses, including individual insurance premiums
The future of the high-cost “Cadillac Tax” provision and its likely effects on employer plans
The Supreme Court’s highly anticipated decision in King v. Burwell, and its potential to dismantle the ACA
Recent legislative activity related to health reform back in Washington, DC and the likelihood that this activity will lead to changes in the rules that govern your employer benefit plan offerings
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
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
as a small business owner or company executive, it is hard to keep up with all the changes in Health Care Reform aka Obama Care. I mean, you have a business to run! This brief can be read and understood in 10 minutes and will tell you:
-IF your company has to do anything
-What you have to do (like which IRS forms)
-The risk (& penalty) if you do nothing
The New Overtime Regulation: What You Need To KnowSnag
The Department of Labor recently updated regulation that completely changes who is eligible for overtime pay. This deeply affects the hourly industry, most notably managers, and you want to make sure you get all the facts so you are completely prepared to handle the changes when the new regulation is enacted.
Imagine a trip to watch your favorite sport with family and friends- The thrill and fun will be absolutely worth all the money you spend. This is exactly the reason why sports enthusiasts are ever so ready to shell out a good amount of money to watch their favorite player play.
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.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Fraser Trebilcock attorneys Beth Latchana and Mark Kellogg spoke this week at the Institute of Continuing Legal Education’s 27th Annual Tax Conference. In their overview of health care reform, they detailed most important aspects of the ACA, including: the health insurance marketplace, employer classification, the Pay or Play Mandate, reporting requirements, group health plan mandates, the individual insurance mandate, the Small Business Health Option Program, and the Small Business Health Care Affordability Tax Credits.
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.
On May 18, 2016, the U.S. Department of Labor (DOL) announced a final rule regarding overtime wage payment qualifications for the “white collar exemptions” under the Fair Labor Standards Act (FLSA).
The final rule increases the salary an employee must be paid in order to qualify for a white collar exemption. The required salary level is increased to $47,476 per year and will be automatically updated every three years. The final rule does not modify the duties test employees must meet to qualify for a white collar exemption.
Please join us for a G&A sponsored webinar with our outside counsel and nationally recognized expert on the Affordable Care Act, Seth Perretta of Groom Law Group, Chartered. Seth Perretta, who is located in Washington, DC and represents many employers and insurers (as well as the American Benefits Council (ABC) and America’s Health Insurance Plans (AHIP)), will provide an overview of what employers should be thinking about in 2015 with respect to the ACA. Seth will discuss, in part, the following:
Immediate issues of concern for employers who need to comply with the employer mandate as of January 1, 2015
Pitfalls for small employers with respect to the ACA, including compliance risks associated with small employers seeking to reimburse employees for their out-of-pocket medical expenses, including individual insurance premiums
The future of the high-cost “Cadillac Tax” provision and its likely effects on employer plans
The Supreme Court’s highly anticipated decision in King v. Burwell, and its potential to dismantle the ACA
Recent legislative activity related to health reform back in Washington, DC and the likelihood that this activity will lead to changes in the rules that govern your employer benefit plan offerings
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
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
as a small business owner or company executive, it is hard to keep up with all the changes in Health Care Reform aka Obama Care. I mean, you have a business to run! This brief can be read and understood in 10 minutes and will tell you:
-IF your company has to do anything
-What you have to do (like which IRS forms)
-The risk (& penalty) if you do nothing
The New Overtime Regulation: What You Need To KnowSnag
The Department of Labor recently updated regulation that completely changes who is eligible for overtime pay. This deeply affects the hourly industry, most notably managers, and you want to make sure you get all the facts so you are completely prepared to handle the changes when the new regulation is enacted.
Imagine a trip to watch your favorite sport with family and friends- The thrill and fun will be absolutely worth all the money you spend. This is exactly the reason why sports enthusiasts are ever so ready to shell out a good amount of money to watch their favorite player play.
Manifesto İletişim Trend Raporu - Ağustos 2015Manifesto
Merhaba,
Sonbahara girmeye hazırlandığımız yaz ayının son günlerinde Manifesto İletişim Grubu Trend Raporu’muzun yeni sayısında yine yoğun bir içerikle karşınızdayız.
Yeni sayımızda değişen kullanıcı alışkanlıklarının dijital dünyadaki gücüne istatistiki olarak değinmek istedik. Raporumuzu hazırlarken dünyanın önde gelen pazarlama yayınlarının öne çıkan marka haberlerini kaynak aldık.
Dünyada ve Türkiye’de ilgi çeken markaların kampanyalarını bir tıkla sizlere sunan yeni sayımızı keyifle okumanız dileğiyle…
Sevgiler,
Selin Bozkurt
Chief Energy Officer
Manifesto İletişim
Reach your goal with adonis design architectural services adinisdesigns
Adonis is your one stop outsources station for Architectural Services mainly because of the high caliber staff, better infrastructure and use of advanced technological systems. Our Architectural Unit caters to your designing and drafting needs.
http://adonisdesigns.com/architectural-services-at-adonis/
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.
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.
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.
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
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
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.
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
Employers need to be aware that decisions they are making now about the size and make-up of their workforce will affect whether they exceed the 50 employee threshold that triggers the "pay or play" penalty in the Affordable Care Act. This presentation will focus on strategies for avoiding or minimizing exposure to the penalties under the Act.
Asbestos Cement (AC) pipe was used widely in the mid 1900s in potable water distribution systems. Since the lifetime of this product is approximately 70 years, updating this infrastructure may involve removal of the pipe. This presentation reviews options for managing, maintaining, and removing AC pipe.
Redefining Waters of the U.S. - Steven G. Jones, 09.10.14Holland & Hart LLP
On March 25, 2014, EPA and the Corps of Engineers issued a proposed rule defining "waters of the United States" under the Clean Water Act. The rule was published in the Federal Register on April 21, 2014. The proposed rule will apply to all CWA programs and significantly increases EPA's and the Corps' jurisdiction under the CWA. If the rule is adopted as proposed, the rule will impact most industries and municipalities.
Sunshine Act and other Laws Affecting Vendor RelationsHolland & Hart LLP
Here Comes the Sun – New Transparency for
Vendor Relationships
To Whom Does the Sunshine Act Apply?
What is the Disclosure Process?
What are the Penalties and Consequences?
Other Laws and Legal Considerations for Vendor
Relations
– Conflicts of Interest
– Drug Samples
– Fraud and Abuse Laws
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
R3 Stem Cells and Kidney Repair A New Horizon in Nephrology.pptxR3 Stem Cell
R3 Stem Cells and Kidney Repair: A New Horizon in Nephrology" explores groundbreaking advancements in the use of R3 stem cells for kidney disease treatment. This insightful piece delves into the potential of these cells to regenerate damaged kidney tissue, offering new hope for patients and reshaping the future of nephrology.
Navigating the Health Insurance Market_ Understanding Trends and Options.pdfEnterprise Wired
From navigating policy options to staying informed about industry trends, this comprehensive guide explores everything you need to know about the health insurance market.
The dimensions of healthcare quality refer to various attributes or aspects that define the standard of healthcare services. These dimensions are used to evaluate, measure, and improve the quality of care provided to patients. A comprehensive understanding of these dimensions ensures that healthcare systems can address various aspects of patient care effectively and holistically. Dimensions of Healthcare Quality and Performance of care include the following; Appropriateness, Availability, Competence, Continuity, Effectiveness, Efficiency, Efficacy, Prevention, Respect and Care, Safety as well as Timeliness.
Welcome to Secret Tantric, London’s finest VIP Massage agency. Since we first opened our doors, we have provided the ultimate erotic massage experience to innumerable clients, each one searching for the very best sensual massage in London. We come by this reputation honestly with a dynamic team of the city’s most beautiful masseuses.
CRISPR-Cas9, a revolutionary gene-editing tool, holds immense potential to reshape medicine, agriculture, and our understanding of life. But like any powerful tool, it comes with ethical considerations.
Unveiling CRISPR: This naturally occurring bacterial defense system (crRNA & Cas9 protein) fights viruses. Scientists repurposed it for precise gene editing (correction, deletion, insertion) by targeting specific DNA sequences.
The Promise: CRISPR offers exciting possibilities:
Gene Therapy: Correcting genetic diseases like cystic fibrosis.
Agriculture: Engineering crops resistant to pests and harsh environments.
Research: Studying gene function to unlock new knowledge.
The Peril: Ethical concerns demand attention:
Off-target Effects: Unintended DNA edits can have unforeseen consequences.
Eugenics: Misusing CRISPR for designer babies raises social and ethical questions.
Equity: High costs could limit access to this potentially life-saving technology.
The Path Forward: Responsible development is crucial:
International Collaboration: Clear guidelines are needed for research and human trials.
Public Education: Open discussions ensure informed decisions about CRISPR.
Prioritize Safety and Ethics: Safety and ethical principles must be paramount.
CRISPR offers a powerful tool for a better future, but responsible development and addressing ethical concerns are essential. By prioritizing safety, fostering open dialogue, and ensuring equitable access, we can harness CRISPR's power for the benefit of all. (2998 characters)
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
CHAPTER 1 SEMESTER V - ROLE OF PEADIATRIC NURSE.pdfSachin Sharma
Pediatric nurses play a vital role in the health and well-being of children. Their responsibilities are wide-ranging, and their objectives can be categorized into several key areas:
1. Direct Patient Care:
Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
2. Health Promotion and Education:
Objective: Promote healthy behaviors and educate children, families, and communities about preventive healthcare.
This includes tasks like:
Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
3. Collaboration and Advocacy:
Objective: Collaborate effectively with doctors, social workers, therapists, and other healthcare professionals to ensure coordinated care for children.
Objective: Advocate for the rights and best interests of their patients, especially when children cannot speak for themselves.
This includes tasks like:
Communicating effectively with healthcare teams.
Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
4. Professional Development and Research:
Objective: Stay up-to-date on the latest advancements in pediatric healthcare through continuing education and research.
Objective: Contribute to improving the quality of care for children by participating in research initiatives.
This includes tasks like:
Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
Implementing evidence-based practices into their daily routines.
By fulfilling these objectives, pediatric nurses play a crucial role in ensuring the optimal health and well-being of children throughout all stages of their development.
QA Paediatric dentistry department, Hospital Melaka 2020Azreen Aj
QA study - To improve the 6th monthly recall rate post-comprehensive dental treatment under general anaesthesia in paediatric dentistry department, Hospital Melaka
2. Overview
Topics
– Health care reform
• Play or pay: final rules
• Employer reporting: final rules
• 90-day waiting period: final rules
• Other health care reform updates• Other health care reform updates
– Executive compensation issues
2
3. Terminology
• PPACA, ACA, HCR, Obamacare
• Play or pay, employer mandate, employer shared
responsibility
– ALE = applicable large employer
– FTE = full-time equivalents
– MEC = minimum essential coverageMEC minimum essential coverage
– MV = Minimum Value
3
4. Health Care Reform
• 2010 – first wave of reform requirements
• 2014 –
– Individual mandate – began 1/1/2014
– Exchanges (including SHOP coverage)
– *delayed* Employer mandate (play or pay)
– *delayed* Employer reporting rules
• 2015 –
– Employer mandate (play or pay)
– Employer reporting rules
2018• 2018 –
– “Cadillac tax”
4
5. Health Care Reform
Key point to remember about health care reform:
• Analyze benefits/laws independentlyy p y
– Grandfather status exempts plans from only certain parts of
health care reform
– Small employer for one law, does not necessarily mean small
employer for other law
– Compliance with one law, does not necessarily mean
compliance with other laws (e.g., waiting periods and play or
pay)
5
6. Play or Pay Rules
Big Picture
If in any month an FTE goes to the exchange for healthIf in any month, an FTE goes to the exchange for health
coverage and receives a premium tax credit
=
penalty if ALE doesn’t offer certain coverage for that monthp y g
– Law only applies to ALEs
– Permitted penalty exceptions for certain months
6
7. Play or Pay Rules
• Other ALE Rules
– Controlled group (affiliated employers) analysis
– Transition rule for first year ALEs
N lt f fi t th th if ff b A il 1• No penalty for first three months if offer coverage by April 1
– New employers
7
8. Play or Pay Rules
• Play or Pay Timeline
– 2010: statute enacted
– January 2013: proposed regulations
J l 2013– July 2013: delay on penalty enforcement, reporting requirements
– February 2014: final regulations, additional transition guidance
8
9. Play or Pay Rules
• When is it effective?
– 100 FTEs (including FTE equivalents) = January 1, 2015
50 t 99 FTE (i l di FTE i l t ) J 1 2016– 50 to 99 FTEs (including FTE equivalents) = January 1, 2016 (if
satisfy transition relief conditions)
– 49 or less FTEs (including FTE equivalents) = not an ALE, not
subject to law
• Who is an FTE and FTE Equivalent for ALE purposes?
FTE (30 h k 130 h i h)– FTE (30 hours a week or 130 hours in a month)
– FTE Equivalent (count all non-FTE hours/divide by 120)
ALE M th b th l i th
9
• ALE - Month by month analysis, then average
10. Play or Pay Rules
“Sledgehammer” penalty - subsection (a) penalty
• If employer does not offer minimum essential coverage
to substantially all of its FTEs, and one FTE goes to they g
exchange for health coverage and receives premium
tax credit = penalty
– $166.67 per month for each FTE of employer (minus 30, 80
for 2015)for 2015)
– Employer does not offer any coverage (MEC)
– Employer offers coverage but not to enough FTEs
• 30% margin of error in 2015, 5% margin of error after 201530% margin of error in 2015, 5% margin of error after 2015
– Affordability, Minimum Value plan design does not matter for
this penalty
10
11. Play or Pay Rules
“Tackhammer” penalty – subsection (b) penalty
• If employer does not offer coverage or offers coverage
which is either unaffordable or does not providep
minimum value, and an FTE goes to the exchange for
coverage and receives a premium tax credit = penalty
– $250 for each FTE not offered coverage receiving premium tax
credit – capped at subsection (b) amount
No margin of error rule– No margin of error rule
11
12. Minimum Value and Affordability
• Minimum Value = plan generally covers 60% of the cost
• Affordability = doesn’t cost more than 9.5% of
employee’s wages
– Three safe harbors (W-2, rate of pay, or federal poverty line)
• Other employee benefits impact on MV and Affordabilityp y p y
– HRA Contribution – Counts toward MV, could count towards
Affordability for premium expenses
– HSA Contribution – Count towards MV, but not Affordability
(can’t be used for premium expenses)(can t be used for premium expenses)
– Wellness Incentive – If for tobacco use, can count towards
both depending upon type
12
13. Play or Pay Rules
Question:
What do employers have to do to avoid play or pay
penalty?p y
Answer:
Provide all FTEs with affordable health coverage whichProvide all FTEs with affordable health coverage which
provides minimum value.
13
14. Play or Pay Rules
FTEs for penalty purposes: 30 hours a week on average
• Month to Month determination
• Two Methods:
1. Monthly method
2. Look-back method
14
15. Play or Pay Rules
Monthly method:
– Will not know who FTEs are for month with certainty in advance
– Basically, you look at hours worked in prior month and
determine whether employee worked 30 or more on average
limited non assessment period no penalty if you provide– limited non-assessment period – no penalty if you provide
coverage with certain period of time EVEN THOUGH the
employee was an FTE
• Employers only get one exception per employee (special rules on rehires,
LOAs etc )LOAs, etc.)
– Who might use:
• Employers who provide coverage to all employees or who have very few
variable hour employees
• Employers who have decided to “pay”• Employers who have decided to pay
• Employers using retirement plan approach to eligibility
15
16. Play or Pay Rules
Look-back method
t i d t h (3 12 th )– uses a measurement period to assess hours (3-12 months)
– measurement period results set FTE status for stability period
– Different rules for new hires versus ongoing employees
• New hires – variable hour employees entry into plan can be significantlyNew hires variable hour employees entry into plan can be significantly
delayed
– Who might use:
Emplo ers ith man ariable ho r emplo ees (especiall high t rno er)• Employers with many variable hour employees (especially high-turnover)
who want certainty on FTE status
• Employers who want to delay plan entry for new-hire variable hour
employees
• Employers tying plan eligibility to look-back methodEmployers tying plan eligibility to look back method
– Why might not want to use:
• obligation to offer coverage when not full-time (employee may not be able
to afford on part-time pay also, cafeteria plan concerns)
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to afford on part time pay also, cafeteria plan concerns)
• don’t want difficulty of administering, documenting, etc.
17. Play or Pay Rules
• Play or pay strategies being talked about …
– Skinny Plan: get out of subsection (a) penalty at risk of
subsection (b) plan
• Employers may use this as a strategy in the short term have PLAN B!• Employers may use this as a strategy in the short-term – have PLAN B!
– Variation: MV plan to high-ups, skinny-plan to low paid
• discrimination concerns under tax code
• ERISA 510 (interference with protected right) employer can’t interfere with
protected rightprotected right
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18. Reporting Rules
• Section 6055 – MEC ReportingSect o 6055 C epo t g
– Lets government know whether an individual had minimum
essential coverage so that it can assess individual penalty
– Who must report?
f• No 6055 reporting if employer does not provide health coverage
• Insured plans – insurers
• Self-funded plans – generally, the employer (exceptions for
multiemployer plans)y )
– File return with covered individual and government
• Section 6056 – FTE Reporting
– Lets government know of FTEs and employer-providedg p y p
coverage to assess play or pay (employer) penalty
– Who?
• ALEs only
File return with FTE and government
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– File return with FTE and government
19. Reporting Rules
• Required information for 6056
– Name, Address, EIN of ALE
– Name and telephone number for ALE contact person
C tifi ti h th ff d MEC t FTE ( d d d t )– Certification on whether offered MEC to FTEs (and dependents)
– Months during calendar year in which it was available
– Employee cost of employee-only coverage providing minimum
valuevalue
– Number of FTEs ALE had for each month of year
– Name, Address, and SSN of each FTE and months in which
employee was covered.
– Other information
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20. Reporting Rules
• Alternative reporting methods
• Penalties
– Typical “reasonable cause” exception
– Temporary “good faith efforts” exception
• failure to file not good faith effort
– Two-tiered penalty structure
• To individual/employee generally $100 a person• To individual/employee – generally $100 a person
• To IRS – generally $100 per return
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21. 90-Day Waiting Period
Prohibition on waiting periods exceeding 90 days
• Generally, employees otherwise eligible for coverage
must be covered (or able to be covered) on 91st day
following hire
– Exceptions:
• Orientation period permitted (not automatic!)
C l ti h f i ( t 1 600 h f i )• Cumulative hours of service (up to 1,600 hours of service)
• Satisfaction of hours over a period of time condition (30 hours a
week)
– Warning: play or pay coordination
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22. Health Care Reform Fees
• PCORI Fee - paid by insurers of insured plans and plan
sponsors of self-funded plans
– even if insured major-medical, be sure to examine other self-
funded benefits (including HRA)
– $2 per covered person
different methods of determining number– different methods of determining number
– tax deductible,
– not a plan expense (cannot pay out of plan assets)
– payable once a year on the second quarter Form 720 – duepayable once a year on the second quarter Form 720 due
July 31!
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23. Health Care Reform Fees
• Reinsurance Fee
– paid by insurers of insured plans and employers providing self-
f d d lfunded plans
• controversy over purpose
– $63 per person for 2014, $44 per person 2014
– enrollment data provided to HHS by Nov 15thenrollment data provided to HHS by Nov. 15 ,
• first installment will be invoiced by HHS by Dec. 15th (due within 30 days of
invoice)
• second installment will be invoices in fourth quarter of next year
– tax deductible– tax deductible
– permissible plan expense
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24. Other Health Care Reform
• Pre-existing exclusions – not permitted for the plan year
beginning on or after 1/1/2014
– Means no more HIPAA certificates of creditable coverage after
12/31/201412/31/2014
• HRAs (not a new requirement)
– Have to be:
• Integrated with major medical• Integrated with major medical,
• Retiree-only plans, or
• fund an excepted benefit
• Wellness Programs
– Plans trying to incent certain healthy behavior
– Reward limit
• 30% for non-tobacco programs
• 50% for tobacco programs (remember interaction with play or pay)
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50% for tobacco programs (remember interaction with play or pay)
25. Other Health Care Reform
• Routine Patient Costs
– Not required to cover cost of clinical trial, but routine costs
hi h ld b d if th t t ’t li i l t i lwhich would be covered if the context wasn’t a clinical trial
– Carriers and TPAs are struggling with how to apply and pay for
thesethese.
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26. Other Health Care Reform
• Nondiscrimination rules
– Code Section 105(h) applies to self-funded plans
– Insured plans covered by HCR law
2010 ff ti d t b t di i f l ti• 2010 effective date, but pending issuance of regulations
• When?
• Cadillac Tax
– Bi-partisan disapproval
– Some advance planning
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27. Other Health Care Reform
• Individual Health Insurance (coverage on exchange and
outside exchange)
– What role can employers serve?
N ti 2013 54 ( l t l )– Notice 2013-54 (employer payment plans)
• No pre-tax funding
• After-tax funding may be substantially limited too
– Potential state law concerns too
• Exchange notice
– reminder that still have to provide to new employees.
– applies regardless of employer size regardless of whether
coverage offered.
– No specific penalties – ERISA fiduciary?
Consider providing annually to ongoing employees
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– Consider providing annually to ongoing employees
28. Other Health and Welfare Issues
• Health FSA carryovers
– $500 can now be carried over to next year
– Cannot use carryover WITH grace period (choose one)
– HSA eligibility issues
• Same-sex marriage
– Where federal law requires spousal benefits – place of
l b ti lcelebration rule governs
• Retirement plans
• Cafeteria plans
– State insurance laws impact insured benefits (preempted fromp (p p
ERISA)
– State laws may have some impact on litigation risk where
coverage of same-sex spouses not required
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