1. Employers with 50 or more full-time employees face new requirements under the Affordable Care Act in 2014, including providing affordable health insurance or paying penalties.
2. Key deadlines and provisions for employers in 2013 include a $2,500 limit on health care flexible spending accounts, paying a comparative effectiveness fee, and notifying employees about health insurance exchanges.
3. In 2014, employers must ensure any health plans meet requirements around affordability, adequate coverage, and automatic enrollment of new employees within 90 days of hire. Failure to comply could result in tax penalties.
Checklist and decisions for employers facing healthcare lawjchrishodge
The document provides an overview of key provisions and deadlines employers need to be aware of under the Affordable Care Act. It outlines requirements in 2011-2014, including coverage of adult children up to age 26, prohibitions on pre-existing condition exclusions and lifetime limits. It also details the employer mandate beginning in 2014, penalties for non-compliance, and considerations for maintaining or starting to provide group health coverage. Employers are advised to carefully analyze their specific situations and run the numbers to determine the most cost-effective approach.
In less than one year, major provisions of the Patient Protection and Affordable Care Act are taking effect at state and federal levels, and many of those new provisions will directly impact businesses around the country. At this event, we’ll present fact-based, non-partisan information that’s important to Colorado business leaders: the timeline of the law and important dates.
The document summarizes the history and key provisions of the Affordable Care Act (ACA). It discusses reforms already implemented like coverage for dependents up to age 26 and prohibiting pre-existing condition exclusions for minors. Future provisions outlined include the employer mandate in 2014, establishment of health insurance exchanges, and definitions of full-time employees for calculating employer penalties. The presentation provides an overview of ACA compliance challenges for employers and how Total HR can help clients navigate ongoing reforms.
While the new health care reform law does not require employers to provide employee health benefits, the law does impose penalties and offers incentives to encourage employer participation. Beginning in 2014, employers with 50 or more full-time employees that do not offer health insurance may have to pay a monthly fee per full-time employee. Employers who do offer coverage may be assessed a fee if any full-time employee receives a premium tax credit. The law also establishes state-run health insurance exchanges and encourages wellness programs.
Health Reform Policy and Information UpdateTom Daly
The document discusses key provisions of the Affordable Care Act, including the individual mandate, health insurance exchanges, essential health benefits, Medicaid expansion, and the employer mandate. It provides details on eligibility and requirements for the individual mandate, health insurance exchanges, and employer mandate. The document also outlines goals and funding mechanisms for expanding health insurance coverage.
This document provides an overview and update on upcoming health care reform provisions taking effect in 2014. Key points include:
- Beginning in 2014, employer-sponsored plans must limit waiting periods to 90 days and annual out-of-pocket costs. Essential health benefits must also be covered.
- Health insurance exchanges will be available for individuals and small businesses to purchase coverage. Employers with 50+ employees face potential penalties if not offering affordable coverage.
- Annual limits and preexisting condition exclusions will be prohibited. Premium subsidies and an individual mandate also take effect. Small business tax credits are available.
- Wellness program incentives are increasing. Expanded Medicaid coverage was ruled unconstitutional but other provisions remain on track for 2014 implementation
Healthcare Reform And Risk Management By Mark Bloomjohndemello
The document discusses considerations for employers regarding the impact of health reform on their income statements. It outlines 10 key considerations including exchanges, employer mandates, changes to plan design, taxes on high-cost plans, and new reporting requirements. It notes that employers will need to evaluate whether their coverage meets minimum standards to avoid penalties if employees receive subsidies. The document concludes by mentioning two new taxes starting in 2013 for high-income individuals, including an additional Medicare tax and net investment income surtax.
Understanding Health Care Reform: A Dose of Accounting MedecineJames Moore & Co
The affordable Care Act was signed into law on March 23, 2010 and upheld by the Supreme Court in June 2012. These reform measures will have wide-spread impacts to most businesses and individuals. In this presentation, we discuss the tax consequences, small business health care credits, fees, and provide a summary of the Affordable Care Act and the status of reform.
Checklist and decisions for employers facing healthcare lawjchrishodge
The document provides an overview of key provisions and deadlines employers need to be aware of under the Affordable Care Act. It outlines requirements in 2011-2014, including coverage of adult children up to age 26, prohibitions on pre-existing condition exclusions and lifetime limits. It also details the employer mandate beginning in 2014, penalties for non-compliance, and considerations for maintaining or starting to provide group health coverage. Employers are advised to carefully analyze their specific situations and run the numbers to determine the most cost-effective approach.
In less than one year, major provisions of the Patient Protection and Affordable Care Act are taking effect at state and federal levels, and many of those new provisions will directly impact businesses around the country. At this event, we’ll present fact-based, non-partisan information that’s important to Colorado business leaders: the timeline of the law and important dates.
The document summarizes the history and key provisions of the Affordable Care Act (ACA). It discusses reforms already implemented like coverage for dependents up to age 26 and prohibiting pre-existing condition exclusions for minors. Future provisions outlined include the employer mandate in 2014, establishment of health insurance exchanges, and definitions of full-time employees for calculating employer penalties. The presentation provides an overview of ACA compliance challenges for employers and how Total HR can help clients navigate ongoing reforms.
While the new health care reform law does not require employers to provide employee health benefits, the law does impose penalties and offers incentives to encourage employer participation. Beginning in 2014, employers with 50 or more full-time employees that do not offer health insurance may have to pay a monthly fee per full-time employee. Employers who do offer coverage may be assessed a fee if any full-time employee receives a premium tax credit. The law also establishes state-run health insurance exchanges and encourages wellness programs.
Health Reform Policy and Information UpdateTom Daly
The document discusses key provisions of the Affordable Care Act, including the individual mandate, health insurance exchanges, essential health benefits, Medicaid expansion, and the employer mandate. It provides details on eligibility and requirements for the individual mandate, health insurance exchanges, and employer mandate. The document also outlines goals and funding mechanisms for expanding health insurance coverage.
This document provides an overview and update on upcoming health care reform provisions taking effect in 2014. Key points include:
- Beginning in 2014, employer-sponsored plans must limit waiting periods to 90 days and annual out-of-pocket costs. Essential health benefits must also be covered.
- Health insurance exchanges will be available for individuals and small businesses to purchase coverage. Employers with 50+ employees face potential penalties if not offering affordable coverage.
- Annual limits and preexisting condition exclusions will be prohibited. Premium subsidies and an individual mandate also take effect. Small business tax credits are available.
- Wellness program incentives are increasing. Expanded Medicaid coverage was ruled unconstitutional but other provisions remain on track for 2014 implementation
Healthcare Reform And Risk Management By Mark Bloomjohndemello
The document discusses considerations for employers regarding the impact of health reform on their income statements. It outlines 10 key considerations including exchanges, employer mandates, changes to plan design, taxes on high-cost plans, and new reporting requirements. It notes that employers will need to evaluate whether their coverage meets minimum standards to avoid penalties if employees receive subsidies. The document concludes by mentioning two new taxes starting in 2013 for high-income individuals, including an additional Medicare tax and net investment income surtax.
Understanding Health Care Reform: A Dose of Accounting MedecineJames Moore & Co
The affordable Care Act was signed into law on March 23, 2010 and upheld by the Supreme Court in June 2012. These reform measures will have wide-spread impacts to most businesses and individuals. In this presentation, we discuss the tax consequences, small business health care credits, fees, and provide a summary of the Affordable Care Act and the status of reform.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
Focus on analysis and planning that companies need to do in dealing with Health Care Reform. The purpose is to go beyond simply telling you what the law requires.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
Understanding the Impact of Health Care Reform on Your Business in 2013Insperity
This document summarizes key provisions of the Affordable Care Act that will impact businesses in 2013 and beyond, including the individual mandate, employer shared responsibility requirements, reporting obligations, costs and fees, and state health insurance exchanges. It outlines compliance requirements and penalties businesses may face if they do not offer affordable health coverage or if employees receive subsidies through state exchanges. The increasing complexity of the regulations and their potential effects on a business's health care costs, administrative workload and competitiveness are also discussed.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Health care reform the financial impact on franchises a case study 11-12-12Franchise Workforce
The document discusses how health care reform will impact an employer's health insurance costs through a case study of Dodge's Stores. It finds that maintaining the current employer-sponsored insurance in 2014 would increase costs by $1.2 million due to new costs like covering previously waived employees and penalties for subsidy-eligible employees. Dropping coverage could increase costs by over $1 million due to an employee penalty and subsidies received by employees. The highest costs are incurred by continuing the current plan or dropping coverage.
The recently enacted federal healthcare legislation will affect virtually everyone and will mean significant changes for patients, insurers, employers, hospitals and physicians. This is one of the largest changes to the tax laws in the past 30 years. Are you interested in finding out how the Reform will affect you or your business? We want to help. We are offering presentations to businesses and groups to provide information on how the Reform may impact you.
For more information visit our website at www.kl-cpa.com.
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.
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 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 document discusses how the Affordable Care Act (ACA) will affect small businesses and their employees. It notes that smaller businesses are less likely than larger ones to offer health insurance. It explains that under the ACA, small businesses can keep existing "grandfathered" plans, but new requirements will apply to other plans. New plans purchased by small businesses must guarantee coverage regardless of health status, cover essential benefits, and meet other standards. The ACA also creates insurance exchanges for small businesses to purchase coverage more easily and provides tax credits to help cover costs. However, some small employers may face penalties if they do not offer affordable coverage.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
How To Survive And Thrive In The Era Of Health Reform[1]wisdomjl
This document provides an overview of health care reform under the Patient Protection and Affordable Care Act (PPACA). It discusses key provisions such as tax credits for small businesses, coverage requirements for adult children up to age 26, bans on lifetime limits and pre-existing condition exclusions for children. It also outlines future provisions including the employer mandate in 2014, establishment of health insurance exchanges, and the excise tax on high-cost health plans beginning in 2018. The document recommends that companies transition to value-based health plans that incentivize wellness programs to help lower costs and improve outcomes over the long run. It positions the insurance agency, James L. Wisdom Insurance Services, as specialists that can help companies successfully navigate health care reform
The $20,000 Tax Dilemma: How to Eliminate $20,000 of Annual Tax LiabilityWalter Hines
The document discusses tax strategies for a dental practice owner with a $20,000 annual tax liability. It recommends establishing a high deductible health plan, health savings account, safe harbor 401(k) plan, professional overhead expense insurance, and executive bonus plan to provide $20,000 in total estimated tax deductions. It also suggests the owner contribute at least $5,000 annually to their 401(k) and a universal life insurance policy for retirement savings. The presentation aims to help owners pay themselves rather than the IRS through various tax-deductible benefits.
The Patient Protection Act introduces several new taxes and penalties related to health insurance. It does not mandate that individuals have insurance but will penalize those who do not starting in 2014. It also penalizes large employers who do not provide insurance or provide inadequate coverage. It provides tax credits to help low-income individuals afford coverage and gives tax credits to small employers who provide coverage. Higher income individuals and high-cost insurance plans will be taxed to help fund the overall plan.
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
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 document summarizes key provisions of the Affordable Care Act that will impact employers in 2013 and beyond. It outlines requirements around counting employees, defining small and large groups, waiting periods, health insurance exchanges, employer tax credits, and affordability standards. It also provides an overview of the Summary of Benefits and Coverage documents employers must provide employees and auto-enrollment provisions for larger companies.
Presentation by Aaron Mottern (www.ghostpepperagency.com) at the March 14, 2012 ACA Lighthouse Speaker Series.
www.lighthousegrowthresources.com
www.uncommonwisdomblog.com
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
The document discusses employee benefits trends in India. It notes that India has a large and diverse population. Mandatory benefits include provident fund, gratuity, and personal accident insurance. Voluntary benefits include mediclaim, life insurance, and superannuation. Insurance companies offer various products for retirement benefits like defined contribution plans and defined benefit plans. Common retirement benefits provided by employers include leave encashment, gratuity, and superannuation. Trends show life insurance participation and defined contribution plans increasing among employers and employees in India.
Focus on analysis and planning that companies need to do in dealing with Health Care Reform. The purpose is to go beyond simply telling you what the law requires.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
Understanding the Impact of Health Care Reform on Your Business in 2013Insperity
This document summarizes key provisions of the Affordable Care Act that will impact businesses in 2013 and beyond, including the individual mandate, employer shared responsibility requirements, reporting obligations, costs and fees, and state health insurance exchanges. It outlines compliance requirements and penalties businesses may face if they do not offer affordable health coverage or if employees receive subsidies through state exchanges. The increasing complexity of the regulations and their potential effects on a business's health care costs, administrative workload and competitiveness are also discussed.
The document discusses various components of employee benefits including core compensation like salary, allowances, and bonuses. It describes legally required benefits such as social security programs and family leave. Discretionary benefits are also outlined and include health insurance, retirement plans, paid time off, tuition reimbursement, and employee assistance programs. Specific benefits commonly offered in India are then detailed such as provident funds, gratuity, life and medical insurance, leave encashment, and superannuation plans. The trends in retirement benefits moving from defined benefit to defined contribution plans are also summarized.
Health care reform the financial impact on franchises a case study 11-12-12Franchise Workforce
The document discusses how health care reform will impact an employer's health insurance costs through a case study of Dodge's Stores. It finds that maintaining the current employer-sponsored insurance in 2014 would increase costs by $1.2 million due to new costs like covering previously waived employees and penalties for subsidy-eligible employees. Dropping coverage could increase costs by over $1 million due to an employee penalty and subsidies received by employees. The highest costs are incurred by continuing the current plan or dropping coverage.
The recently enacted federal healthcare legislation will affect virtually everyone and will mean significant changes for patients, insurers, employers, hospitals and physicians. This is one of the largest changes to the tax laws in the past 30 years. Are you interested in finding out how the Reform will affect you or your business? We want to help. We are offering presentations to businesses and groups to provide information on how the Reform may impact you.
For more information visit our website at www.kl-cpa.com.
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.
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 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 document discusses how the Affordable Care Act (ACA) will affect small businesses and their employees. It notes that smaller businesses are less likely than larger ones to offer health insurance. It explains that under the ACA, small businesses can keep existing "grandfathered" plans, but new requirements will apply to other plans. New plans purchased by small businesses must guarantee coverage regardless of health status, cover essential benefits, and meet other standards. The ACA also creates insurance exchanges for small businesses to purchase coverage more easily and provides tax credits to help cover costs. However, some small employers may face penalties if they do not offer affordable coverage.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
How To Survive And Thrive In The Era Of Health Reform[1]wisdomjl
This document provides an overview of health care reform under the Patient Protection and Affordable Care Act (PPACA). It discusses key provisions such as tax credits for small businesses, coverage requirements for adult children up to age 26, bans on lifetime limits and pre-existing condition exclusions for children. It also outlines future provisions including the employer mandate in 2014, establishment of health insurance exchanges, and the excise tax on high-cost health plans beginning in 2018. The document recommends that companies transition to value-based health plans that incentivize wellness programs to help lower costs and improve outcomes over the long run. It positions the insurance agency, James L. Wisdom Insurance Services, as specialists that can help companies successfully navigate health care reform
The $20,000 Tax Dilemma: How to Eliminate $20,000 of Annual Tax LiabilityWalter Hines
The document discusses tax strategies for a dental practice owner with a $20,000 annual tax liability. It recommends establishing a high deductible health plan, health savings account, safe harbor 401(k) plan, professional overhead expense insurance, and executive bonus plan to provide $20,000 in total estimated tax deductions. It also suggests the owner contribute at least $5,000 annually to their 401(k) and a universal life insurance policy for retirement savings. The presentation aims to help owners pay themselves rather than the IRS through various tax-deductible benefits.
The Patient Protection Act introduces several new taxes and penalties related to health insurance. It does not mandate that individuals have insurance but will penalize those who do not starting in 2014. It also penalizes large employers who do not provide insurance or provide inadequate coverage. It provides tax credits to help low-income individuals afford coverage and gives tax credits to small employers who provide coverage. Higher income individuals and high-cost insurance plans will be taxed to help fund the overall plan.
In this issue, new SFE&G partner Theresa Borzelli and guest co-author Mary B. Anderson of ERISAdiagnostics Inc. discuss the timely issue of shared responsibility regarding health coverage (Pay or Play). Mychelle Holloway explains why your record keeper requests certain information from the plan sponsor. Also read about SES' recent promotions and new hires
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 document summarizes key provisions of the Affordable Care Act that will impact employers in 2013 and beyond. It outlines requirements around counting employees, defining small and large groups, waiting periods, health insurance exchanges, employer tax credits, and affordability standards. It also provides an overview of the Summary of Benefits and Coverage documents employers must provide employees and auto-enrollment provisions for larger companies.
Presentation by Aaron Mottern (www.ghostpepperagency.com) at the March 14, 2012 ACA Lighthouse Speaker Series.
www.lighthousegrowthresources.com
www.uncommonwisdomblog.com
This document discusses the issue of worker misclassification and outlines tests used to determine whether a worker is an employee or independent contractor. It notes that misclassification can result in fines and penalties for employers and denial of benefits and protections for employees. The IRS 20-factor test and economic realities test are described as ways to assess control and economic dependence to determine worker status.
by Bill Bayer from the Lighthouse Speaker Series July 2012.
To reserve your video copy of this talk, order now at the link below. Presentation should be available 9/1/12. http://uncommonwisdomblog.com/balancing-work-and-life-presentation-orders/
An earthquake occurred off the coast of Japan in 2011. The hypocenter was located under the sea, which triggered a devastating tsunami. The earthquake and tsunami led to over 9523 fatalities, 16094 people reported missing, and 1800 houses destroyed.
The document contains thank you messages from multiple recent nursing school graduates thanking friends, family, classmates, and instructors for their support throughout nursing school. Many express gratitude to spouses, parents, children and other family for emotional and financial support, encouragement, and helping to take care of daily responsibilities. Others thank classmates for encouragement, study groups, and developing lifelong friendships. The graduates feel proud and grateful to be starting their careers as nurses.
Bill Bayer, financial expert and small business coach, walks through the current economic state, projecting two possible outcomes: re-enter a recession, or continue in a slow recovery.
What does the contrast between first and second quarter indicate? Will the housing market continue to rise? What happens if the European crisis continues? How does the economy affect the upcoming presidential election? What should I do with my investments and savings? How should I run my business in light of the economy? What are current unemployment rates? Does the future of our economy look better or worse?
Bill addresses questions such as these in his presentation. For more on these topics, visit his blog. www.uncommonwisdomblog.com
The document provides an economic outlook and forecast for 2012 from Bill Bayer in January 2012. It discusses two possible scenarios: a continuation of a slow economic recovery ("muddling through") or a major economic crisis. The most likely scenario is continued slow growth, but periodic downturns from the European crisis and US elections. Key forecasts include moderate housing and commercial real estate growth, slow employment increases, energy prices around $100 per barrel of oil, and US GDP growth of 3-4%.
An earthquake occurred off the coast of Japan in 2011. The hypocenter was located under the sea, which triggered a devastating tsunami. The earthquake and tsunami led to over 9523 fatalities, 16094 people reported missing, and 1800 houses destroyed.
Presentation by Doug Haldeman of Cherry Creek Mortgage on the importance of life planning and how to go about it. Presented at the May 2012 Lighthouse Speaker Series.
This document discusses using the Texas STaR Chart to evaluate technology readiness at Achieve Early College High School. The STaR Chart measures four key areas: Teaching and Learning, Educator Preparation and Development, Leadership/Administration, and Infrastructure. It provides data from 2008-2009 to 2010-2011 showing Achieve earned "Advanced" ratings in 2008-2009 but "Developing" ratings in subsequent years. Participants were instructed to review the Texas Long Range Plan for Technology in groups, identify strengths and weaknesses, and develop an action plan to improve Achieve's STaR Chart results going forward.
A empresa de tecnologia anunciou um novo smartphone com câmera aprimorada, maior tela e melhor desempenho. O dispositivo também possui recursos adicionais de inteligência artificial e maior capacidade de armazenamento. O lançamento está programado para o final do ano com preço inicial sugerido de US$799.
This document summarizes information presented by Matt Graves on navigating health reform, including:
1) An agenda covering the history, timeline, changes and delays of the Affordable Care Act, individual mandate, poverty level guidelines, taxes and fees, and impacts on small and large employer groups.
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
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.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
The document summarizes key provisions and effective dates of the Patient Protection and Affordable Care Act (ACA). It outlines that the ACA will expand Medicaid eligibility, require most individuals to have health insurance, create health insurance exchanges, and impose new regulations on health plans. It provides details on changes that take effect immediately in 2010, as well as changes effective in 2011-2014, such as employer requirements, health insurance market reforms, and the individual mandate.
How Does Obamacare Impact Your Business Planning?Tilson
The Supreme Court has upheld the PPACA and its implementation is full steam ahead. Now is the time to begin preparing for the impact on your business and your employees. Many have forgotten the complexity, decisions, and regulatory requirements of this legislation. As we all know, the devil is in the details.
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
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.
COVID-19 - How Staffing Companies Can Navigate the CrisisCitrin Cooperman
The document summarizes information from two webinars on how staffing companies can navigate the COVID-19 crisis. It discusses cash management strategies, borrowing options, staffing level considerations, and provisions from the Families First Act and CARES Act. Key points include cash forecasting, accessing lines of credit and government funding, determining optimal staffing levels, paid sick leave and family leave requirements, employer payroll tax deferrals and refundable employee retention credits.
Health Reform: What It Means for Small Business?Tom Daly
This document provides an overview and agenda for a presentation on health reform and what it means for startup businesses. The presentation will cover who the presenter is, the current state of health insurance in the US and a brief history, details of what happened with health reform, what changes will occur now and in future years, the impact on employers and employees, options and costs to consider, and will conclude with a question and answer section. Key dates that will be discussed include changes beginning in 2014 such as requirements for individuals to have coverage or pay a penalty and for companies with over 50 employees to offer coverage or pay a penalty.
The Affordable Care Act (ACA) impacts small businesses in North Carolina in several key ways:
1) Starting in 2014, the ACA requires each state to establish a Small Business Health Options Program (SHOP) Exchange to allow small businesses to purchase insurance.
2) Beginning in 2010, the ACA provided tax credits to small businesses that offer health insurance to help offset premium costs.
3) Starting in 2014, employers with over 50 employees must provide health insurance or pay a penalty.
ACA, SHOP, and Small Business Tax CreditsEric Stern
The Affordable Care Act (ACA) overhauled the U.S. health care system by requiring individuals to obtain health coverage, protecting those with pre-existing conditions, and establishing health insurance marketplaces. The ACA created public exchanges for individuals and small businesses (SHOP) to purchase qualified health plans. It provides subsidies to help low-income individuals pay premiums. Employers with over 50 employees must offer affordable coverage providing minimum value or face penalties, while small employers may qualify for tax credits when offering coverage through SHOP. The presentation provides details on ACA requirements and assistance resources.
Economic alliance health care reform update march 5-2013Michelle Hundley
The document summarizes upcoming changes to health care reform regulations beginning in 2013, including limits on flexible spending accounts, new reporting requirements for employers, comparative effectiveness research fees, exchange notices for employees, individual mandates, employer pay or play rules, and independent contractor classifications. It also outlines additional reforms taking effect in 2014, such as state health insurance exchanges, premium subsidies, individual and employer mandates, rating limits, and cost sharing limits.
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.
Coronavirus emergency loans via cares act -small business guide & che...Mark Weber
Banks are still waiting for guidance from the regulatory agencies as to how these loans are to be administered and which banks will be able to provide the loan. It may take up to two weeks before they can begin accepting applications. The recommendation is to make contact with your banking relationships ASAP since there will be a lot of asks coming in short order. You should tell the bank that you plan to apply and ask for updates as they learn more.
Created by WEA Trust Vice President & General Counsel Vaughn Vance, this presentation helps explain to employers the changing health insurance marketplace. You'll learn about new fees and taxes, plan restrictions and employer obligations under health care reform.
Health Care Reform Implementation For Employersjpwlinkedin
The document summarizes key provisions of the Patient Protection and Affordable Care Act (PPACA) that affect employers and health insurance. It notes that PPACA requires most employers to offer minimum health coverage and individuals to purchase and maintain coverage. Major reforms take effect in 2014, including the establishment of health insurance exchanges, an individual mandate, penalties for employers not providing affordable coverage, and modified community rating standards. The document provides timelines of upcoming changes and impacts on employers between now and full implementation in 2014.
Checklist and Decisions for Employers Facing Healthcare Law
1. Action Items and Decisions
Facing Employers with the
Patient Affordable Care Act
Chris Hodge, District Manager
Oasis Outsourcing
February 21, 2013
2. Timeline of Key Provisions
2011 2012 2013 2014
• Adult children to • W-2 reporting $2,500 health care FSA Exchanges
age 26 (early requirements for salary reduction limits operational
adopter) health care coverage Increase in Medicare
(for January 2013 Free rider penalty
• No lifetime or payroll tax on individuals
W-2s) making more than (employer mandate)
annual maximums
$200k/$250K
• 100% preventive • Summary of Benefits Individual mandate
Investment income
care coverage and Coverage and subject to Medicare tax Auto-enrollment
• FSAs cannot Uniform Glossary for individuals making
reimburse over- rules more than $200k/$250k No preexisting
the-counter (OTC) Expanded women’s
condition exclusions
• Nondiscrimination
expenses without testing rules in all preventive care Wellness program
Rx plans, including Comparative discount expansion
• No preexisting insured plans Effectiveness Fee per
member participant on Eligibility waiting
condition
• Medical Loss Ratios all health plans period no longer
exclusions under
Rebates Notify all employees than 90 days
age 19
about exchanges,
• Prohibition on • Tax credit for Employer reporting
services and contact
rescissions employers with < 25 info. of health insurance
employees info to govt &
• New claims and
participants
appeals rules
3. 2013 Employer Checklist
$2,500 Flexible Spending Account Limit
Comparative Effectiveness Fee for all
health plan participants
Employer must provide written notice
regarding the existence of insurance
exchanges and that employee may qualify
for subsidies
2014 Employer Mandate will be based on
2013 FTEs and hours worked.
4. 2013 Employer Checklist
# 1 $2,500 Flexible Spending Account Limit
– Child Care spending limit is not affected
– Employee Contributions to Medical Flexible
Spending Accounts are limited to $2,500/year
5. 2013 Employer Checklist
# 2 Comparative Effectiveness Fee
• New fee to fund independent comparative
clinical research programs
• Fee became effective for plan years as of
October 1, 2012 and later
• Initial fee is $1 per member per year,
increasing to $2 per member in second year.
• Fee is due no later than July 31, 2013
• Assessed by the carrier
6. 2013 Employer Checklist
# 3 Employer must provide written notice
regarding the existence of insurance
exchanges and that employee may qualify
for subsidies
• Originally due March 1, 2013
• Postponed to early Autumn 2013. No exact
date yet.
7. 2013 Employer Checklist
# 4. Employers that do not currently provide
health insurance, evaluate headcount to
determine whether your company will be
subject to the employer mandate in 2014.
8. 2013 Employer Checklist
# 5. Employers that do provide health
insurance, evaluate plans to ensure that
by 2014 insurance meets requirements:
• Affordability
• Adequate coverage
9. 2014 Employer Checklist
Shared Responsibility Provision takes
effect (for companies with 50+ employees)
Automatic Enrollment of New Employees
Limits to waiting periods for coverage
Reporting of health insurance information
to government
10. 2014 Employer Checklist
# 1 Shared Responsibility Provision takes effect
• Applies only to employers with 50+ Full Time
EQUIVALENTS
• $3,000 penalty per employee
• If premium contribution is greater than 9.5% of income
– Example: For employee earning $35,000/year, 9.5% equals
$3,325 annually or $277 per month
• If plan covers less than 60% of allowable costs.
• The alternative penalty is $2,000 per employee for not
offering coverage.
11. How Eligibility is Calculated
• Do you have 50 Full Time Equivalents?
– Any employee averaging 30 or more hours a week is
considered a Full Time Employee.
– Add to that number, the total number of hours worked
by all PTEs every month divided by 120.
– Seasonal workers (<120 days/year) are excluded.
• Example: A firm has 35 FTEs & 20 PTEs
working 24 hours/week (or 96 hours/month).
– 20 PTEs X 96 (hours/month) / 120 = 16
– 35 FTEs + 16 Calculated FTEs = 51 FT Equivalents
12. How Eligibility is Calculated
• Companies under common control are
considered one company.
– You can’t subdivide businesses to avoid
eligibility.
– Separate businesses with common ownership
must be evaluated as a whole.
13. How the Penalties are Assessed
• Assessed differently than eligibility is assessed.
• Tax penalty is assessed if at least one FULL-
TIME employee obtains coverage from through
an exchange AND receives a premium credit.
– No penalties for part-time workers.
• Premium credits are for workers who are 138%
to 400% of the Federal poverty level.
– Employee premium must be greater than 9.5% of
income.
– Plan pays less than 60% of essential health benefits
14. Penalty for >50FTE Employer not
offering Health Insurance
• Penalty applied to FT Employees (working
over 30 hours a week) greater than 30.
• $166.67 per month penalty for every FTE
greater than 30 who do not have
company-sponsored health insurance.
– 35 FTEs and 20 PTEs. Penalty would be:
35 - 30 = 5 X $166.67 = $833.35/mo.
– 29 FTEs and 50 PTEs. Penalty would be:
29 - 30 = -1 or 0 X $166.67 = $0/mo.
15. Potential Penalties for Employers
>50 FTE who do offer health
insurance
• Penalty is applied if any of the employer’s FT
Employees (PTEs are excluded) receives a
premium credit to purchase from an exchange.
• To get premium credit:
– Employee must be 138-400% of FPL AND
– Employee’s share of premium > 9.5% of income OR
– Policy does not provide minimal essential coverage.
• Penalty is the lesser of:
– FTEs – 30 X $2,000
– FTEs receiving premium credits X $3,000
16. Potential Penalties Summarized
Less Large Employer: 50 or more FTEs
than 50 Does not offer coverage Offers coverage
FTEs No FTEs 1 or more FTEs No FTEs 1 or more FTEs
receive credit receives credit receive credit receives credit for
for exchange for exchange for exchange exchange coverage
coverage coverage coverage
No penalty No penalty Number of FTEs No penalty Lesser of:
minus 30 - Number of FTEs
multiplied by minus 30 multiplied
$2,000. by $2,000.
- Number of FTEs
who receive
premium credit
multiplied by $3,000
17. Online Tools to Determine Eligibility
and Penalties
• Online calculator at
www.franchise.org/healthcare/calculator.aspx
• Government’s Outline of Rules
http://www.healthcare.gov/using-insurance/emp
• DHHS to be releasing a calculator for
minimum essential coverage
18. How does this apply to 2013?
• The determination of the number of full-
time vs part-time employees in 2014 will
be based on a “Lookback Period” that
includes 2013.
– Each employee is classified FT or PT based
on the hours they worked in that period.
– Period can be 3 to 12 months
– Employer can determine the length of the
period
19. 2014 Employer Checklist
# 2 Automatic Enrollment of New
Employees
– Applies only to employers with 200+
Employees
– Employers must automatically enroll new full-
time employees in health plan
– Employees may opt out
20. 2014 Employer Checklist
# 3 Limits to waiting periods for coverage
• No health plan may impose a waiting period
for benefits of greater than 90 days
• Employers with 50+ employees will be fined
for waiting periods over 90 days ($600 per
FTE in waiting period).
21. Decisions facing Employers
• If you do provide • If you don’t provide
health insurance: health insurance:
– Should you continue to – Should you start?
provide coverage? – Can you stay below
– What changes should the 50 employee
you make to your threshold?
plans? – What are the best
– What changes should vehicles to provide
be made to insurance?
contributions?
22. Considerations in Deciding to
Maintain or Buy Group Coverage
• Insurance premiums are tax-deductible but penalties are
not.
• Cost of providing insurance is a function of the number
of participants, not the number of employees.
• The Individual Mandate will make insurance important to
employees who did not care before.
• Any additional compensation to cover Exchange costs
will increase payroll (FICA/FUTA) taxes for the employer,
and income and payroll (FICA) taxes for the employee.
• If you already provide coverage, why? Has that
changed?
23. Considerations for the Providing
Coverage
• Does the plan cover 60% of expenses?
– DHHS Calculator
– Common sense guide
• Does your contribution keep employees
from paying more than 9.5% of their
income for their plan?
– Increase contribution?
– Create classes that reverse discriminate?
24. Whatever you do (or don’t do)
• Do the math!
Summary of Results: Pay or Play Analysis
Potential Penalties
Full-time Employees 73
Penalty (Cost) for not offering coverage to all full-time employees 0
Employees paying more than 9.5% of income for single coverage 29
Does plan pay for at least 60% of covered expenses for a typical population? YES
Penalty for employees paying more than 9.5% $87,000
Total Potential Penalties Accrued $87,000
Cost of Providing Coverage
Annual cost of current plan $198,756
Employee Contributions, including increased employer contribution for low income employees (89,556)
Value of Federal Tax Deduction (37,128)
Employer net cost of plan $72,072
25. Whatever you do (or don’t do)
• Do the math!
• Make sure your assumptions are accurate.
• Spreadsheet your options
• Base calculations on what is known and
minimize speculation.
– We do know more than we don’t know
– Many remaining questions will not be significant
enough to require a change in course.
– If information changes, then change the spreadsheet.
• Re-assess after the exchanges have been
around for a year.