One of the components of the Affordable Care Act is the Small Business Health Options Program (SHOP). The SHOP is the marketplace, sometimes referred to as “exchange”, specific to small employers.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
Across the United States, a legislative movement to mandate paid sick leave time for all employees has picked up significant momentum over the past couple of years. With a number of states, municipalities and even the President advocating for these new mandates, it is important that employers know how these changes impact them.
At a recent Disability Management Employer Coalition event, Spring partner Teri Weber gave the presentation below on paid sick leave laws with fellow industry experts Geoffrey Simpson from Presagia and Mike Soltis from jackson lewis.
We hope you find this deck helpful and please don’t hesitate to reach out to Teri using the form below with any questions about paid sick leave laws or anything related to leave management.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
Legislative Alert: 2013 Changes to Medicare and MedicaidBenefitMall
On January 1, 2013, several important changes to Medicare and Medicaid mandated by the Patient Protection and Affordable Care Act (PPACA) took effect. This Legislative Alert provides a brief update of many of those changes. For any specific legal or financial advice, it is recommended that you consult with a licensed professional in your state.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
Across the United States, a legislative movement to mandate paid sick leave time for all employees has picked up significant momentum over the past couple of years. With a number of states, municipalities and even the President advocating for these new mandates, it is important that employers know how these changes impact them.
At a recent Disability Management Employer Coalition event, Spring partner Teri Weber gave the presentation below on paid sick leave laws with fellow industry experts Geoffrey Simpson from Presagia and Mike Soltis from jackson lewis.
We hope you find this deck helpful and please don’t hesitate to reach out to Teri using the form below with any questions about paid sick leave laws or anything related to leave management.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
Legislative Alert: 2013 Changes to Medicare and MedicaidBenefitMall
On January 1, 2013, several important changes to Medicare and Medicaid mandated by the Patient Protection and Affordable Care Act (PPACA) took effect. This Legislative Alert provides a brief update of many of those changes. For any specific legal or financial advice, it is recommended that you consult with a licensed professional in your state.
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
In early July, the Department of Treasury announced it is delaying a key mandate of the Affordable Care Act: what's known as the 'Pay or Play' mandate. While pushing pause on this mandate gives large employers another year to prepare, we strongly advise businesses not to wait to start making strategic decisions. For more information, contact Fraser Trebilcock Senior Health Care and Business Attorney Mike James at mjames@fraserlawfirm.com or 517.377.0823. You can also find more information at www.milhealthlaws.com.
This session focuses on Ed Health, a medical stop loss group captive consisting of 11 Boston-area colleges that Spring assisted in the development of. It details Ed Health’s success to date and lessons learned through the development and ongoing management of a medical stop loss group captive.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
At the Chamber's October Small Business Roundtable Jim Curis presented our members with the latest on the Affordable Care Act - also known as Obamacare.
ISCEBS 2014 Presentation: Health Care Reform’s Impact on Disability ManagementSpring Consulting Group
Recently, Spring Consultants Karen English and Kimberly Mashburn presented at the annual ISCEBS conference. They explore how Disability Management has been impacted by recent US health care changes brought on by the implementation of the Affordable Care Act (ACA)
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
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.
Health Reform Bulletin: Implementation Guidance & ACA UpdatesCBIZ MHM, LLC
1) Distribution of Marketplace Notice to Employees; 2) 90-day Waiting Period; 3) Individual Shared Responsibility- Final Regulations; 4) Employer Appeals in Marketplace Eligibility Determinations; 5) Small Business Tax Credit; 6) Preventive Care - Health Saving Accounts; and 7) Internal Claims, Appeals and External Review: Providing Culturally and Linguistically Appropriate Notices
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
In early July, the Department of Treasury announced it is delaying a key mandate of the Affordable Care Act: what's known as the 'Pay or Play' mandate. While pushing pause on this mandate gives large employers another year to prepare, we strongly advise businesses not to wait to start making strategic decisions. For more information, contact Fraser Trebilcock Senior Health Care and Business Attorney Mike James at mjames@fraserlawfirm.com or 517.377.0823. You can also find more information at www.milhealthlaws.com.
This session focuses on Ed Health, a medical stop loss group captive consisting of 11 Boston-area colleges that Spring assisted in the development of. It details Ed Health’s success to date and lessons learned through the development and ongoing management of a medical stop loss group captive.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
At the Chamber's October Small Business Roundtable Jim Curis presented our members with the latest on the Affordable Care Act - also known as Obamacare.
ISCEBS 2014 Presentation: Health Care Reform’s Impact on Disability ManagementSpring Consulting Group
Recently, Spring Consultants Karen English and Kimberly Mashburn presented at the annual ISCEBS conference. They explore how Disability Management has been impacted by recent US health care changes brought on by the implementation of the Affordable Care Act (ACA)
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
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.
Health Reform Bulletin: Implementation Guidance & ACA UpdatesCBIZ MHM, LLC
1) Distribution of Marketplace Notice to Employees; 2) 90-day Waiting Period; 3) Individual Shared Responsibility- Final Regulations; 4) Employer Appeals in Marketplace Eligibility Determinations; 5) Small Business Tax Credit; 6) Preventive Care - Health Saving Accounts; and 7) Internal Claims, Appeals and External Review: Providing Culturally and Linguistically Appropriate Notices
Get ready for the Affordable Care Act. The light you see is the oncoming train!
Lot's of things happening, not too many answers and it will take a few years to flesh it all out.
How can you smooth the healthcare reform transition? Learn about the mandates currently in place, the mandates that are coming in the near future, what employers need to do, and what employees need to do. Participants can also ask specific questions about how healthcare reform may impact their organization.
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
Affordable Care Act (ACA) Commonly Used TerminologyInfinisource
The Affordable Care Act and its terminology are overwhelming - where does one begin to understand it all? We’ve compiled a glossary of ACA terminology to help you through the maze.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
News Flash October 27 2014 Transitional Reinsurance Fee Counts Due By Nove...Annette Wright, GBA, GBDS
The transitional reinsurance fee is one of several different fees established by the Patient Protection and Affordable Care Act (PPACA). The enrollment count for 2014, used to calculate the reinsurance fee, is officially due by November 15, 2014, although the Department of Health and Human Services (HHS) has indicated that submissions made through November 17, 2014 will be considered timely, because November 15, 2014 falls on a Saturday. Employers with self-insured plans will need to ensure that they take the necessary steps to submit the required information and make the required payments by the applicable deadlines.
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
Health Care Reform Legislative Brief
2013 Compliance Checklist
In light of the Supreme Court's June 28, 2012, decision to uphold the health care reform law, or Affordable Care Act (ACA), employers must continue to comply with ACA mandates that are currently in effect.
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.
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.
BIZGrowth Strategies — Cybersecurity Special Edition 2023CBIZ, Inc.
As cybercriminals continue to advance and evolve, a stagnant cyber risk management approach is simply not an option. Further, the prevalence of cyber breaches means cybersecurity is not solely an IT concern. It takes a robust set of processes and people from across your organization, working together toward a common goal. We offer fresh insights to help protect your organization from cyberthreats in multiple operational areas. Articles include:
- How Cybercriminals Are Weaponizing Artificial Intelligence
- Employee Benefits Cyber Risk Exposure Scorecard
- Closing the Security Gap: Managing Vendor Cyber Risk
- Retirement Plan Sponsor Cybersecurity Checklist
- Protect Your Digital Frontline With Employee Training
BIZGrowth Strategies - Back to Basics Special EditionCBIZ, Inc.
Amid the increasing complexity of today’s business landscape, it can be of great benefit to shut out the noise and simply get back to the basics. Summer offers the rare opportunity for organizations to slow down and sweat the small stuff.
In this issue, our experts address seven key topics intended to help leaders guide their teams to stability and refocus on the foundational elements of success, including:
- Talent Management 101: How to Attract & Retain Great Employees
- Exploring the What, Why & How Behind the Employee Experience
- The Shifting Normal: 3 Ways Leaders Can Embrace Change & Conquer Challenge
- What is Financial Wellbeing & Why Should Employers Care?
- D&O Insurance Application Basics to Protect Your Leaders
- Your Life Insurance Policy May Be One of Your Biggest Assets
- Understanding Labor Law Poster Compliance
Welcome to our newly branded newsletter, "The Advantage." The articles in this issue provide insights to help you:
■ Have conversations around tough decisions during periods of economic uncertainty
■ Evaluate fast-growing artificial intelligence tools like ChatGPT
■ Recognize colleagues who are key allies in supporting women in the workplace
■ Navigate career shifts along the path to successful leadership
■ Manage workplace culture in a hybrid model
■ Garner inspiration from the 2023 Women Transforming Business finalists and winners
BIZGrowth Strategies - Workforce & Talent Optimization Special EditionCBIZ, Inc.
Amid today’s economic uncertainty, we know you need strategies and solutions that will help your business thrive. With workforce and talent concerns running high for employers across the nation, our experts developed these articles with those critical issues top of mind. We offer fresh insights designed to attract, retain, engage and motivate your employees — all while protecting your bottom line and managing emerging risks. Articles include:
- Unlock Success with Effective Performance Management
- How Employers Can Benefit from Financial Wellbeing Programs
- How to Talk About Hard Decisions During a Recession
- Cost-Effective Health Plan Perks to Consider in 2023
- 3 HR Strategies to Recession-Proof Your Organization
- Responding to Employment Practices Liability (EPL) Claims
- Versatility — Important in Life & Life Insurance
BIZGrowth Newsletter - Economic Slowdown Solutions Special EditionCBIZ, Inc.
The "Economic Slowdown Solutions Special Edition" newsletter includes articles that present tips, strategies and ideas to help your organization master economic uncertainty and recessionary concerns. Topics include:
- Considerations for a Reduction in Force
- Tips to Prepare for Risk Management Challenges
- Tactics to Recession-Proof Your Benefits Strategy
- HR Best Practices
- Recruitment Strategies to Keep You Competitive
- 3 Innovations to Stay Nimble
- Disability Insurance for Business Owners
BIZGrowth Strategies - Cybersecurity Special EditionCBIZ, Inc.
Cyberattacks are becoming more frequent and sophisticated, making a recovery from them increasingly difficult. Without preparation, a cyberattack can be devastating to your business, having severe operational, financial, legal and reputational implications.
The prevalence of cyber breaches also means cybersecurity is no longer solely an IT concern. Elevating your information security from functional to effective takes a robust set of elements, processes and people working together toward a common goal.
Our professionals have developed these articles and resources to help you protect your organization from these attacks.
Connections Help Law Practice Efficiently Obtain $5 Million Line of CreditCBIZ, Inc.
A 15-attorney law firm operated on a contingency and hourly fee basis. While it had a strong outlook for contingency cases, the costs incurred to work...
Custom Communication Plan & Active Enrollment Result in Increased ConsumerismCBIZ, Inc.
The firm embarked on a multi-year strategic plan to build a culture of wellbeing and engagement. They wanted
to educate employees to become more engaged and wise health care consumers...
Experienced Consulting Approach Leads Engineering Firm to the Right CFOCBIZ, Inc.
The Chief Financial Officer of a leading multi-disciplined engineering and consulting
firm indicated he was considering retiring. After initially considering a search process as an in-house project, the company’s leadership agreed...
Check out the latest edition for articles on Preventing Social Engineering Attacks, Triumphing in the Talent War, 3 Signs It’s Time for a Compensation Study, Strategies to Protect Your Retirement & Tips for a Successful OSHA Inspection.
Inflation, Interest Rates & the Disruption to CRECBIZ, Inc.
From assessing the various sectors to analyzing the future of your investments, learn more from our experienced team leaders on the wide-spread trends of commercial real estate property and sales.
CBIZ Quarterly Manufacturing and Distribution "Hot Topics" Newsletter (May-Ju...CBIZ, Inc.
CBIZ Quarterly Manufacturing and Distribution "Hot Topics" Newsletter (May-Jun 2022) provides you with news and guidance on the labor crisis, how to retain top talent during the Great Resignation, the business impacts of the Russia-Ukraine War, and the benefit of long-term bonus plans.
Rethinking Total Compensation to Retain Top TalentCBIZ, Inc.
Even with a developed recruiting program, strong company culture and great work-life balance, it’s difficult for companies to attract and retain the best employees without an all-inclusive compensation strategy. Add in the combination of high inflation, talent shortages and the Great Resignation, and we’re left with a hyper-competitive labor market. As a result, employers must think outside of the box to retain top performers and explore new ways to increase the value of total compensation offered. Learn how in this article.
Common Labor Shortage Risks & Tips to Mitigate Your ExposuresCBIZ, Inc.
No industry is safe from the risks of the current labor market. Employee shortages can influence multiple liabilities, but a proactive strategy can help protect your organization. In this article, learn measures to minimize labor shortage liability risks across all industries, as well as influential industry risks for construction, manufacturing and trucking.
How the Great Resignation Affects the Tax FunctionCBIZ, Inc.
Talent shortages remain a challenge universally, but it may be hitting financial roles within businesses particularly hard. The
pressures to meet tax reform obligations coupled with the
job changeover opportunities that emerged during the Great Resignation have left many tax departments feeling under-resourced. If your company is experiencing a similar situation, here are steps you can take to support your tax function.
While employee turnover is inevitable, there are several strategies companies can implement to help combat the Great Resignation, and at the center of all these strategies is technology that can benefit employers and their staff. In this article, learn how your organization can use technology to enhance the recruiting and onboarding processes, which will help attract top talent, while setting new hires up for success.
Experienced Consulting Approach Leads Engineering Firm to the Right CFOCBIZ, Inc.
The Chief Financial Officer of a leading multi-disciplined engineering and consulting firm indicated he was considering retiring. After initially considering a search process as an in-house project, the company’s leadership agreed to secure the assistance of an executive search professional.
BIZGrowth Strategies - The Great Resignation Special EditionCBIZ, Inc.
The Great Resignation continues to plague organizations across the country. It has exacerbated a host of employer challenges, including attraction, retention and engagement of top talent, as well as mitigating new risks. Our experts have developed these articles and linked resources to help your organization combat the mass employee exodus.
Kansas businesses have an opportunity for state tax incentives of which you may want to be aware.
Recent changes to the Kansas High Performance Incentive Program (HPIP) make it more broadly available
than it was in the past.
CBIZ Quarterly Commercial Real Estate "Hot Topics" Newsletter (Jan-Feb 2022)CBIZ, Inc.
The January 2022 issue of CBIZ’s Commercial Real Estate Quarterly Hot Topics Newsletter is now available! Learn about the impact of changes lease accounting, post-pandemic calculation companies are using to reassess office space needs, tax planning knowns and unknowns and the impact of rising construction costs on insurance costs. Plus – access strategies to combat the great resignation and safeguard against the unexpected.
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Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
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Pulmonary Thromboembolism - etilogy, types, medical- Surgical and nursing man...VarunMahajani
Disruption of blood supply to lung alveoli due to blockage of one or more pulmonary blood vessels is called as Pulmonary thromboembolism. In this presentation we will discuss its causes, types and its management in depth.
MANAGEMENT OF ATRIOVENTRICULAR CONDUCTION BLOCK.pdfJim Jacob Roy
Cardiac conduction defects can occur due to various causes.
Atrioventricular conduction blocks ( AV blocks ) are classified into 3 types.
This document describes the acute management of AV block.
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
Couples presenting to the infertility clinic- Do they really have infertility...Sujoy Dasgupta
Dr Sujoy Dasgupta presented the study on "Couples presenting to the infertility clinic- Do they really have infertility? – The unexplored stories of non-consummation" in the 13th Congress of the Asia Pacific Initiative on Reproduction (ASPIRE 2024) at Manila on 24 May, 2024.
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TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
Health Care Reform - Small Business Health Options Program (SHOP) Updates
1. CBIZ Health Reform Bulletin
Subject: Small Business Health Options Program (SHOP) Updates
Date:
October 31, 2013
One of the components of the Affordable Care Act is the Small Business Health Options
Program (SHOP).
The SHOP is the marketplace, sometimes referred to as “exchange”,
specific to small employers.
STATUS OF MARKETPLACE ESTABLISHMENT
To date, 26 states are utilizing a federally-facilitated marketplace/exchange (FFE), 17 states
plus the District of Columbia have established their own marketplace/exchange, and 7 states
are operating a federal/state partnership marketplace, as follows.
Alabama
Alaska
Arizona
Florida
Georgia
Indiana
Kansas
States Utilizing Federally-Facilitated Marketplace
Louisiana
North Carolina
Maine
North Dakota
Mississippi
Ohio
Missouri
Oklahoma
Montana
Pennsylvania
Nebraska
South Carolina
New Jersey
South Dakota
California
Colorado
Connecticut
District of Columbia
Hawaii
State-Run Marketplace
Idaho
Nevada
Kentucky
New Mexico
Maryland
New York
Massachusetts
Oregon
Minnesota
Rhode Island
Tennessee
Texas
Virginia
Wisconsin
Wyoming
Utah*
Vermont
Washington
*In Utah, the state operates the SHOP; individuals utilize the FFE for selecting coverage.
Arkansas
Delaware
State/Federal Partnership Marketplace
Illinois
Michigan
Iowa
New Hampshire
West Virginia
Recently, the Centers for Medicare and Medicaid Services (CMS) issued policy and guidance
regulating the management and operations of SHOPs specifically as it relates to type of
coverage offered, employer applications, enrollment procedures, enrollment timeframes,
minimum participation standards, and calculation of employer and employee premiums and
contributions. Following are highlights of this guidance. This review relates primarily to the
federal SHOP; a state-SHOP may have additional requirements.
October 31, 2013 – HRB 84
Page 1
2. CBIZ Health Reform Bulletin
COVERAGE AND ENROLLMENT
An employer eligible for the SHOP must meet 3 criteria:
1. It must be ‘small employer’, defined as an employer employing between 1 and 100
employees. Employer size is determined based on the prior calendar year; both fulltime employees and full-time equivalent employees are counted. (For 2014 and 2015,
a state may define small employer as one employing 1 to 50 employees. States may
open their marketplaces to large employers in 2017);
2. The coverage must be offered to all full-time employees, defined as individuals working
30 or more hours per week; and
3. The employer’s principal office must be within the SHOP’s geographic area.
In order to enroll in coverage through a SHOP, employers and employees are required to
complete applications to determine their eligibility for coverage. The SHOP is based on an
employee choice model pursuant to which the employer will select a metal tier of coverage and
the employees choose any plan within that tier; in some instances, the employee may even be
able to move up a tier. The metal tiers are categorized based on the level of benefit coverage,
i.e., Bronze (covers 60% of total average costs of care), Silver (70%), Gold (80%) and Platinum
(90%).
In 2014, employers utilizing a federally-facilitated SHOP (FF-SHOP) can only choose one
qualified health plan (QHP) at a single metal tier of coverage for their employees. A state can
choose to make the full metal tier available, or limit it to one plan like the FF-SHOPs.
Beginning in 2015, all SHOPs are required to offer all plans within a single metal tier of
coverage.
Once an employer enrolls through a SHOP and employees elect the employer’s offer of
coverage, the SHOP then provides enrollment information to the relevant QHP issuer (insurer).
INITIAL AND ANNUAL OPEN ENROLLMENT PERIODS AND COVERAGE
Initial open enrollment in the FF-SHOP began October 1, 2013.
The effective date of
coverage is based upon the date selected by the employer as part of the application and
enrollment process, as follows:
Plan Selection Date
10/1/13 through 12/15/13
Between the 1st and 15th day of the month
Between the 16th and last day of the month
Effective Date of Coverage
1/1/14
1st day of the following month
1st day of the second following month
Employer plans are issued on a 12-month basis. Open enrollment and renewal periods will
occur on a rolling basis throughout the year. Employers will receive renewal notices from the
FF-SHOP at least three months prior to the end of the plan year and have 30 days to respond
to the renewal offer. If the employer opts to renew the coverage, then the SHOP will then
notify employees about their coverage options for the subsequent year.
Employees have up to 30 days to either accept or waive coverage, as well as add dependents
or make changes to their QHP coverage during this open enrollment period. Both the
employer’s plan offerings and employee coverage decisions must be submitted to the SHOP
by the 15th of the month prior to the end of the employer’s plan year in order to be timely
effective for the beginning of the following plan year.
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3. CBIZ Health Reform Bulletin
Delay in On-line Enrollment Process. In late September, HHS announced a delay in the
availability of electronic enrollment in a SHOP November, 2013. Updates since have moved
the electronic enrollment availability to the end of November, at the earliest. According to the
news release, as long as employers and employees complete the enrollment process by
December 15, 2013, coverage will begin January 1, 2014.
SPECIAL ENROLLMENT PERIODS
A SHOP must provide for a 30-day special enrollment period during which qualified individuals
may enroll in QHPs or change QHPs upon the occurrence of certain life events. These events
are:
Addition of a dependent as a result of marriage, birth, adoption, or placement for foster
care;
The covered employee or dependent loses minimum essential coverage due to job loss
or loss of QHP certification;
The employee moves to a new state and gains access to employer health coverage;
An employee’s enrollment or non-enrollment in a plan is the result of the error,
misrepresentation, or inaction by the Marketplace or by HHS; or
Violation of a contract provision as proven by the covered employee.
The affected employee must notify the SHOP of a life event that triggers a special enrollment
period within 30 days of the event. An employee who becomes eligible or loses eligibility for
Medicaid or the Children’s Health Insurance Program (CHIP) would have 60 days from the date
of the event to notify the SHOP. If the employee fails to timely notify the SHOP of the event,
then he/she would have to wait until their next annual enrollment period to make a change.
MINIMUM PARTICIPATION RULES
A SHOP can impose a 70% participation requirement unless a state requires a higher
standard. States that currently require employers to meet a minimum 75% participation rate
are Arkansas, Iowa, New Hampshire, New Jersey, South Dakota and Texas.
For participation purposes, all employees, including full-time, part-time employees, COBRA
continuees, retirees participating in the employer plan, and business owners, as well as those
buying individual coverage are included in the calculation. Employees covered by another
employer group health plan, or by a government program such as Medicare, Medicaid or
TRICARE, need not be counted.
The minimum participation rate is calculated only upon initial enrollment and renewal. Midyear fluctuations in a group’s participation rate will generally not affect eligibility for coverage.
However, if a group falls below the minimum participation standard at renewal, then coverage
would likely not be renewed. In this instance, an employer could re-apply for coverage at
another time during the year when it could meet the minimum participation standard.
PREMIUMS AND CONTRIBUTIONS
For purposes of determining premium, the SHOP will offer the employer a choice between a
composite rating formula, or an age-rating formula, unless a state specifies the rating
methodology. Premiums for QHP coverage offered through a FF-SHOP are calculated based
on the employer’s selected QHP and the number of employees who accept the offer of
coverage. The total group premium is determined by adding the per-premium for each
participant and beneficiary covered under the plan, adjusted by the applicable geographic
rating are, based on the employer’s principal place of business.
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4. CBIZ Health Reform Bulletin
Once the premiums are totaled, the amount is then divided by the number of employees
electing coverage to get the average employee contribution rate. The employer would then
apply the same percentage of its contribution for employee-only coverage, with the employee
paying the balance, subject to any applicable tobacco surcharge. This same procedure in
determining premium calculations and employer and employee contribution rates applies if the
employer also selects dependent coverage and/or dental coverage, in addition to the medical
coverage.
Example. If the youngest employee enrolling has a premium of $100 and the oldest
employee enrolling has a premium of $120, the average premium for everyone would
be $110. If the employer decides to contribute 80% (or $88) towards the premium
payments, each employee would pay $22. If an employee adds 2 dependents to the
coverage plan, an additional premium amount will be added for the employee based on
the ages of the dependents. The employer’s contribution of 80% (or $88) for its
employees will remain the same.
The employer’s contribution percentage toward premium cannot vary based on work status of
employee, i.e., the employer contribution percentage must be the same for all of its full-time
and part-time employees, and cannot vary based on employee classes.
Part of the SHOP application includes an employee worksheet for estimating premiums and
determining coverage. Because an employer may not know whether any of its employees or
their dependents would participate in the employer’s plan selection, CMS encourages
employers to collect the relevant information from its workforce prior to making application for
SHOP coverage. The more accurate the information provided by the employer would likely
result in a more precise estimate of premium.
It is important to note that generally, coverage bought through the marketplace cannot be
purchased with salary reduction dollars via IRC Section 125 (cafeteria) plan. The only
exception to this is coverage purchased through the SHOP.
WAITING PERIODS
Beginning January 1, 2014, the ACA mandates that waiting periods can be no longer than 90
days. During the initial application process through a SHOP, an employer can select its new
hire waiting period from a choice of zero days, up to 60 days. The 60-day waiting period option
is the maximum selection to ensure that coverage becomes effectuated by the maximum
allowable period of 90 days.
NOTIFYING EMPLOYEES ABOUT SHOP COVERAGE
Once the employer completes its application for coverage through the SHOP, selects the
coverage, determines its contribution toward coverage and submits a roster of its employees,
the SHOP will then send an e-mail to all employees identified on the roster about the
availability of the employer coverage. The e-mail will include each employee’s unique access
code and a link to the SHOP website for purposes of completing the employee application.
Employers should ensure that the information provided in the employee roster is accurate as
they are ultimately liable for ensuring their employees are notified of available health coverage
through the SHOP. Presumably, this obligation is in addition to the Marketplace notice
required to be provided by all employers; though, no additional guidance has been issued on
this point.
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5. CBIZ Health Reform Bulletin
INTERPLAY WITH SMALL BUSINESS TAX CREDIT
The small business tax credit (SBTC) has been available to certain eligible employers for
several years now. Beginning in 2014, only QHP coverage purchased through the SHOP is
available for the SBTC, and only for a 2-consecutive year period. To be eligible, the employer
must employ fewer than 25 full-time equivalent employees whose average annual wages are
less than $50,000 (adjusted for inflation beginning in 2014). In addition, the small employer
must cover at least 50% of the cost of single (not family) health care coverage for each
employee. In addition, the employer must make a uniform contribution toward health coverage.
For tax years beginning in 2014 and beyond, the maximum credit increases to 50% of
premiums paid by small business employer (35% for small tax-exempt employers).
Additional Information about SHOPs:
SHOP Marketplace (HealthCare.gov portal)
Infographic: Five Steps for Employers to Apply for Coverage in the SHOP Marketplace
Background CBIZ Health Reform Bulletins relating to SHOPs:
Small Business Health Options Program (6/3/13)
Overview of Final Exchange Regulations (3/28/12)
About the Author: Karen R. McLeese is Vice President of Employee Benefit Regulatory Affairs for CBIZ
Benefits & Insurance Services, Inc., a division of CBIZ, Inc. She serves as in-house counsel, with
particular emphasis on monitoring and interpreting state and federal employee benefits law. Ms. McLeese
is based in the CBIZ Leawood, Kansas office.
The information contained herein is not intended to be legal, accounting, or other professional advice, nor are these
comments directed to specific situations. The information contained herein is provided as general guidance and may
be affected by changes in law or regulation. The information contained herein is not intended to replace or substitute
for accounting or other professional advice. Attorneys or tax advisors must be consulted for assistance in specific
situations. This information is provided as-is, with no warranties of any kind. CBIZ shall not be liable for any damages
whatsoever in connection with its use and assumes no obligation to inform the reader of any changes in laws or other
factors that could affect the information contained herein. As required by U.S. Treasury rules, we inform you that,
unless expressly stated otherwise, any U.S. federal tax advice contained herein is not intended or written to be used,
and cannot be used, by any person for the purpose of avoiding any penalties that may be imposed by the Internal
Revenue Service.
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