Administaff has been monitoring health care reform regulations since 2010 to ensure their group health plans and payroll services remain compliant for clients. The document outlines key changes taking effect through 2018 that will impact employers and health plans. Administaff commits to making necessary changes to their plans, providing required notices and reports to clients and employees, and handling new compliance obligations to allow clients to focus on running their businesses without worrying about health care reform impacts and requirements.
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.
What decisions should you make for your business related to ObamaCare and HealthCare Reform?
The Roadmap & Decision Tree (pages 9 & 10) help to simplify and help you zero in on what you need to do.
If you have 49 or fewer employees...
If you have 50 or more employees...
This will help make your path clear.
The document provides a year-by-year breakdown of key provisions of the Patient Protection and Affordable Care Act (PPACA) from 2010 to 2018. It details changes such as tax credits for small businesses, dependent coverage requirements, pre-existing condition provisions, and penalties for large employers if employees receive subsidies. The summary focuses on how the reforms impact employer-sponsored health plans and what businesses need to do to comply with PPACA in each year.
- Employers must consider new options for offering health insurance under the Affordable Care Act, including offering a plan, not offering but paying penalties, or sending employees to the insurance exchanges.
- For small employers, tax credits may help offset plan costs but expire after two years. Larger employers not offering a qualified plan may pay fines of $2000 per employee if any employees receive subsidies.
- Plans offered must meet requirements like essential benefits to exempt employees from penalties, but some employees may still qualify for exchange subsidies. Costs of offering a plan versus penalties must be weighed.
- Self-insuring allows employers more flexibility but comes with new reporting rules. Sending employees to exchanges is another option starting in
Kapil Khandelwal Post Budget Analysis In Modern Medicare Aug 09guest049fe3b
The document discusses fiscal reforms that could be implemented in India to improve healthcare delivery. It suggests several policy measures such as tax holidays for new healthcare infrastructure, increasing tax deductions for medical expenses, and incentivizing preventative health checkups. It also proposes increasing funding for healthcare education and capacity building. Overall the document argues that targeted fiscal policies could help address future health risks and enable better population health outcomes in India.
This document provides an overview of key provisions and requirements of the Affordable Care Act for employers regarding health care benefits. It outlines basic benefit design requirements such as minimum essential coverage, essential health benefits, actuarial value standards, and grandfathered plans. It then details important implementation dates and deadlines for provisions from 2013 through 2018, including the individual mandate, health insurance marketplaces, employer shared responsibility requirements, and future taxes and fees. The document aims to help employers navigate health care reform and make strategic decisions about employer-sponsored benefits.
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.
What decisions should you make for your business related to ObamaCare and HealthCare Reform?
The Roadmap & Decision Tree (pages 9 & 10) help to simplify and help you zero in on what you need to do.
If you have 49 or fewer employees...
If you have 50 or more employees...
This will help make your path clear.
The document provides a year-by-year breakdown of key provisions of the Patient Protection and Affordable Care Act (PPACA) from 2010 to 2018. It details changes such as tax credits for small businesses, dependent coverage requirements, pre-existing condition provisions, and penalties for large employers if employees receive subsidies. The summary focuses on how the reforms impact employer-sponsored health plans and what businesses need to do to comply with PPACA in each year.
- Employers must consider new options for offering health insurance under the Affordable Care Act, including offering a plan, not offering but paying penalties, or sending employees to the insurance exchanges.
- For small employers, tax credits may help offset plan costs but expire after two years. Larger employers not offering a qualified plan may pay fines of $2000 per employee if any employees receive subsidies.
- Plans offered must meet requirements like essential benefits to exempt employees from penalties, but some employees may still qualify for exchange subsidies. Costs of offering a plan versus penalties must be weighed.
- Self-insuring allows employers more flexibility but comes with new reporting rules. Sending employees to exchanges is another option starting in
Kapil Khandelwal Post Budget Analysis In Modern Medicare Aug 09guest049fe3b
The document discusses fiscal reforms that could be implemented in India to improve healthcare delivery. It suggests several policy measures such as tax holidays for new healthcare infrastructure, increasing tax deductions for medical expenses, and incentivizing preventative health checkups. It also proposes increasing funding for healthcare education and capacity building. Overall the document argues that targeted fiscal policies could help address future health risks and enable better population health outcomes in India.
This document provides an overview of key provisions and requirements of the Affordable Care Act for employers regarding health care benefits. It outlines basic benefit design requirements such as minimum essential coverage, essential health benefits, actuarial value standards, and grandfathered plans. It then details important implementation dates and deadlines for provisions from 2013 through 2018, including the individual mandate, health insurance marketplaces, employer shared responsibility requirements, and future taxes and fees. The document aims to help employers navigate health care reform and make strategic decisions about employer-sponsored benefits.
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.
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
Consumer-Centric Technology in Benefits AdministrationCraig Burma
This document discusses defined contribution (DC) health benefit plans, also known as "DC health plans". It examines the key features of DC health plans, including how employer contributions are determined and issues around employee choice and plan design innovations. The advantages and disadvantages of DC health plans for employers and employees are also assessed. While interest in DC health plans is growing due to rising healthcare costs and complexity, significant challenges around implementation remain. Widespread adoption of full DC health plans may depend on factors like unemployment levels and further healthcare cost increases.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
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.
This document discusses health reimbursement accounts (HRAs) for small businesses in light of recent healthcare reforms. It notes that the Affordable Care Act created new regulations that increased challenges for small businesses providing health benefits. While HRAs had previously been an attractive option, the Department of Labor announced in 2013 that stand-alone HRAs with more than 2 participants must comply with annual limit regulations, limiting their availability. The document outlines three types of HRAs that remain compliant options: integrated HRAs linked to group plans, retiree HRAs, and one-person stand-alone HRAs. It stresses the importance of evaluating current plans and discussing compliance and tax opportunities with advisors.
Emerson Reid is an employee benefits consulting firm that guides employers through benefits program planning, communication, and management. They provide advisory services, open enrollment support, proactive program management, and compliance assistance. Their team of professionals offers expertise in benefits strategy, health care reform guidance, technology-enabled enrollment and administration support. Emerson Reid takes a holistic, four-pronged approach to developing successful long-term benefits programs for employers.
Managing health insurance costs is challenging in an era of rising inflation and new healthcare laws. Traditional cost control methods like increasing deductibles have diminishing returns and hurt employee satisfaction. Creative strategies using consumer-driven health plans paired with health reimbursement accounts can lower costs 20-30% while maintaining coverage quality. Proper employee education is crucial when implementing new plans. The healthcare industry is undergoing significant changes due to reform that will impact employers and employees.
The document summarizes voluntary benefits that can be offered as part of an employee benefits package, including accident, cancer/critical illness, disability, hospital confinement, life, and limited medical insurance. It provides an overview of each type of coverage and how they can help employers provide protection to employees affordably. It also introduces the agency, MCM Agency, that can assist companies with selecting and administering a voluntary benefits program.
Affordable Care Act - What's Your Implementation Plan?Ryan Marshall
Proliant provides integrated solutions and support to help organizations comply with the requirements of the Affordable Care Act. They offer assistance with requirements such as providing summaries of benefits and coverage, distributing medical loss ratio rebates, expanding dependent coverage, and setting up wellness programs. Proliant also helps employers monitor costs and coverage levels to avoid penalties for plans beginning in 2014 when additional reforms take effect, including eliminating annual limits and pre-existing condition exclusions.
MCM agency provides a variety of voluntary benefits to employers to offer their employees, including accident, cancer/critical illness, disability, hospital confinement indemnity, life, and limited benefit medical insurance. These voluntary benefits can help employers attract and retain employees by providing a competitive benefits package while controlling costs and allowing employees flexibility to choose additional coverage tailored to their needs through payroll deduction.
59828 employee benefits compliance checklist for small employers 021312Jerry Whitaker CIC,CRIS
This document provides a compliance checklist for various federal employee benefit laws applicable to small employers with 50 or fewer employees. It lists the key laws, including whether they apply to small employers or have exceptions. For those that apply, it summarizes the main requirements and any associated notices that must be provided to employees. Some major laws discussed include the Affordable Care Act, COBRA, HIPAA, FMLA, ERISA and COBRA. The document is intended to help small employers understand and comply with federal benefit plan regulations.
This document provides a checklist for employers to assess their compliance with the Affordable Care Act (ACA). It covers key areas employers should review such as their health plans, corporate structure, workforce, applicable fees under the ACA, coverage mandates, and communications with employees. The checklist identifies over 50 specific questions for employers to ask regarding their health plans, number of employees, use of leased or temporary workers, applicable fees, and compliance with ACA mandates and communications requirements.
This document provides an overview and agenda for a presentation on health care reform and its effects on businesses. The presentation covers previously implemented provisions like lactation breaks and summary of benefits requirements. Current provisions discussed include the 90-day waiting period, small business tax credits, health insurance exchanges, and employer mandate penalties. Provisions anticipated in the near future are also mentioned, such as non-discrimination rules and automatic enrollment. The document concludes with cheat sheets summarizing key requirements by employer size.
20th Annual Legal & Accounting Institute - Healthcare Reform - Joshua A. Sutinsaafdn
The document summarizes key provisions of the Affordable Care Act that take effect between now and 2014 for employers, including requirements to provide preventive care benefits, distribute summaries of benefits and coverage, and pay fees. It outlines the employer mandate beginning in 2014, under which large employers that do not offer affordable, minimum value health coverage to full-time employees will face penalties. It also discusses subsidies available to individuals through state health insurance exchanges.
Taxation implications for company paid healthcare for large employersSimplyhealthUK
This document discusses the taxation implications of company-paid healthcare plans for large employers in the UK. It outlines various taxes that may apply such as Insurance Premium Tax, National Insurance Contributions, Income Tax, and Corporation Tax. It provides examples of how these taxes are calculated for different types of healthcare plans including health cash plans, private medical insurance, cost plus insurance plans, healthcare trusts, and scheme agreements. The key information provided relates to the different tax rates and calculations that employers and employees should consider for company-paid healthcare.
Personal Benefits Plan- Employer PresentationMinal Jalil
This presentation explains to an employer the benefits of the AHR Personalized Benefits Plan for their business and employees. For more information, please visit us at ahr.net
The document describes a Personal Benefits Plan as an alternative to traditional group health insurance. It allows employers to fund individual Benefits Savings Accounts for each employee, which the employee can then use to purchase their own health insurance and other benefits. This exempts the employer from many Affordable Care Act requirements for group plans. The Personal Benefits Plan is presented as offering lower costs, more choice and flexibility for employees, and simplifying administration compared to group health insurance. Expert advisors help employees select the health insurance and benefits that best fit their individual needs and circumstances.
This document provides a summary of the major provisions of the Affordable Care Act that impact employers and recommendations on how to prepare. It includes an overview of requirements that are already in place and future requirements. It also notes that Colonial Life's voluntary benefits are exempt from many of the health insurance reforms and discusses important considerations for voluntary benefits like the health insurance exchanges, employer reporting on W-2 forms, and the excise tax.
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.
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.
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
Consumer-Centric Technology in Benefits AdministrationCraig Burma
This document discusses defined contribution (DC) health benefit plans, also known as "DC health plans". It examines the key features of DC health plans, including how employer contributions are determined and issues around employee choice and plan design innovations. The advantages and disadvantages of DC health plans for employers and employees are also assessed. While interest in DC health plans is growing due to rising healthcare costs and complexity, significant challenges around implementation remain. Widespread adoption of full DC health plans may depend on factors like unemployment levels and further healthcare cost increases.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
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.
This document discusses health reimbursement accounts (HRAs) for small businesses in light of recent healthcare reforms. It notes that the Affordable Care Act created new regulations that increased challenges for small businesses providing health benefits. While HRAs had previously been an attractive option, the Department of Labor announced in 2013 that stand-alone HRAs with more than 2 participants must comply with annual limit regulations, limiting their availability. The document outlines three types of HRAs that remain compliant options: integrated HRAs linked to group plans, retiree HRAs, and one-person stand-alone HRAs. It stresses the importance of evaluating current plans and discussing compliance and tax opportunities with advisors.
Emerson Reid is an employee benefits consulting firm that guides employers through benefits program planning, communication, and management. They provide advisory services, open enrollment support, proactive program management, and compliance assistance. Their team of professionals offers expertise in benefits strategy, health care reform guidance, technology-enabled enrollment and administration support. Emerson Reid takes a holistic, four-pronged approach to developing successful long-term benefits programs for employers.
Managing health insurance costs is challenging in an era of rising inflation and new healthcare laws. Traditional cost control methods like increasing deductibles have diminishing returns and hurt employee satisfaction. Creative strategies using consumer-driven health plans paired with health reimbursement accounts can lower costs 20-30% while maintaining coverage quality. Proper employee education is crucial when implementing new plans. The healthcare industry is undergoing significant changes due to reform that will impact employers and employees.
The document summarizes voluntary benefits that can be offered as part of an employee benefits package, including accident, cancer/critical illness, disability, hospital confinement, life, and limited medical insurance. It provides an overview of each type of coverage and how they can help employers provide protection to employees affordably. It also introduces the agency, MCM Agency, that can assist companies with selecting and administering a voluntary benefits program.
Affordable Care Act - What's Your Implementation Plan?Ryan Marshall
Proliant provides integrated solutions and support to help organizations comply with the requirements of the Affordable Care Act. They offer assistance with requirements such as providing summaries of benefits and coverage, distributing medical loss ratio rebates, expanding dependent coverage, and setting up wellness programs. Proliant also helps employers monitor costs and coverage levels to avoid penalties for plans beginning in 2014 when additional reforms take effect, including eliminating annual limits and pre-existing condition exclusions.
MCM agency provides a variety of voluntary benefits to employers to offer their employees, including accident, cancer/critical illness, disability, hospital confinement indemnity, life, and limited benefit medical insurance. These voluntary benefits can help employers attract and retain employees by providing a competitive benefits package while controlling costs and allowing employees flexibility to choose additional coverage tailored to their needs through payroll deduction.
59828 employee benefits compliance checklist for small employers 021312Jerry Whitaker CIC,CRIS
This document provides a compliance checklist for various federal employee benefit laws applicable to small employers with 50 or fewer employees. It lists the key laws, including whether they apply to small employers or have exceptions. For those that apply, it summarizes the main requirements and any associated notices that must be provided to employees. Some major laws discussed include the Affordable Care Act, COBRA, HIPAA, FMLA, ERISA and COBRA. The document is intended to help small employers understand and comply with federal benefit plan regulations.
This document provides a checklist for employers to assess their compliance with the Affordable Care Act (ACA). It covers key areas employers should review such as their health plans, corporate structure, workforce, applicable fees under the ACA, coverage mandates, and communications with employees. The checklist identifies over 50 specific questions for employers to ask regarding their health plans, number of employees, use of leased or temporary workers, applicable fees, and compliance with ACA mandates and communications requirements.
This document provides an overview and agenda for a presentation on health care reform and its effects on businesses. The presentation covers previously implemented provisions like lactation breaks and summary of benefits requirements. Current provisions discussed include the 90-day waiting period, small business tax credits, health insurance exchanges, and employer mandate penalties. Provisions anticipated in the near future are also mentioned, such as non-discrimination rules and automatic enrollment. The document concludes with cheat sheets summarizing key requirements by employer size.
20th Annual Legal & Accounting Institute - Healthcare Reform - Joshua A. Sutinsaafdn
The document summarizes key provisions of the Affordable Care Act that take effect between now and 2014 for employers, including requirements to provide preventive care benefits, distribute summaries of benefits and coverage, and pay fees. It outlines the employer mandate beginning in 2014, under which large employers that do not offer affordable, minimum value health coverage to full-time employees will face penalties. It also discusses subsidies available to individuals through state health insurance exchanges.
Taxation implications for company paid healthcare for large employersSimplyhealthUK
This document discusses the taxation implications of company-paid healthcare plans for large employers in the UK. It outlines various taxes that may apply such as Insurance Premium Tax, National Insurance Contributions, Income Tax, and Corporation Tax. It provides examples of how these taxes are calculated for different types of healthcare plans including health cash plans, private medical insurance, cost plus insurance plans, healthcare trusts, and scheme agreements. The key information provided relates to the different tax rates and calculations that employers and employees should consider for company-paid healthcare.
Personal Benefits Plan- Employer PresentationMinal Jalil
This presentation explains to an employer the benefits of the AHR Personalized Benefits Plan for their business and employees. For more information, please visit us at ahr.net
The document describes a Personal Benefits Plan as an alternative to traditional group health insurance. It allows employers to fund individual Benefits Savings Accounts for each employee, which the employee can then use to purchase their own health insurance and other benefits. This exempts the employer from many Affordable Care Act requirements for group plans. The Personal Benefits Plan is presented as offering lower costs, more choice and flexibility for employees, and simplifying administration compared to group health insurance. Expert advisors help employees select the health insurance and benefits that best fit their individual needs and circumstances.
This document provides a summary of the major provisions of the Affordable Care Act that impact employers and recommendations on how to prepare. It includes an overview of requirements that are already in place and future requirements. It also notes that Colonial Life's voluntary benefits are exempt from many of the health insurance reforms and discusses important considerations for voluntary benefits like the health insurance exchanges, employer reporting on W-2 forms, and the excise tax.
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 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.
The document summarizes key aspects and timelines of the Affordable Care Act (ACA) for employers:
- The ACA is being implemented between 2010-2019, with various provisions establishing minimum health benefits, health insurance exchanges, penalties for non-compliant employers, taxes and fees, mandatory spending percentages, and expanded consumer appeal rights.
- Employer plans can be "grandfathered" to delay some requirements if certain criteria are met, such as keeping pre-2010 benefits and increasing costs less than 5% annually.
- Upcoming deadlines and requirements include notifying employees of health insurance exchanges by October 2013, paying new fees beginning July 2013, and covering specific preventative care for women.
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.
This document provides an overview and summary of key provisions of the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Reconciliation Act (HCERA). It discusses fundamentals such as definitions of large employers, full-time employees, and grandfathered plans. It also summarizes requirements for health insurance exchanges, essential health benefits, employer penalties, the small business tax credit, early retiree subsidy, and coverage mandates for grandfathered and non-grandfathered plans. The document is intended to help attendees understand and comply with health care reform regulations.
The Dubai Health Authority has issued a law requiring all residents and their dependents in Dubai to have mandatory private health insurance. The law will be implemented in phases, starting with companies employing over 1000 people in 2015. By the deadline for each phase, all individuals in that phase must have insurance. Employers are responsible for arranging insurance plans that meet the Essential Benefits Plan requirements and for paying premiums. Insurers must offer plans within the annual premium range set by DHA of AED 520 to AED 730 per person. The minimum required plan benefits include an annual limit of AED 150,000 per person and coverage for inpatient, outpatient, maternity services and medications.
The Dubai Health Authority has issued a law requiring all residents and their dependents in Dubai to have mandatory private health insurance. The law will be implemented in phases, starting with companies employing over 1000 people in 2015. By the deadline for each phase, all individuals in that phase must have insurance. Employers are responsible for arranging insurance plans that meet the Essential Benefits Plan requirements and for paying premiums. Insurers must offer plans within the annual premium range set by DHA of AED 520 to AED 730 per person. The minimum required plan benefits include an annual limit of AED 150,000 per person and coverage for inpatient, outpatient, maternity services and medications.
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.
This document provides an overview of healthcare reform for employers, covering several key topics:
1. Marketplaces (Exchanges) and subsidies available for individuals and small groups.
2. Rules for determining if an employer counts as a "large employer" subject to penalties, including how to count full-time equivalent employees and handle variable hour workers.
3. The "pay or play" mandate for large employers over 50 full-time equivalents to provide affordable coverage or face penalties.
4. Price changes to health plans from new taxes, fees, and mandates imposed by the Affordable Care Act.
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.
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.
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.
Legislative Update Patient Protections And Affordable Care Act Timeline 4 1...ForestFinancialGroup
Forest Financial Group provides a legislative update on the timeline for implementation of the Patient Protection and Affordable Care Act. Key provisions beginning in 2010 include a temporary reinsurance program for early retirees, establishing high-risk pools, and requiring dependent coverage until age 26. Starting in 2014, major reforms take effect such as prohibiting pre-existing condition exclusions, establishing health insurance exchanges, and expanding Medicaid eligibility. An excise tax on high-cost health plans begins in 2018.
IRS Delays Key Provision Of The Affordable Care ActJennifer Brown
The document discusses how the IRS has announced a one-year delay of the employer mandate portion of the Affordable Care Act until 2015. This includes delaying the requirements for employers to offer sufficient and affordable health coverage to full-time employees as well as any associated reporting requirements. However, many other ACA provisions remain on schedule for 2014 such as the establishment of public health insurance exchanges and premium subsidies. Employers are advised to continue preparing for full ACA compliance and that this delay provides more time to address requirements like tracking variable hour employees and responding to future guidance.
The document discusses strategies for employers to prepare for healthcare reform by making their medical plans more efficient. It recommends analyzing claims data to understand utilization patterns and design incentives to encourage employees to use lower-cost providers and services. Specific tactics mentioned include promoting generic drugs, free clinic programs, and wellness incentives to reduce costs and catch issues early through preventative care.
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.
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.
This document addresses some of the key health care reform regulations coming into play now and in the near future, including benefit plan changes, employee communications, payroll issues, fees and shared responsibility.
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.
Checklist and decisions for employers facing healthcare law
Health Care Reform Timeline
1. Health Care Reform Has Left Business Owners Wondering What’s Next.
With Administaff in your corner, you can rest easy and
stay focused on what’s important: Achieving Your Goals
Since health care legislation was passed in March 2010, Administaff has been attentively sifting through the exhaustive details of the
regulations. These efforts will help ensure that our group health plans and payroll services remain compliant – so you don’t have to
spend valuable time trying to figure it all out.
Administaff clients can rest assured that they will be well prepared for changes as they happen. Our duty is to help you:
• Understand how this legislation will affect you, so you can make the right choices for your company and your people
• Have the peace of mind that our payroll and group health plans will remain compliant so you don’t have to worry
• Take advantage of any opportunities presented by the regulations
Administaff monitors and responds to regulatory changes, so you can stay focused on running a successful business and achieving your goals.
This brochure outlines the changes that will result over the next several years – most of which Administaff will take up on your behalf.
2010
Effective Immediately:
Small Business Health Care A tax credit is available, beginning with the 2010 tax year, to qualifying small businesses offering health
Tax Credit coverage. The credit is limited by the number of employees and average pay.
Administaff clients (that meet the requirements) will be eligible for the tax credit. Administaff will provide clients
with the necessary reports to aid in calculating any tax credit that may apply.
Effective first plan year on or after Sept. 23, 2010: (For all Administaff plans, the effective date is Jan. 1, 2011)
Adult Child Coverage to Age 26 Plans that cover dependent children must make coverage available to any eligible adult child until that
child’s 26th birthday.
Administaff is making changes to its group health plan to ensure compliance with this new requirement. In fact,
to help our clients and their employees avoid gaps in coverage for new college graduates and other young adults,
coverage was proactively extended (as of June 1, 2010) for already-enrolled adult children under most Administaff
coverage options. Administaff clients don’t need to negotiate with providers or worry about notifying employees.
Patient Protections • No Lifetime Dollar Limits. Health insurance plans may no longer limit the amount that can be spent
on essential health care benefits during a person’s lifetime.
Administaff understands that a person’s benefits should give people peace of mind – not run out when they
need them most. That’s why, with limited exceptions, Administaff’s health plans are already structured without
lifetime limits on in-network health coverage.
• No Pre-Existing Condition Exclusions for Those Under Age 19.
Administaff will make changes to its group health plan to ensure compliance with this new requirement and communicate
those changes to clients and their employees. That way, clients can keep their attention focused on where it’s needed.
• Cover Preventive Services Without Cost-Sharing Requirements.
Administaff will make changes to its group health plan to ensure compliance with this new requirement and
communicate those changes to clients and their employees. That way, clients can keep their attention focused on
achieving their goals.
Restricted Annual Dollar Limits Health insurance plans with limits on essential health benefits must set those limits at or above the dollar
amounts established by the government. Additional guidance defining essential health benefits is expected.
Administaff will make changes to its group health plan to ensure compliance with this new requirement and com-
municate those changes to clients and their employees. That way, clients can keep their attention focused on achieving
their goals.
2011
W-2 Reporting of the Value of Employees of Administaff clients participating in Administaff-sponsored group health plans will receive W-2
Employees’ Health Coverage forms for 2011 (and subsequent tax years), adjusted to comply with this new reporting requirement.
No Reimbursement of Account-based health plans, such as flexible spending accounts, can no longer reimburse over-the-counter
Over-the-Counter Medicines medicines unless prescribed.
Administaff will make changes to its flexible spending account plan to ensure compliance with this new require-
ment. To save clients from fielding repeated questions from employees, Administaff will communicate this
change to employees during the flexible spending account open enrollment period, so that employees will have
the information needed to choose an appropriate contribution level that fits their needs.
2. 2012
Summary of Coverage and Employees must be provided with a four-page, non-technical explanation of plan provisions.
Benefits Administaff will work with its insurance carriers to provide these summaries for each coverage option offered
under Administaff’s group health plan. Zero administrative headaches for clients with zero time spent.
2013
Medicare Payroll Tax Increase for This is an additional tax on earned and unearned income applicable to high-wage employees.
High-Wage Employees Clients can rest assured that Administaff’s payroll system will be updated to comply with these changes.
Cap on Salary-Reduction The maximum annual contribution will be limited to $2,500.
Contributions to Health Care Administaff will make changes to its flexible spending account plan to ensure compliance with this new require-
Flexible Spending Accounts ment. We will communicate the news to employees during the flexible spending account open enrollment period.
Employee Notification of Employers are required to provide notice to employees of State Health Benefit Exchange coverage and options.
Health Benefit Exchanges Administaff will work with our client companies to ensure that employees receive the required notices.
2014
Being an Administaff client in 2014 will be a huge benefit to your company, because our clients will be spared the overwhelming administrative
headaches, paperwork and noncompliance penalties that will result from the many changes taking effect that year. We’ll alleviate the adminis-
trative burdens, help clients navigate changes and ensure compliance for our benefit plans and payroll services. This gives our clients a distinct
competitive advantage – with much more time to dedicate to driving business forward.
State Health Benefit Exchanges States are required to establish Health Benefit Exchanges to facilitate the purchase of health insurance for
Operational individuals and small employers (defined as employers with fewer than 100 employees – states may set this
number at 50 or fewer employees).
Free-Choice Vouchers Employers offering health coverage may be required to provide vouchers to purchase health insurance
through a State Exchange for employees who satisfy certain income thresholds.
Pending further guidance, Administaff anticipates working with clients to provide vouchers to employees – to
help relieve clients of this administrative burden.
Increased Governmental Employers are required to provide annual health coverage information reports to the government.
Reporting Obligations for Pending further guidance, Administaff anticipates completing this reporting to remove the burden from our
Employers clients. We will provide necessary employee data for reports clients must complete on their own.
Two More Years of the Small This tax credit, which was first effective for the 2010 tax year, is now available only if the small business
Business Tax Credit. purchases coverage through a State Exchange, and the credit is limited to two years.
Administaff clients (that meet the requirements) will be eligible for the tax credit. Administaff will provide
clients with the necessary reports to aid in calculating any tax credit that may apply, which means clients won’t
have to track this data themselves.
Individual Health Coverage Individuals who fail to maintain health coverage are subject to a monetary penalty.
Mandate Administaff offers many coverage options for eligible employees, so that they can satisfy this requirement in a way
that suits their needs and budgets.
Pay-or-Play Mandate Employers that average 50 or more full-time employees during the prior calendar year will be required to
provide coverage or pay a penalty for not doing so.
Administaff provides an easy, cost-effective way to provide health coverage and other benefits to our clients’
employees, while relieving them of HR administrative burdens.
No Pre-Existing Condition Pre-existing condition exclusions for covered individuals over age 19 must be eliminated.
Exclusions Administaff will make changes to its group health plan to ensure compliance with this new requirement and communicate
those changes to clients and their employees. That way, clients can keep their attention focused on achieving their goals.
No Annual Dollar Limits Health insurance plans may no longer impose any annual limits on essential health benefits.
Administaff will make changes to its group health plan to ensure compliance with this new requirement and communicate
those changes to clients and their employees. That way, clients can keep their attention focused on achieving their goals.
2018
Excise Tax on Cadillac Plans A 40 percent nondeductible excise tax is imposed on high-cost (“Cadillac”) group health plans.
Administaff anticipates making any required plan design changes to avoid triggering the excise tax.
Subject to change pending additional guidance.
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