The document provides a timeline summary of key provisions from the 2010 Affordable Care Act (ACA) health reform law to be implemented between 2010-2018. Some key points include: expanded dependent coverage until age 26 starting in 2010; prohibiting pre-existing condition exclusions for children under 19 in 2010; establishing state health insurance exchanges by 2014; requiring individuals to have health insurance or pay a penalty starting in 2014; and increasing the Medicare Part D subsidy starting in 2011 to completely close the coverage gap by 2020.
This document contains questions and proposed answers from a Department of Labor staff meeting on employee benefits. Question 4 asks if a pension plan can refuse to qualify a domestic relations order (DRO) that would require the plan to pay more than it otherwise would. The proposed answer states that the plan can refuse because allowing benefits to be paid before the earliest retirement age would require paying more than the plan is obligated to pay under law. The DRO should name the alternate payee as the surviving spouse to avoid this issue after the earliest retirement age is reached.
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.
Alert - Health Care Reform Bill - HHS issues additional guidance on transitio...Annette Wright
The document provides guidance on the transitional reinsurance program established by the Affordable Care Act. It summarizes that the program requires health insurers and self-insured group health plans to make contributions to stabilize premiums. The contributions will fund reinsurance payments to insurers for high-cost individual market claims from 2014 to 2016. The document outlines the amounts to be contributed, how contributions are calculated based on the number of covered lives, and which plans must make contributions.
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.
FASB Update - presented by McGladrey at June 2011 NYSSCPA Private Company Acc...Brian Marshall
The document summarizes recent updates from the FASB, including significant accounting standards updates issued in 2010-2011. It discusses updates related to disclosures about credit quality and troubled debt restructurings, consolidation of repurchase agreements, impairment testing of goodwill, and accounting for costs of acquiring insurance contracts. The document also provides an overview of the FASB's priorities and recent board member changes.
Covid 19 small business insurance program proposalJasonSchupp1
1) The document describes a proposed COVID-19 Small Business Insurance Program that would provide benefits to small businesses impacted by lockdown orders. 2) It would be voluntary for insurers and policyholders and leverage the insurance industry's claims processing to administer benefits for things like payroll continuation and operating expenses. 3) The program would be funded after the crisis by surcharges on all policyholders to spread costs broadly across industries.
Pwc cfpb-mortgage-servicing-loss-mitigation-procedures(1)Michael King
The document discusses the Consumer Financial Protection Bureau's (CFPB) mortgage servicing standards regarding loss mitigation procedures. It outlines the key requirements servicers must follow, including evaluating borrowers for available loss mitigation options before initiating foreclosure. It also discusses the CFPB rules prohibiting "dual tracking," where foreclosure actions are pursued while loss mitigation options are being evaluated. The document provides details on the loss mitigation application and review process, as well as restrictions on foreclosure referrals and sales intended to prevent dual tracking. It concludes that effective compliance will require monitoring ongoing CFPB rule changes and potentially enhancing systems to manage the process.
The document provides a timeline summary of key provisions from the 2010 Affordable Care Act (ACA) health reform law to be implemented between 2010-2018. Some key points include: expanded dependent coverage until age 26 starting in 2010; prohibiting pre-existing condition exclusions for children under 19 in 2010; establishing state health insurance exchanges by 2014; requiring individuals to have health insurance or pay a penalty starting in 2014; and increasing the Medicare Part D subsidy starting in 2011 to completely close the coverage gap by 2020.
This document contains questions and proposed answers from a Department of Labor staff meeting on employee benefits. Question 4 asks if a pension plan can refuse to qualify a domestic relations order (DRO) that would require the plan to pay more than it otherwise would. The proposed answer states that the plan can refuse because allowing benefits to be paid before the earliest retirement age would require paying more than the plan is obligated to pay under law. The DRO should name the alternate payee as the surviving spouse to avoid this issue after the earliest retirement age is reached.
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.
Alert - Health Care Reform Bill - HHS issues additional guidance on transitio...Annette Wright
The document provides guidance on the transitional reinsurance program established by the Affordable Care Act. It summarizes that the program requires health insurers and self-insured group health plans to make contributions to stabilize premiums. The contributions will fund reinsurance payments to insurers for high-cost individual market claims from 2014 to 2016. The document outlines the amounts to be contributed, how contributions are calculated based on the number of covered lives, and which plans must make contributions.
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.
FASB Update - presented by McGladrey at June 2011 NYSSCPA Private Company Acc...Brian Marshall
The document summarizes recent updates from the FASB, including significant accounting standards updates issued in 2010-2011. It discusses updates related to disclosures about credit quality and troubled debt restructurings, consolidation of repurchase agreements, impairment testing of goodwill, and accounting for costs of acquiring insurance contracts. The document also provides an overview of the FASB's priorities and recent board member changes.
Covid 19 small business insurance program proposalJasonSchupp1
1) The document describes a proposed COVID-19 Small Business Insurance Program that would provide benefits to small businesses impacted by lockdown orders. 2) It would be voluntary for insurers and policyholders and leverage the insurance industry's claims processing to administer benefits for things like payroll continuation and operating expenses. 3) The program would be funded after the crisis by surcharges on all policyholders to spread costs broadly across industries.
Pwc cfpb-mortgage-servicing-loss-mitigation-procedures(1)Michael King
The document discusses the Consumer Financial Protection Bureau's (CFPB) mortgage servicing standards regarding loss mitigation procedures. It outlines the key requirements servicers must follow, including evaluating borrowers for available loss mitigation options before initiating foreclosure. It also discusses the CFPB rules prohibiting "dual tracking," where foreclosure actions are pursued while loss mitigation options are being evaluated. The document provides details on the loss mitigation application and review process, as well as restrictions on foreclosure referrals and sales intended to prevent dual tracking. It concludes that effective compliance will require monitoring ongoing CFPB rule changes and potentially enhancing systems to manage the process.
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.
Health Reform Bulletin 135 | Repeal of Individual Penalty Mandate, Review of ...CBIZ, Inc.
While there has been much energy over the past year focused on repealing, replacing, or repealing and replacing the Affordable Care Act (ACA), the bulk of the law remains in full force and effect.
This notwithstanding, Congress passed the “Tax Cuts and Jobs Act” (H.R. 1) on December 20, 2017; the President is expected to sign the bill into law. This tax reform bill repeals the individual penalty mandate. As background, beginning in 2014, all individuals residing in the United States are required to maintain a minimum level of health coverage, or be subject to a tax penalty. This tax penalty will be repealed, effective for tax years beginning January 1, 2019.
This document provides a quarterly update on the UK pension plan de-risking market in Q4 2012. It summarizes regulatory developments like changes to RPI/CPI calculations and reductions to the annual and lifetime pension allowances. It reviews recent de-risking transactions including bulk purchase annuities and longevity swaps. It also looks ahead to expected continued strong activity in buy-ins and potential growth in the longevity swap market in 2013 as more insurers enter.
Medicare Supplement plans work with original Medicare to cover costs that Medicare does not, have standardized benefits across insurers, and allow freedom to see any doctor. Medicare Advantage plans are run by private insurers as alternatives to original Medicare, have networks of providers and varying benefits, and can be more limited than Medicare Supplement plans. It is important for enrollees to understand the differences between these options when deciding which type of coverage is best for their needs.
Insurance reforms were implemented between 2010-2018 that prohibited lifetime or annual limits on coverage, pre-existing condition exclusions, and cancellations. Standard coverage documents and definitions were also developed. A "Cadillac tax" on high-cost employer health plans went into effect in 2018. Hospitals with high readmission rates faced reduced Medicare payments beginning in 2012. Individuals and families making over $200,000/$250,000 respectively paid higher Medicare taxes starting in 2013.
The document provides a summary of recent healthcare regulatory and legal developments. It discusses:
1) A federal court case that reversed a $44 million jury verdict for Stark Law violations and provided guidance on assessing such violations.
2) A CMS final rule that requires the use of NPI numbers on Medicare claims and enrollment applications.
3) CMS' posting of proposed Stage 2 meaningful use clinical quality measures for eligible professionals and hospitals.
Audit of Restructure Assets - Nagpur Branch, ICAIPranav Joshi
The document discusses areas of concern when auditing restructured debt accounts. It defines debt restructuring as modifying loan terms to provide relief to debtors at risk of default. Two key areas for auditors are RBI guidelines on Funded Interest Term Loan accounts and provisions for Diminution in Fair Value of restructured loans. FITLs are created by converting unpaid interest to additional term loans, and guidelines address their asset classification and income recognition. Calculating the reduction in fair value compares present values of cash flows before and after restructuring to determine required provisions.
This document introduces the Medical Bridge OpportunitySM, a solution that helps employers and employees manage rising health care costs. It offers benefits counseling and enrollment at no direct cost to employers. The solution involves redesigning health plans with higher deductibles and coinsurance while offering employees supplemental insurance through Colonial Life's Group Medical Bridge 1.0 plan. This bridges the gap in out-of-pocket costs and provides benefits for hospitalization, outpatient surgery, and wellness visits. It is appealing as it offers guaranteed issue underwriting with no health questions and flexible rating options.
Legislation, unions, and workforce changes have expanded employee benefit offerings over time. Benefits now include legally required programs like Social Security, unemployment insurance, workers' compensation, and FMLA, as well as voluntary benefits chosen by employers like health insurance, retirement plans, time off, and life insurance. Benefits make up about 30% of payroll costs and are important for attracting and retaining employees when wage increases are not possible. Flexible benefit plans allow employees choice in selecting benefits that fit their needs.
While most press reports, public policy debates and lawsuits have centered on business interruption insurance, state workers compensation systems and the insurance products underlying them have been adjusting to the COVID-19 crisis.
The document provides two draft alternatives for determining cash flows from reinvested assets in life insurance reserve calculations. It requests comments on the draft by a certain date. The draft includes sections on minimum reserves, net premium reserves, deterministic reserves, stochastic reserves, cash flow models, reinsurance, and assumptions. It establishes principles for principle-based reserves for life insurance products in accordance with the Standard Valuation Law.
- Investment in constructed facilities represents costs upfront that return benefits over the long term use of the facility, requiring financing to bridge this gap.
- There are various institutional arrangements for facility financing depending on the type of owner (private corporations, public projects, etc.) and the type of facility.
- Alternative financing plans can be evaluated using techniques like adjusted net present value that consider the combined effects of operating and financing cash flows over time. The costs, flexibility, and availability of reserves of different plans are important to evaluate.
The document discusses how certain proposed legislation and regulations will impact different types of health plans. It notes that while small group and individual plans will be subject to new deductible and out-of-pocket limit caps in 2014, self-insured group plans and large group plans are proposed to be exempt from these requirements. Grandfathered group health plans would also be exempt. Additionally, it states that under proposed regulations, self-insured group health plans would be responsible for paying proposed reinsurance fees of $63 per covered life each year, though third parties could administer the payments.
An executive bonus arrangement allows an employer to pay bonuses to select employees that can be used to purchase personally owned life insurance policies. The employer's bonus payments are tax deductible as compensation, while the death benefits are received income tax free by beneficiaries. Key benefits for employers include rewarding employees, selective participation, and simple administration without approval requirements. Employees benefit from policy ownership, avoiding forfeiture risks, and accessing cash values for emergencies or investments. Restricted arrangements can provide employers continued influence through consent requirements for policy changes.
Health care reform_timeline_chart_1-28-13Eric Stern
The timeline summarizes important dates in the implementation of the Affordable Care Act between 2010 and 2018. Key provisions include:
- 2010-2011: Dependent coverage must be offered until age 26 and pre-existing conditions can be covered through high-risk pools.
- 2011-2013: Medical loss ratio and electronic transactions rules apply, health care exchanges are established.
- 2014: Most individuals must have coverage or pay a penalty and health insurance market reforms take effect.
- 2015-2018: Additional taxes and fees are imposed on health plans, and remaining ACA provisions are implemented.
The document discusses new guidance from the Department of Labor regarding medical loss ratio rebates paid by insurers to employers sponsoring ERISA group health plans. The guidance states that rebates may be considered plan assets, requiring employers to comply with ERISA fiduciary rules in handling the funds. It provides details on how rebates should be allocated based on plan terms and between employers and participants. The guidance also covers requirements for non-ERISA plans and terminated plans.
Alert - Health Care Reform Bill - IRS Issues Final Regulations for Comparativ...Annette Wright, GBA, GBDS
This document summarizes IRS regulations regarding fees to fund the Patient-Centered Outcomes Research Institute (PCORI). Key points include:
- The fee applies to self-insured health plans from 2012-2019 to fund PCORI research on treatment effectiveness.
- The fee amount is based on average number of covered lives, starting at $1 then $2 per life. Insurers pay for fully-insured plans, sponsors for self-insured plans.
- Exceptions include expatriate plans, certain FSAs/HRAs, EAPs, and plans covering mainly excepted benefits. Government and military plans are also exempt.
The document summarizes key pension issues and actions for July 2013 as outlined by advisors Eversheds LLP. It discusses: 1) The regulator raising standards for DC governance with a new code of practice that schemes must meet; 2) Common investment funds needing to comply with an EU directive by appointing a corporate trustee or face penalties; 3) Steps trustees and providers should take to prevent pensions liberation fraud and protect members.
Health Care Reform - Summary 2010 to 2012Banyanllc
This document provides an overview of key provisions in the 2010 health care reform legislation that employers need to consider for 2010 through 2012. It outlines 30 provisions, including requiring coverage of adult children up to age 26, eliminating lifetime limits on coverage, establishing internal and external claims appeal processes, prohibiting pre-existing condition exclusions for children, providing free preventive care, and increasing the tax on indoor tanning services. The summary provides details on who each provision applies to, a brief description, and the effective date. It notes many provisions take effect for plan years beginning after September 23, 2010 and that further guidance is still needed to clarify some aspects of the new rules.
The document summarizes key provisions of the 2010 health care reform legislation that affect employers, including requirements regarding lifetime and annual limits on coverage, dependent coverage for children up to age 26, uniform explanations of coverage, reporting on quality of care, and appeals processes. The reforms impose new regulations on employer-provided health plans with respect to benefits and administration.
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
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.
Health Reform Bulletin 135 | Repeal of Individual Penalty Mandate, Review of ...CBIZ, Inc.
While there has been much energy over the past year focused on repealing, replacing, or repealing and replacing the Affordable Care Act (ACA), the bulk of the law remains in full force and effect.
This notwithstanding, Congress passed the “Tax Cuts and Jobs Act” (H.R. 1) on December 20, 2017; the President is expected to sign the bill into law. This tax reform bill repeals the individual penalty mandate. As background, beginning in 2014, all individuals residing in the United States are required to maintain a minimum level of health coverage, or be subject to a tax penalty. This tax penalty will be repealed, effective for tax years beginning January 1, 2019.
This document provides a quarterly update on the UK pension plan de-risking market in Q4 2012. It summarizes regulatory developments like changes to RPI/CPI calculations and reductions to the annual and lifetime pension allowances. It reviews recent de-risking transactions including bulk purchase annuities and longevity swaps. It also looks ahead to expected continued strong activity in buy-ins and potential growth in the longevity swap market in 2013 as more insurers enter.
Medicare Supplement plans work with original Medicare to cover costs that Medicare does not, have standardized benefits across insurers, and allow freedom to see any doctor. Medicare Advantage plans are run by private insurers as alternatives to original Medicare, have networks of providers and varying benefits, and can be more limited than Medicare Supplement plans. It is important for enrollees to understand the differences between these options when deciding which type of coverage is best for their needs.
Insurance reforms were implemented between 2010-2018 that prohibited lifetime or annual limits on coverage, pre-existing condition exclusions, and cancellations. Standard coverage documents and definitions were also developed. A "Cadillac tax" on high-cost employer health plans went into effect in 2018. Hospitals with high readmission rates faced reduced Medicare payments beginning in 2012. Individuals and families making over $200,000/$250,000 respectively paid higher Medicare taxes starting in 2013.
The document provides a summary of recent healthcare regulatory and legal developments. It discusses:
1) A federal court case that reversed a $44 million jury verdict for Stark Law violations and provided guidance on assessing such violations.
2) A CMS final rule that requires the use of NPI numbers on Medicare claims and enrollment applications.
3) CMS' posting of proposed Stage 2 meaningful use clinical quality measures for eligible professionals and hospitals.
Audit of Restructure Assets - Nagpur Branch, ICAIPranav Joshi
The document discusses areas of concern when auditing restructured debt accounts. It defines debt restructuring as modifying loan terms to provide relief to debtors at risk of default. Two key areas for auditors are RBI guidelines on Funded Interest Term Loan accounts and provisions for Diminution in Fair Value of restructured loans. FITLs are created by converting unpaid interest to additional term loans, and guidelines address their asset classification and income recognition. Calculating the reduction in fair value compares present values of cash flows before and after restructuring to determine required provisions.
This document introduces the Medical Bridge OpportunitySM, a solution that helps employers and employees manage rising health care costs. It offers benefits counseling and enrollment at no direct cost to employers. The solution involves redesigning health plans with higher deductibles and coinsurance while offering employees supplemental insurance through Colonial Life's Group Medical Bridge 1.0 plan. This bridges the gap in out-of-pocket costs and provides benefits for hospitalization, outpatient surgery, and wellness visits. It is appealing as it offers guaranteed issue underwriting with no health questions and flexible rating options.
Legislation, unions, and workforce changes have expanded employee benefit offerings over time. Benefits now include legally required programs like Social Security, unemployment insurance, workers' compensation, and FMLA, as well as voluntary benefits chosen by employers like health insurance, retirement plans, time off, and life insurance. Benefits make up about 30% of payroll costs and are important for attracting and retaining employees when wage increases are not possible. Flexible benefit plans allow employees choice in selecting benefits that fit their needs.
While most press reports, public policy debates and lawsuits have centered on business interruption insurance, state workers compensation systems and the insurance products underlying them have been adjusting to the COVID-19 crisis.
The document provides two draft alternatives for determining cash flows from reinvested assets in life insurance reserve calculations. It requests comments on the draft by a certain date. The draft includes sections on minimum reserves, net premium reserves, deterministic reserves, stochastic reserves, cash flow models, reinsurance, and assumptions. It establishes principles for principle-based reserves for life insurance products in accordance with the Standard Valuation Law.
- Investment in constructed facilities represents costs upfront that return benefits over the long term use of the facility, requiring financing to bridge this gap.
- There are various institutional arrangements for facility financing depending on the type of owner (private corporations, public projects, etc.) and the type of facility.
- Alternative financing plans can be evaluated using techniques like adjusted net present value that consider the combined effects of operating and financing cash flows over time. The costs, flexibility, and availability of reserves of different plans are important to evaluate.
The document discusses how certain proposed legislation and regulations will impact different types of health plans. It notes that while small group and individual plans will be subject to new deductible and out-of-pocket limit caps in 2014, self-insured group plans and large group plans are proposed to be exempt from these requirements. Grandfathered group health plans would also be exempt. Additionally, it states that under proposed regulations, self-insured group health plans would be responsible for paying proposed reinsurance fees of $63 per covered life each year, though third parties could administer the payments.
An executive bonus arrangement allows an employer to pay bonuses to select employees that can be used to purchase personally owned life insurance policies. The employer's bonus payments are tax deductible as compensation, while the death benefits are received income tax free by beneficiaries. Key benefits for employers include rewarding employees, selective participation, and simple administration without approval requirements. Employees benefit from policy ownership, avoiding forfeiture risks, and accessing cash values for emergencies or investments. Restricted arrangements can provide employers continued influence through consent requirements for policy changes.
Health care reform_timeline_chart_1-28-13Eric Stern
The timeline summarizes important dates in the implementation of the Affordable Care Act between 2010 and 2018. Key provisions include:
- 2010-2011: Dependent coverage must be offered until age 26 and pre-existing conditions can be covered through high-risk pools.
- 2011-2013: Medical loss ratio and electronic transactions rules apply, health care exchanges are established.
- 2014: Most individuals must have coverage or pay a penalty and health insurance market reforms take effect.
- 2015-2018: Additional taxes and fees are imposed on health plans, and remaining ACA provisions are implemented.
The document discusses new guidance from the Department of Labor regarding medical loss ratio rebates paid by insurers to employers sponsoring ERISA group health plans. The guidance states that rebates may be considered plan assets, requiring employers to comply with ERISA fiduciary rules in handling the funds. It provides details on how rebates should be allocated based on plan terms and between employers and participants. The guidance also covers requirements for non-ERISA plans and terminated plans.
Alert - Health Care Reform Bill - IRS Issues Final Regulations for Comparativ...Annette Wright, GBA, GBDS
This document summarizes IRS regulations regarding fees to fund the Patient-Centered Outcomes Research Institute (PCORI). Key points include:
- The fee applies to self-insured health plans from 2012-2019 to fund PCORI research on treatment effectiveness.
- The fee amount is based on average number of covered lives, starting at $1 then $2 per life. Insurers pay for fully-insured plans, sponsors for self-insured plans.
- Exceptions include expatriate plans, certain FSAs/HRAs, EAPs, and plans covering mainly excepted benefits. Government and military plans are also exempt.
The document summarizes key pension issues and actions for July 2013 as outlined by advisors Eversheds LLP. It discusses: 1) The regulator raising standards for DC governance with a new code of practice that schemes must meet; 2) Common investment funds needing to comply with an EU directive by appointing a corporate trustee or face penalties; 3) Steps trustees and providers should take to prevent pensions liberation fraud and protect members.
Health Care Reform - Summary 2010 to 2012Banyanllc
This document provides an overview of key provisions in the 2010 health care reform legislation that employers need to consider for 2010 through 2012. It outlines 30 provisions, including requiring coverage of adult children up to age 26, eliminating lifetime limits on coverage, establishing internal and external claims appeal processes, prohibiting pre-existing condition exclusions for children, providing free preventive care, and increasing the tax on indoor tanning services. The summary provides details on who each provision applies to, a brief description, and the effective date. It notes many provisions take effect for plan years beginning after September 23, 2010 and that further guidance is still needed to clarify some aspects of the new rules.
The document summarizes key provisions of the 2010 health care reform legislation that affect employers, including requirements regarding lifetime and annual limits on coverage, dependent coverage for children up to age 26, uniform explanations of coverage, reporting on quality of care, and appeals processes. The reforms impose new regulations on employer-provided health plans with respect to benefits and administration.
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
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.
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.
From complex coding requirements to strict patient referral rules, physicians are scrambling to avoid entanglements in a broad net of federal, state, and commercial payer requirements. Get ideas on how you can help protect your practice.
For more resources and information:
http://sites.mckesson.com/practiceconsulting/kc_coding.htm
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.
President Obama was re-elected, ensuring that the Affordable Care Act will continue to be implemented without further challenges. Employers must prepare for upcoming requirements, such as providing a summary of benefits and coverage and limiting health FSA contributions to $2,500 per year. Additional regulations on issues like the employer mandate and nondiscrimination rules are expected. While implementation of the law will continue, questions remain about whether all parts will be operational by deadlines due to challenges like insufficient agency staffing.
This document discusses trends in fiduciary liability insurance for employee benefit plans. It notes that standard policies now provide expanded coverage, including for pre-claim investigations, settlor functions, voluntary compliance programs, and risks from new legislation. Plans should evaluate if their current coverage is sufficient given these changes.
The document provides a timeline of key provisions from the Affordable Care Act (ACA) being implemented between 2010-2013. Some key reforms include expanding dependent coverage up to age 26 (2010), prohibiting pre-existing condition exclusions for children (2010), requiring coverage of preventive care with no cost sharing (2010), eliminating lifetime and annual limits on coverage (2010), and establishing health insurance exchanges and individual mandates (2014).
The document provides a timeline for key provisions of the Affordable Care Act (ACA) being implemented between 2010-2014. Some 2010 provisions included requiring plans to cover adult children up to age 26, prohibiting pre-existing condition exclusions for children, covering preventive care with no cost sharing, and establishing a high-risk pool. An improved claims/appeals process and rebates for the Medicare Part D "donut hole" also took effect in 2010. Future provisions will expand insurance coverage and reforms through 2014.
Joel Gilbertson, vice president of government and public affairs for Providence Health & Systems, provided a "Health Reform 101" presentation at the Alaska Providers Forum Sept. 2, 2010
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.
CBIZ Matrix & Health Reform Bulletin 40 ACA Updates: CLASS Act Suspended, Inc...CBIZ, Inc.
CBIZ HEALTH REFORM MATRIX
A TOOL FOR UNDERSTANDING THE IMPACT OF HEALTH CARE REFORM
Patient Protection and Affordable Care Act (Public Law 111-148, Enacted March 23, 2010) and the
Health Care and Education Reconciliation Act (Public Law 111-152, enacted March 30, 2010)
For more information, visit http://www.cbiz.com/benefits/
Anthem Large Employer Ppaca Time Line 10 2012jpacts
This document provides a timeline and overview of key provisions from the US health care reform law known as the Affordable Care Act. It outlines what provisions went into effect each year from 2010 to 2018. In 2010 provisions like dependent coverage until age 26, no lifetime limits on coverage, and preventive services with no cost sharing went into effect. The document discusses issues employers considered around grandfathering plans and exemptions. It provides Anthem's perspective on implementing provisions like coverage of preventive services for women.
Similar to Healthcare Reform: What the employer mandate means (20)