The Affordable Care Act will significantly affect employers beginning in 2014. Key changes include:
1) Additional insurance reforms will take effect, such as a complete prohibition on annual and lifetime dollar limits on essential health benefits. New cost-sharing limits on out-of-pocket maximums and deductibles will also apply.
2) Employers will face penalties if they do not offer minimum essential coverage or if the coverage is unaffordable or does not meet minimum value standards.
3) Health insurance exchanges will be established for individuals and small businesses to purchase affordable coverage.
4) The individual mandate will require most Americans to have minimum essential health insurance coverage or pay a penalty.
How to Report Health Care Costs on an Employee's W-2BenefitMall
As of January 1, 2013, certain employers must report the cost of health care coverage provided under an employer-sponsored group health plan on employees’ W-2 forms. This requirement became effective as of January 1, 2012 but was deferred by making the requirement optional for employee’s Tax Year 2011 W-2 forms. The requirement is now effective for employee Tax Year 2012 W-2 forms that will be issued in 2013.
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.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
Cadillac Tax for Employers 101 - How to Avoid Penalties?benefitexpress
This webinar covers: what coverages are subject to the tax, how the excise tax is determined, what adjustments will be available in determining the tax, and who collects the tax.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
How to Report Health Care Costs on an Employee's W-2BenefitMall
As of January 1, 2013, certain employers must report the cost of health care coverage provided under an employer-sponsored group health plan on employees’ W-2 forms. This requirement became effective as of January 1, 2012 but was deferred by making the requirement optional for employee’s Tax Year 2011 W-2 forms. The requirement is now effective for employee Tax Year 2012 W-2 forms that will be issued in 2013.
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.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
Cadillac Tax for Employers 101 - How to Avoid Penalties?benefitexpress
This webinar covers: what coverages are subject to the tax, how the excise tax is determined, what adjustments will be available in determining the tax, and who collects the tax.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
How Medicare Affects Employer Health Coveragebenefitexpress
This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
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.
The Marketplace: What Every Employer Should Knowbenefitexpress
This presentation helps assist employers in talking to their employees about the Marketplace. It will cover all you need to know about the Marketplace.
Industrial sickness is defined in India as "an industrial company (being a company registered for not less than five years) which has, at the end of any financial year, accumulated losses equal to, or exceeding, its entire net worth and has also suffered cash losses in such financial year and the financial year immediately preceding such financial year".
This presentation covers how Medicare affects employer health coverage in: Providing opt out amounts | Paying for Medicare for active employees | Electing COBRA
With the landmark healthcare reform legislation now in place, we're sure that you have questions about how it impacts your organization and your employees. At a Pearson Partners International HR Roundtable presentation, Buck Consultants helped decipher the legislation—so you understand, in practical terms, what it means and what you need to do. Presentation includes:
Market Reform:
timeline and play-or-pay penalties
Individual Responsibility:
deadlines, definitions and numbers
Insurance Exchanges:
explanation and eligibility
Financing:
funding, taxes and surcharges
Employer Responsibility:
compliance, reporting and communication
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
Webinar | COBRA Pitfalls: Common Mistakes and How to Avoid Thembenefitexpress
Leaving the organization isn't the end of the benefits cycle for employees. This webinar focuses on how to avoid one of the most common compliance pitfalls in benefits ... COBRA administration.
Some of the top takeaways were:
• The basics of successful COBRA administration
• Required notices associated with COBRA coverage
• How Medicare interacts with COBRA for employees and dependents
• Penalties for noncompliance
Smooth and successful off-boarding of departing employees is as important as well-planned on-boarding of new hires. Log on to your roadmap for a smooth ride into COBRA compliance.
Do’s and Don’ts of Employee RecordkeepingHR 360, Inc.
Employee Recordkeeping: Knowing which records to keep, how to store them, and for how long can spare you administrative and legal headaches. We’ll take a look at how recordkeeping works, and offer you some easy to follow do's and don'ts to guide your efforts.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
How Medicare Affects Employer Health Coveragebenefitexpress
This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
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.
The Marketplace: What Every Employer Should Knowbenefitexpress
This presentation helps assist employers in talking to their employees about the Marketplace. It will cover all you need to know about the Marketplace.
Industrial sickness is defined in India as "an industrial company (being a company registered for not less than five years) which has, at the end of any financial year, accumulated losses equal to, or exceeding, its entire net worth and has also suffered cash losses in such financial year and the financial year immediately preceding such financial year".
This presentation covers how Medicare affects employer health coverage in: Providing opt out amounts | Paying for Medicare for active employees | Electing COBRA
With the landmark healthcare reform legislation now in place, we're sure that you have questions about how it impacts your organization and your employees. At a Pearson Partners International HR Roundtable presentation, Buck Consultants helped decipher the legislation—so you understand, in practical terms, what it means and what you need to do. Presentation includes:
Market Reform:
timeline and play-or-pay penalties
Individual Responsibility:
deadlines, definitions and numbers
Insurance Exchanges:
explanation and eligibility
Financing:
funding, taxes and surcharges
Employer Responsibility:
compliance, reporting and communication
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
Webinar | COBRA Pitfalls: Common Mistakes and How to Avoid Thembenefitexpress
Leaving the organization isn't the end of the benefits cycle for employees. This webinar focuses on how to avoid one of the most common compliance pitfalls in benefits ... COBRA administration.
Some of the top takeaways were:
• The basics of successful COBRA administration
• Required notices associated with COBRA coverage
• How Medicare interacts with COBRA for employees and dependents
• Penalties for noncompliance
Smooth and successful off-boarding of departing employees is as important as well-planned on-boarding of new hires. Log on to your roadmap for a smooth ride into COBRA compliance.
Do’s and Don’ts of Employee RecordkeepingHR 360, Inc.
Employee Recordkeeping: Knowing which records to keep, how to store them, and for how long can spare you administrative and legal headaches. We’ll take a look at how recordkeeping works, and offer you some easy to follow do's and don'ts to guide your efforts.
Maurice Blackburn's Queensland Employment and Industrial Law Section delivered a seminar on Emerging Issues in Workplace Privacy on August 22, 2013. Topics included Surveillance in the workplace, Privacy Laws, issues surrounding social media and more.
Employee Privacy from the point of view of the employer:
-What employers can and cannot monitor, review, and access in regards to their employees
-Workplace searches
-Electronic monitoring
Employee Privacy from the point of view of the employee:
-What employers should be doing to protect the privacy of their employees
-Proper recordkeeping
-Prevention of ID theft in the workplace
After the presentation, Brittany will take questions from webinar attendees during a Q&A session.
This webinar was posted on December 1, 2011 and presented by Brittany Cullison.
Created by WEA Trust Vice President & General Counsel Vaughn Vance, this presentation helps explain to employers the changing health insurance marketplace. You'll learn about new fees and taxes, plan restrictions and employer obligations under health care reform.
2016 Developments in HRA Administration: Reviewing Recent IRS Guidancebenefitexpress
This webinar reviews: the recent IRS guidance in HRA administration, when HRAs are free standing, what requirements must be met to be integrated, and HRA reimbursed Medicare premiums.
Dane Rianhard from TriBridge Partners presented this slide via webinar on Affordable Care Act Compliance for 2014 and Beyond. The presentation includes information for small companies, companies with 50 - FTEs and companies with over 100 employees. The deck also includes information on private exchanges.
This webinar reviews the following requirements:
• Reporting health coverage on form W-2
• Information reporting of minimum essential coverage (insurers and employers that self-insure)
• Information reporting of employer-sponsored coverage (applicable large employers)
• Annual report on self-insured plans (using information from form 5500s)
• Transparency in coverage reporting and cost-sharing disclosures
This webinar is important for any employer or advisor who wants to be prepared for these requirements.
What Does Health Care Reform Mean for You? G&A Partners
Damon Thompson of G& A Partners examines the Patient Protection and Affordable Care Act (PPACA) that was signed into law on March 23, 2010.
G&A Partners is a comprehensive human resource outsourcing provider.
For more great HR webinars and training visit www.gnapartners.com.
Ted Ginsburg, CPA, JD from Skoda Minotti's Employee Benefits group provides an update on the Affordable Care Act (ACA) for employers who were not subject to it in 2015, but are facing IRS filing requirements moving forward.
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.
The following Health Reform Checklist is intended to guide you through the general compliance requirements of
t he Affordable Care Act (ACA) as you prepare now for 2015 and beyond.
In general, these items apply to all employers.
ACA, Health Insurance, and Taxes--A Full-Plate Discussion for Small BusinessesPYA, P.C.
A recent “Lunch & Learn,” jointly presented by PYA and Careadigm, provided businesses with answers to often-asked questions about healthcare reform, the Affordable Care Act (ACA), and the effects on health insurance coverage and taxes.
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
G&A Partners Webinar: Legal Pitfalls to Avoid During the Hiring ProcessG&A Partners
f you’ve had any experience hiring employees, you know that there’s no shortage of things that can go wrong during the hiring process: you might miss out on the best candidate; you might hire someone who doesn’t fit in to your organization, or, worst of all, you might say or do something that leaves you and your employer open to a lawsuit. While no company’s hiring process is perfect, by implementing and following carefully constructed hiring policies and procedures, you can ensure that both you and your employer are protected from costly litigation.
This webinar, hosted by Sean O’Donnell, one of G&A Partners' experienced HR advisors, explains how to avoid some of the most common pitfalls of the hiring process, including:
• Labor and employment laws associated with each stage of the hiring process;
• How to create and enforce legally compliant hiring policies and procedures;
• How to improve your hiring process while protecting your organization from discrimination charges.
What's Going on in Labor and Employment Law: 2016 and BeyondG&A Partners
What’s trending in the world of human resources compliance? Get the inside scoop on the hottest topics in labor and employment law from a board-certified expert in this fast-paced webinar program.
How to Respond to Active Shooter Incidents in the Workplace G&A Partners
Over the past few months, coverage of mass shootings at Umpqua Community College in Roseburg, Oregon, and the Inland Regional Center in San Bernardino, California, has gripped the country and shone a national spotlight on what law enforcement calls “active shooter incidents.” According to a report released by the FBI, the most likely places for an active shooter incident to occur are commercial businesses, a fact that has many employers worried about the safety of their employees and customers.
Helping Employees Find a Work-Life BalanceG&A Partners
It’s no secret that the composition and needs of today’s workforce is completely different than that of 50 years ago, or even 20 years ago. With so many more demands on their time, it’s no wonder that the majority of employees struggle to balance their personal and professional responsibilities. Why should employers care? Employees who feel overworked are generally unhealthier, unhappier, less productive and more prone to absenteeism than employees who have achieved a work-life balance, and can negatively impact an organization’s overall performance.
G&A Webinar: Religion in the Workplace: January 2016 G&A Partners
Today's workforce is made up of individuals with varying and sometimes conflicting opinions about appropriate religious expression, particularly in the workplace. Because religion can be so deeply personal, disagreements tend to be uncomfortable, especially when emotions run high. In this atmosphere, employers may face challenging questions as they attempt to balance the rights of employees and the needs of the business, and be uncertain of what actions or policies they can and cannot implement to address the issue of religion.
Join us for a free webinar on Thursday, January 28 at 11 a.m. CST as Sean O’Donnell, one of our experienced HR advisors, explores the dos and don’ts of how to handle religion in the workplace.
Attendees of this free webinar will:
• Learn about the legal background of this issue, including federal regulations, case law and best practices;
• Explore an in-depth look at all issues of religion in the workplace: discrimination, harassment, accommodation and inclusion; and
• Come away with knowledge and practical strategies to deal with situations that may arise concerning religion in the workplace.
In this webinar, our HR expert reviewed the purpose and definition of the Family Medical Leave Act (FMLA), the rights and responsibilities of both employees and employers under FMLA, as well as how to recognize potential reasons for covered leave and what necessary steps you can take as outlined under FMLA.
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Preparing For The Affordable Care Act In 2016G&A Partners
Two of G&A Partners' Health Care Reform Specialists review potential strategies heading into 2016 that employers can use to ensure your business remains compliant with the employer provisions and mandate of the Affordable Care Act.
Discussion topics will include:
> The changes going into effect next year for employers with 50 or more full-time equivalent employees.
> The pending IRS reporting requirements employers will need to comply with.
> G&A Partners' ACA compliance tools and services.
Taking time to set and communicate performance objectives seems to overwhelm all managers at one point or another. In this webinar, Denise Macik, one of G&A Partners’ HR experts, will discuss the purpose of effective expectation discussions, how set performance goals and communicate them with your team, and provide guidance on how to handle tough situations that may happen during a discussion about performance.
Best Practices When Issuing Discipline and TerminationsG&A Partners
If you ask any manager what their least favorite part of their job is, odds are one of the top answers will be about firing or reprimanding employees. Having to terminate or discipline an employee is perhaps one of the most uncomfortable and unpleasant parts of being a manager. In this webinar, Sean O'Donnell, one of G&A Partners' HR experts, will talk about some best practices and potential legal pitfalls for managers when issuing employee disciplinary actions and terminations.
Building an effective safety culture editsG&A Partners
Join us as we offer proven solutions and techniques that encourage company-wide buy in for your safety initiatives. We will discuss the benefits of empowering your employees to take personal responsibility for their own safety, as well as the safety of those around them. Topics will include incentive programs, visual safety, and behavioral-based safety programs.
The traditional model for performance appraisals is proving to cause more problems than employers intended. Studies show that performance appraisals typically yield skewed results, have the ability to psychologically impact the employees, and are time-consuming with little ROI. In this webinar we will discuss:
• Specific problems with the traditional performance appraisal system affecting employees, managers, and the organization as a whole
• Effective tools that have been proven to accurately measure performance with valid outcomes
• Why employers should move away from the traditional performance appraisal model and move towards the performance management model
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
G&A Partners Webinar - Respect in the workplaceG&A Partners
Maintaining respect and civility is a key component of creating a positive work environment. In this webinar, Vance Daniels, SPHR, will discuss how to identify and deal with conflict, harassment and discrimination, and what supervisors can do to promote respect in the workplace.
Resolving interpersonal conflict in the workplace
Recognizing and reporting harassment & discrimination
Handling complaints and taking corrective action
Professional Employer Organizations: Keeping Turnover Low and Survival HighG&A Partners
In the 2013 report, “Professional Employer Organizations: Fueling Small Business Growth,” a comprehensive analysis of existing economic data showed that small businesses in PEO arrangements have higher growth rates than other small
businesses, and small business executives who use PEOs are better able to focus their attention on the core business. In further exploring the impact of PEOs and their potential to help small businesses better meet the challenges of today’s
demanding economic conditions, this follow-up study examines employee turnover and business survival rates for businesses using PEOs and compares them to national data available from the U.S. Bureau of Labor Statistics (BLS). Applying a variety of different data specifications, we consistently found that PEO clients have lower employee turnover rates and lower rates of business failure than comparable national averages, after controlling for factors such as industry, size, and state of location.
Please join us for a G&A sponsored webinar with our outside counsel and nationally recognized expert on the Affordable Care Act, Seth Perretta of Groom Law Group, Chartered. Seth Perretta, who is located in Washington, DC and represents many employers and insurers (as well as the American Benefits Council (ABC) and America’s Health Insurance Plans (AHIP)), will provide an overview of what employers should be thinking about in 2015 with respect to the ACA. Seth will discuss, in part, the following:
Immediate issues of concern for employers who need to comply with the employer mandate as of January 1, 2015
Pitfalls for small employers with respect to the ACA, including compliance risks associated with small employers seeking to reimburse employees for their out-of-pocket medical expenses, including individual insurance premiums
The future of the high-cost “Cadillac Tax” provision and its likely effects on employer plans
The Supreme Court’s highly anticipated decision in King v. Burwell, and its potential to dismantle the ACA
Recent legislative activity related to health reform back in Washington, DC and the likelihood that this activity will lead to changes in the rules that govern your employer benefit plan offerings
Avoiding Unwanted Scrutiny Against Unemployment Insurance LawsG&A Partners
New conditions by the Federal government require all states to pass legislation to punish employers (or their agent’s) for demonstrating a pattern of failure to adequately respond to state UI information requests.
Employer responses to unemployment insurance claims is no longer a situation in which they can choose not to respond, but rather a requirement that must be performed by employers in order to be in compliance with these changes.
This webinar serves to educate the participants in explaining how and why this action by the federal government occurred and how to respond to these new changes.
An HR audit is a means of assessing a company's level of compliance with federal and state laws that measures the effectiveness of your HR policies and practices. In this webinar we will discuss employee relations, employee classification, job descriptions, and the interview process.
In the past, in-house human resources professionals and Professional Employer Organizations (PEOs) have had a rocky relationship. The main cause of this rift has been the belief that PEOs are out to replace in-house HR. G&A Partners, a Texas-based PEO, takes a closer look at this long-held - but completely false - myth, and explains why HR professionals should embrace, not fear, the services that Professional Employer Organizations offer.
Yes of course, you can easily start mining pi network coin today and sell to legit pi vendors in the United States.
Here the telegram contact of my personal vendor.
@Pi_vendor_247
#pi network #pi coins #legit #passive income
#US
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
how to sell pi coins effectively (from 50 - 100k pi)DOT TECH
Anywhere in the world, including Africa, America, and Europe, you can sell Pi Network Coins online and receive cash through online payment options.
Pi has not yet been launched on any exchange because we are currently using the confined Mainnet. The planned launch date for Pi is June 28, 2026.
Reselling to investors who want to hold until the mainnet launch in 2026 is currently the sole way to sell.
Consequently, right now. All you need to do is select the right pi network provider.
Who is a pi merchant?
An individual who buys coins from miners on the pi network and resells them to investors hoping to hang onto them until the mainnet is launched is known as a pi merchant.
debuts.
I'll provide you the Telegram username
@Pi_vendor_247
The secret way to sell pi coins effortlessly.DOT TECH
Well as we all know pi isn't launched yet. But you can still sell your pi coins effortlessly because some whales in China are interested in holding massive pi coins. And they are willing to pay good money for it. If you are interested in selling I will leave a contact for you. Just telegram this number below. I sold about 3000 pi coins to him and he paid me immediately.
Telegram: @Pi_vendor_247
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
1. Elemental Economics - Introduction to mining.pdfNeal Brewster
After this first you should: Understand the nature of mining; have an awareness of the industry’s boundaries, corporate structure and size; appreciation the complex motivations and objectives of the industries’ various participants; know how mineral reserves are defined and estimated, and how they evolve over time.
2. Overview of Today’s Discussion
• Where we are now
• Near-term compliance issues and
decision points for employers
• 2014 on the horizon – What it
means for employers
4. Small Business Tax Credits –
ONGOING!
• Eligibility – no more than 25 “full-time equivalent
employees” with average wages under $50,000
– Note: NAPEO colloquy
• Employer must pay a uniform percentage (at least 50%)
of employee-only premium cost for each employee
• Maximum credit
– 2010-2013 –35% of employer-paid premiums
– 2014 and later – Increases to 50% of employer-paid premiums
• Only for coverage purchased through an exchange
• Cannot claim for more than 2 consecutive years
• Tax credits are not refundable (i.e., need tax liability)
4
5. Small Business Tax Credits
2010-2013
• 2010-2013
• Maximum credit is 35%
of employer-paid
premiums
• 25% for non-profits
• Capped at State’s small
group average
benchmark premium
• No double dip, i.e., lose
deduction for premiums
that get credit
• 2014 and Later
• 50% credit
• 35% for non-profits
• Credit only for coverage
purchased through an
Exchange
• Benchmark is
Exchange’s average
small group premium
• Credit only available for
2 consecutive years
5
6. MLR Rebates
• Sub-regulatory rulemaking ongoing, much remains unclear
– Tax allocation
– Treatment of intra-company and third party reinsurance
• First round of rebates due out VERY soon
• ERISA implications
– DOL indicates rebate may be plan assets, depending on governing plan
documents
• Are there opportunities to modify small and large group contracts and plan
documents to make clear that some or all of the rebate is not a plan asset?
– Likely to raise thorny employer relations issues – especially given current
notice requirements
– Potential fiduciary and/or PT liability for the manner in which they calculate
their MLR rebates?
• State and federal audits likely
• Penalties?
7. Summary of Benefits and Coverage
• Technical content and form issues
– How to describe the plan coverage terms in the SBC format
• Especially with medical savings account plans that may not be excepted
(such as stand-alone HRAs)
• Inconsistency between instructions and sample form
• Limited space, e.g., for names of plan and plan sponsor
• Can deviate from requirements
– How to address carve-outs such as mental health, Rx
– Questions arising regarding reliability of SBC calculator outputs
• Notice requirements
– J&S liability on issuers and employers under general rules
• Asymmetry/incomplete information for issuers
• Sub-regulatory notice safe harbor for issuers
– Expanded e-delivery rule for group coverage where the SBC is
delivered “in connection with” online enrollment
• What if online enrollment is merely optional?
8. PCORI Fee
• Per capita fee applies to health insurers and sponsors of self-
insured group health plans (IRC sections 4375 and 4376)
– Generally excepts following insurance: HIPAA-excepted plans,
certain expatriate plans, stop-loss or indemnity reinsurance
– Generally excepts following self-insurance: HIPAA-excepted
coverage, EAPs, disease management and wellness if no
“significant” medical benefits
• Assessed for plan years ending after 9/30/12; not assessed for
plan years ending after 9/30/19
• Responsibility for payment
– If a group health plan is insured, the health insurer is responsible
for calculating and paying the fee.
– If the plan is self-insured, the plan sponsor is responsible.
• Double counting exception
– Only for self-funded plans, can aggregate plans that share same plan year
– What about insurance?
• Planning opportunities?
9. Form W-2 Reporting
• Effective date: optional for 2011, mandatory for 2012
– Transitional rule for small employers
• Employers filing fewer than 250 Forms W-2 for the preceding calendar year
are not subject to the reporting requirement
• Does not apply across the employer’s controlled group
– Exception for mid-year requests for Forms W-2
• Requires Form W-2 reporting of “aggregate cost” of all
“applicable employer-sponsored coverage”
– Generally use COBRA rates to determine “aggregate cost” and COBRA
definition of “group health plan”
– Applies to coverage paid with pre-tax and post-tax dollars
– Applies to nonspouse/nondependent coverage
• Applies only to those employees otherwise due a Form W-2
10. Informational Nature of Reporting
Requirement
• The guidance makes clear the new reporting
requirement to employees “is for their
information only . . . and does not cause [such
coverage] to become taxable”
The
stated
purpose
of
the
repor0ng
is,
“to
provide
useful
and
comparable
consumer
informa0on
to
employees
on
the
cost
of
their
health
care
coverage”
11. Informational Nature of Reporting
Requirement (Cont’d)
• When reporting, use “code DD” in Box 12
of the Form W-2
Insert
“DD”
Insert
“aggregate
cost”
for
all
subject
plans
12. What Plans Are Subject to Reporting?
• Applies generally to all “applicable
employer-sponsored coverage”
IN
Group
health
plans,
including:
•
Major
medical
•
“Mini-‐med”
•
On-‐site
medical
clinics
•
Medicare
supplemental
•
Medicare
Advantage
• Employer
flex
credits
into
an
IRC
§
125
health
flexible
spending
arrangement
(HFSA)
Likely
“in”
(at
least
a
por0on
thereof):
• EAPs
*
• Wellness
programs
*
*
Consider
whether
“incidental”
medical
or
bundled
with
major
medical
OUT
“Non-‐integrated”
dental
and
vision
Long-‐term
care
Amounts
salary
reduced
into
HFSAs
Health
Savings
Accounts
(HSAs)
Health
Reimbursement
Arrangements
(HRAs)
Accident,
disability
and
AD&D
Workers’
compensa0on
and
similar
coverage
Automobile
medical
payment
Government-‐provided
military
coverage
Employer
contribu0ons
to
mul0employer
plans
If
HIPAA-‐excepted
and
paid
on
aer-‐tax
basis:
•
Hospital
or
fixed
indemnity
insurance
•
Specified
disease
or
illness
insurance
Coverage
provided
by
governments
primarily
for
military
and
their
families
13. What Plans Are Subject to Reporting? (Cont’d)
• Special rule for “split” programs
– Where medical benefits are “incidental” to non-medical
benefits, no reporting required
• But, what is “incidental”? More than “de minimis”?
– Where non-medical benefits are “incidental” to medical
benefits, the non-medical portion may be reported
– Implications beyond the Form W-2 reporting
requirement?
– Example: LTD with medical benefit rider
Incidental?
Medical
component
15%
LTD
Component
85%
14. What Plans Are Subject to
Reporting? (Cont’d)
• Considerations for EAPs, wellness and on-site medical:
– Coverage is only required to be reported to the extent it is
applicable employer-sponsored coverage, i.e., a group health
plan
– Note: The Notice provides little meaningful assistance in determining what is
applicable employer-sponsored coverage
– If “split” program and some component thereof provides group
health plan coverage, is it “incidental” and can it be
disregarded?
– If not incidental, is separate reporting required?
– If a separate premium is not charged to COBRA beneficiaries for coverage
under EAPs, wellness programs, or on-site medical clinics, then not subject to
new reporting requirement
– If a separate premium is charged, then must separately report
– Note: The Notice does not address where COBRA coverage is not provided for
EAPs, wellness programs, or on-site medical clinics; negative implication is
that they are subject to COBRA
16. Form W-2 Reporting
• Don’t forget to report subject employer-
provided health care in 2012 Forms W-2 issued
in January 2013
– Unless small employer
17. PCORI Fee
• Don’t forget to pay PCORI Fee (due by July 1st
of 2013) with respect to certain self-funded
plans.
18. Health FSA Contribution Limit
• ACA Imposes a $2,500 limit on employee salary
reduction contributions to a health flexible
spending arrangement (“health FSA”)
– Note: The limit does not apply to the following:
• Employer “flex” credits, i.e., employer profit
sharing or matching contributions to employees’
health FSAs
• Contributions to dependent care FSAs
• The IRS recently clarified that the limit applies
on a plan year (versus taxable year) basis
– Thus, applies to plan years beginning on or after
January 1, 2013
– Resolves potentially thorny issues for employers with
non-calendar year plans.
19. Employer Notice Regarding
Exchanges
• Effective March 1, 2013
• Employers are required to provide to all new
employees at time of hire (and current
employees by no later than March 1, 2013) a
written notice:
– About the existence of the state exchanges post-2013;
– That the employee may be eligible for federal premium assistance
and cost-sharing reductions if the plan’s share of the cost of the
benefits is less than 60%; and
– That if the employee chooses coverage through a state exchange,
the employee may lose the employer’s contribution to coverage, all
or part of which might be excludable from the employee’s income
20. More Restrictive Rules Regarding Annual
Limits on Essential Health Benefits
• Effective for plan years beginning on or
after 9/23/10, the ACA imposes
restrictions on the use of annual dollar
limits on benefits that constitute essential
health benefits
– For plan year beginning on or after 9/23/10 -- $750,000
– For plan year beginning on or after 9/23/11 -- $1.25 million
– For plan year beginning on or after 9/23/12 -- $2 million
• THUS, annual dollar limit on essential health
benefits for upcoming year will increase to $2
million
21. More Restrictive Rules Regarding
Annual Limits on Essential Health
Benefits• Effective for plan years beginning on or after
9/23/10, the ACA imposes restrictions on the
use of annual dollar limits on benefits that
constitute essential health benefits
– For plan year beginning on or after 9/23/10 -- $750,000
– For plan year beginning on or after 9/23/11 -- $1.25 million
– For plan year beginning on or after 9/23/12 -- $2 million
• THUS, annual dollar limit on essential health benefits for
upcoming year will increase to $2 million
– Notes:
• Other quantitative limits remain permissible
• Limits do not apply to non-essential health benefits
24. Imposition of Additional Insurance Reforms
• No Pre-existing condition exclusions now applies to all
individuals (and not just minor-age individuals)
• Complete prohibition on use of annual and lifetime dollar limits
on essential health benefits
– Other quantitative limits remain permissible
– Limits do not apply to non-essential health benefits
• Imposition of new cost-sharing limitations
– Maximum out-of-pocket limits
– Maximum deductible limits ($2,000 for self/$4,000 for family with annual indexing)
– Questions remain regarding how they apply to large group and self-funded plans
• New nondiscrimination rules for insured group health plans
– Originally effective for 2011; but currently delayed
– Likely effective post-2013
– Nature of rules unclear – Statute requires them to be modeled on existing rules for self-
funded plans
• Likely will affect differential premium subsidies and eligibility restrictions
25. Imposition of Additional Insurance Reforms
• No Pre-existing condition exclusions now applies to all
individuals (and not just minor-age individuals)
• Complete prohibition on use of annual and lifetime dollar limits
on essential health benefits
– Other quantitative limits remain permissible
– Limits do not apply to non-essential health benefits
• Imposition of new cost-sharing limitations
– Maximum out-of-pocket limits
– Maximum deductible limits ($2,000 for self/$4,000 for family with annual indexing)
– Questions remain regarding how they apply to large group and self-funded plans
• New nondiscrimination rules for insured group health plans
– Originally effective for 2011; but currently delayed
– Likely effective post-2013
– Nature of rules unclear – Statute requires them to be modeled on existing rules for self-
funded plans
• Likely will affect differential premium subsidies and eligibility restrictions
26. • Individual and Employer Mandates
– Individuals are required to obtain qualifying coverage or pay
a penalty
– Employers with 50+ full-time employees (30+ hours/wk)
(“FTE”) are required to provide qualifying coverage or pay
penalty; if coverage is unaffordable could be liable for other
penalty
– Employers with 200+ FTEs are required to auto-enroll their
employees in coverage if they offer coverage
– NUMEROUS notice obligations on employers
• Exchanges and Subsidies
– Requires states to establish clearinghouses for purchase of
qualifying coverage
– Provides significant premium and cost-sharing subsidies for
individuals up to 400% of federal poverty
27. • Effective in 2014, U.S. citizens and legal residents
must have minimum essential coverage, otherwise
must pay penalty
– Very limited exceptions to this rule
– The penalty, which is subject to annual indexing after 2016,
is generally equal to the greater of (i) $695 per individual, up
to a maximum of $2,085 per family, or (ii) 2.5% of household
income
– Penalty is subject to initial phase-in regarding (i) and (ii)
above – only $95 and 1% in 2014
– Are penalty amounts sufficient
to compel healthy uninsureds to
go purchase coverage?
Many think not
28. • The Act provides for significant premium subsidies
for lower-paid individuals for whom their employer-
provided coverage is unaffordable
– Unaffordable = an employee with modified adjusted gross
income (i.e., adjusted gross income (“AGI”) with a few
modifications) (“MAGI”) at or below 400% of the federal
poverty level and who is required to contribute more than
9.5% of his MAGI to the cost of coverage
– Subsidy amount is determined based on an individual’s
MAGI (i.e., it increases as MAGI falls below 400% of the
federal poverty level, until MAGI reaches 100% of the
poverty level)
– Individuals who seek to use the premium subsidy can only
use it with respect to coverage purchased from a state
exchange
28
29. • Premium Subsidy Modeling*
– In 2014, a premium credit for a family of four at 100% of
poverty could be as much as $25,176 (based on fact that a
family of four at 100% of poverty is only responsible for paying
2% of their modified adjusted gross income towards the cost of
coverage). Thus, they would only be required to pay $509
towards coverage costing $25,685. The remaining $25,176
premium cost would be paid by the government in the form of
a premium subsidy to the family. For a family of four at 400%
of poverty the premium credit could be as much as $16,291.
*
Assuming
2011
family
PPO
coverage
costs
$17,691,
health
care
costs
increase
at
tradiOonal
8.9%
and
federal
poverty
level
increases
at
historic
2.9%
30. 1. Must provide qualifying coverage to full-time
employees
– An employer with 50+ FTEs must provide qualifying
“minimum essential coverage”
• If self-insured, may be able to avoid certain benefits and
still qualify as “minimum essential coverage”
• Remember: FTE = > 30 hours per week
– Failure to comply with these rules generally results in a
penalty equal to $2,000 per FTE who enrolls in exchange
coverage (question re: eligibility/enrollment)
• First 30 FTEs are disregarded
• Mandate and penalty appear to apply across controlled
group
30
31. 2. Coverage must be affordable and provide “minimum value”
– Requirements
• Affordable = Must cost less than 9.5% of an FTE’s MAGI
• Minimum value = ?
– Otherwise, must pay $3,000 penalty for each FTE for whom
the coverage is unaffordable that is eligible for a premium
subsidy (or $750 per all FTE, if less)
– Considerations:
• Technically, only needs to be affordable for subsidy-eligible individuals; although
nondiscrimination rules likely require that the coverage be made affordable for all FTEs
• Appears to be based on coverage for FTE and his/her dependents
• Employers with lower-wage workers are likely to have greater difficulty satisfying this
rule
• Can increase employer premium contributions, but that is costly
• If plan is self-insured, may be able to skinny down coverage or increase copays and
deductibles, but these would need to apply to all employees
32. 4. The Act amends the Fair Labor Standards Act to
require employers with 200+ FTEs to auto-enroll
employees if offer coverage, unless FTEs opts-out
– Effective date appears to be as established by
regulations to be published by the Secretary of Labor
– Likely will apply for 2014, when exchanges are up and
running, but possible could see this sooner
– Multiple tax and employee relations issues
are likely to arise
32
34. • Fact specific determination based on wage and hour
characteristics of employer’s workforce and nature of coverage
– Higher wages = less likely the coverage offered will be unaffordable
– An employer with a large part-time workforce could avoid the
penalties to a large extent versus employer with FTEs
– If self-insured versus insured coverage, may have more flexibility to
make coverage more affordable (possibly through reduced coverage
or increased cost-sharing)
• Also, will need to wait and see what happens with the
exchanges and whether they have adequate pooling of risk
– Concern is that state exchanges will become loaded with bad risk
through anti-selection
– Therefore, if send employees to exchange, might need to increase
wages to make employees “whole” for increased health costs (also
issue of loss of cafeteria plan access as discussed on next slide)
34
35. • To the extent an employer ceases providing coverage, it
appears employees will lose the ability to pre-tax premiums
through an employer’s cafeteria plan
– This has the effect of increasing the cost of coverage for
employees
– Would seem that employers might need to provide additional
wages to make employees “whole”
• Issues of non-plan incentives and workplace management
– To what extent can employers provide incentives to employees
to forego employer-provided coverage and get exchange-based
coverage? Unclear, but wise to be cautious here
– To what extent will we see employers moving to more contingent
and part-time workforces, leased employees, etc?
37. High-Cost “Cadillac” Plan Excise Tax
• A new 40% excise tax on value of
employer-provided coverage exceeding
certain dollar thresholds (with increased
thresholds available to select groups)
– Generally applies to all health coverage provided and/or sponsored
by an employer regardless of whether paid by employer, through
pre-tax salary reduction by employee, or by employee on after-tax
basis
– If value exceeds thresholds, then must be reported to appropriate
parties
– Responsible parties (i.e., plan administrators and/or insurers) must
then pay a 40% excise tax on their share of excess
– The tax is NOT deductible for federal income tax purposes
37
38. Please send any questions to
info@gnapartners.com
IRS CIRCULAR 230 NOTICE: Any tax advice contained in this document
was not intended or written to be used, and cannot be used by the recipient
or any other person, for the purpose of avoiding any Internal Revenue Code
penalties that may be imposed on such person. Recipients of this document
should seek advice based on their particular circumstances from an
independent tax advisor.
Thank You