This document provides a summary of a webcast on the Affordable Care Act:
- You are participating in an online webcast and the audio will stream through your computer, no phone dial-in is needed. Make sure your computer sound is on.
- Key topics covered include determining if an employer is applicable large employer subject to the employer mandate, how to calculate affordability and minimum value of health plans, and an overview of state health insurance exchanges.
The document discusses key provisions of the Affordable Care Act. It summarizes that the Act expands health insurance coverage through an individual mandate requiring most people to have minimum essential coverage or pay a penalty. It also requires large employers to offer affordable coverage to full-time employees or pay penalties. Additionally, the Act increases Medicare taxes on high-income individuals.
This survey of 74 companies found that:
- 50% have made at least one operational adjustment due to COVID-19 such as leave of absence, salary adjustments, or layoffs.
- 42% have made or plan to make human capital adjustments like leave of absence or layoffs.
- A quarter of companies that adjusted human capital did so for more than 10% of their workforce.
- The majority of leave of absence periods were implemented for more than 45 days.
- Around 40% have already made or plan to make salary adjustments, with more severe cuts typically made to management salaries than employee salaries.
This document summarizes the results of an HR survey regarding COVID-19 impacts. It shows that:
- Over half of companies made only one reduction to compensation areas like transportation fees or bonuses.
- Most companies will continue working during Passover instead of shutting down.
- Around half of companies froze their welfare budgets, particularly larger companies with over 150 employees.
- About half of companies still don't have a clear policy for handling employees' childcare responsibilities during school closures. Larger companies tend to compensate parents more.
- Most companies report work from home productivity being about the same or slightly reduced compared to working in the office, with over a third seeing a decline.
Pay and bonus difference between men and women: The table shows the overall mean and median gender pay gap based on hourly rates of pay and bonuses paid to men and women.
This document provides an overview of automatic enrolment duties for employers in the UK. It discusses the timeline employers have been required to comply with automatic enrolment and the penalties for noncompliance. It also reviews the assessment process for determining which employees must be enrolled, the minimum contribution requirements, and options for managing ongoing compliance. Finally, it provides a brief overview of recent pension changes including pension freedoms introduced in 2015 and updates from the 2016 budget.
The Auto Enrolment Advisor: Auto EnrolmentJamie Ogilvie
Automatic Enrolment is a change in law that all employers have to enrol their employees into a workplace pension scheme. This presentation gives a brief introduction into: The reasons behind the law change, Who it applies to and finally how The Auto Enrolment Advisor can help you comply.
Pay and bonus difference between men and women: The table shows the overall mean and median gender pay gap based on hourly rates of pay and bonuses paid to men and women.
The Inside Scoop on the Affordable Care Act for Employers Today Workology
The affordable care act or ACA is impacting employers and businesses different ways. Hear from our experts how the specifics of the ACA when it comes to offering health insurance the communication required and other obligations employers have or face hefty penalties.
This webinar is eligible for HRCI recertification credit. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
The document discusses key provisions of the Affordable Care Act. It summarizes that the Act expands health insurance coverage through an individual mandate requiring most people to have minimum essential coverage or pay a penalty. It also requires large employers to offer affordable coverage to full-time employees or pay penalties. Additionally, the Act increases Medicare taxes on high-income individuals.
This survey of 74 companies found that:
- 50% have made at least one operational adjustment due to COVID-19 such as leave of absence, salary adjustments, or layoffs.
- 42% have made or plan to make human capital adjustments like leave of absence or layoffs.
- A quarter of companies that adjusted human capital did so for more than 10% of their workforce.
- The majority of leave of absence periods were implemented for more than 45 days.
- Around 40% have already made or plan to make salary adjustments, with more severe cuts typically made to management salaries than employee salaries.
This document summarizes the results of an HR survey regarding COVID-19 impacts. It shows that:
- Over half of companies made only one reduction to compensation areas like transportation fees or bonuses.
- Most companies will continue working during Passover instead of shutting down.
- Around half of companies froze their welfare budgets, particularly larger companies with over 150 employees.
- About half of companies still don't have a clear policy for handling employees' childcare responsibilities during school closures. Larger companies tend to compensate parents more.
- Most companies report work from home productivity being about the same or slightly reduced compared to working in the office, with over a third seeing a decline.
Pay and bonus difference between men and women: The table shows the overall mean and median gender pay gap based on hourly rates of pay and bonuses paid to men and women.
This document provides an overview of automatic enrolment duties for employers in the UK. It discusses the timeline employers have been required to comply with automatic enrolment and the penalties for noncompliance. It also reviews the assessment process for determining which employees must be enrolled, the minimum contribution requirements, and options for managing ongoing compliance. Finally, it provides a brief overview of recent pension changes including pension freedoms introduced in 2015 and updates from the 2016 budget.
The Auto Enrolment Advisor: Auto EnrolmentJamie Ogilvie
Automatic Enrolment is a change in law that all employers have to enrol their employees into a workplace pension scheme. This presentation gives a brief introduction into: The reasons behind the law change, Who it applies to and finally how The Auto Enrolment Advisor can help you comply.
Pay and bonus difference between men and women: The table shows the overall mean and median gender pay gap based on hourly rates of pay and bonuses paid to men and women.
The Inside Scoop on the Affordable Care Act for Employers Today Workology
The affordable care act or ACA is impacting employers and businesses different ways. Hear from our experts how the specifics of the ACA when it comes to offering health insurance the communication required and other obligations employers have or face hefty penalties.
This webinar is eligible for HRCI recertification credit. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
Findley Davies' Ed Redder presented at Schneider Downs Not-For-Profit Symposium Health Care Reform and Compliance Challenges and Opportunities.
Discussion Points
- The importance of knowing who you are
- Employer Shared Responsibility
- Current regulatory obligations
- Future obligations
- Additional compliance challenges
What You Need to Know about the Patient Protection & Affordable Care Act (Upd...Jackson White, P.C.
The document discusses key provisions of the Affordable Care Act that employers need to be aware of, including extended coverage standards, non-discrimination standards, and shared responsibility standards. It explains that employers with 50 or more full-time employees that do not offer affordable, minimum essential coverage will face penalties, while individuals without coverage may be assessed a penalty. The document provides details on ACA compliance requirements and outlines opportunities for employers to assess their compliance obligations.
This document summarizes a seminar on healthcare reform compliance. It discusses tracking employee hours and classifying employees to determine employer shared responsibility under the Affordable Care Act. Large employers must offer affordable minimum essential coverage or pay penalties. Employers must use measurement, administrative and stability periods to determine variable hour employee eligibility. The seminar covers compliance dates, reporting requirements, and audits.
Affordable Care Act: What Does It Mean For Large EmployersFidelityQuickpay
This document discusses the impact of the Affordable Care Act (ACA) on large employers. It explains that under the ACA, large employers are defined as those with 50 or more full-time equivalent employees. Large employers face potential penalties if they do not offer affordable health insurance to full-time employees or if any full-time employees receive premium subsidies. It provides deadlines for 2014 compliance with the ACA's coverage requirements and outlines key steps employers should take to prepare, such as determining whether to offer coverage and analyzing potential costs and penalties.
What You Need to Know About the Patient Protection & Affordable Health Care ActJackson White, P.C.
The document provides information about key provisions of the Patient Protection and Affordable Care Act (PPACA) as it relates to employer shared responsibility requirements. It discusses who is considered a full-time employee and the penalties employers may face if they do not offer affordable health insurance or if employees receive subsidies. It also outlines standards for minimum essential coverage and considerations for determining if a plan is discriminatory. Employers with 50 or more full-time employees that do not provide affordable, minimum value coverage could pay penalties of up to $3,000 per employee receiving subsidies.
The Affordable Care Act- A Timeline of Provisions That Will Affect Your BusinessG&A Partners
This document provides a timeline of provisions from the Patient Protection and Affordable Care Act (PPACA) that will affect businesses. Key provisions discussed include the employer mandate taking effect in 2014, which will require employers with 50 or more full-time equivalent employees to provide affordable health insurance or face penalties. The document also outlines other upcoming requirements such as increased Medicare taxes, mandatory employer reporting on employee health insurance costs, and health insurance exchanges beginning in 2014.
This document summarizes key provisions of the Affordable Care Act (ACA) for small businesses, including how it impacts businesses based on their number of employees. It outlines the ACA provisions around health insurance exchanges, tax credits, and employer shared responsibility based on business size. It also provides resources for small businesses to learn more about the ACA and how it applies to them.
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
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
Reducing Risk: How to Stay Ahead of Fast Changing Workforce LegislationHuman Capital Media
Every year in the U.S., new laws related to the workforce are created and existing laws are revised. Changes to workforce legislation create considerable risk to the ongoing fiscal health of your organization and increase its exposure to potentially catastrophic lawsuits, government fines, and reputational damage. To reduce risk, every HR professional needs to quickly and accurately assess how updates to employment laws will impact the workforce and discover how their organization can best adapt policies and programs to reduce liability.
But given the complex and dynamic nature of workforce legislation, how can you hope to analyze the potential effects of changes quickly enough to mitigate risk? How can you rapidly uncover the areas where your organization is most exposed and decide on the best ways to address them?
In this webinar, workforce intelligence expert Dave Weisbeck will discuss risks related to three areas of workforce legislation that are undergoing rapid change:
The new overtime rules from the Department of Labor that go into effect December 1
The proposed pay equity reporting requirements that could begin as early as next year
Ever-changing employee classification laws that limit which employees qualify as contractors
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
ACA, SHOP, and Small Business Tax CreditsEric Stern
The Affordable Care Act (ACA) overhauled the U.S. health care system by requiring individuals to obtain health coverage, protecting those with pre-existing conditions, and establishing health insurance marketplaces. The ACA created public exchanges for individuals and small businesses (SHOP) to purchase qualified health plans. It provides subsidies to help low-income individuals pay premiums. Employers with over 50 employees must offer affordable coverage providing minimum value or face penalties, while small employers may qualify for tax credits when offering coverage through SHOP. The presentation provides details on ACA requirements and assistance resources.
ADP Totalsource - Affordable Care Act Reporting and ComplianceTom Rehnberg
The Affordable Care Act represents a huge administrative burden this coming year and businesses are looking for a solution. The ADP Totalsource platform has the ability to relieve this new compliance burden to keep companies from risk of audits and penalties.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/employment-wage-hour-compliance-2020/
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
Insurance Issues for IKECA Owners/OperatorsCBIZ, Inc.
The document discusses various insurance issues for owners and operators of kitchen exhaust cleaning companies. It provides overviews of healthcare reform, workers' compensation, and property and casualty insurance markets. It outlines steps to determine risks under healthcare reform and how to market insurance programs, lower costs, and deal with rate increases. Difficult states like Florida and New York are also addressed.
Final regulations recently announced by the Obama Administration give two levels of delay to employers who had previously been required to offer insurance coverage to their employees next year. With this second round of delays, come a second wave of questions from employers.
This week, Attorney Michael James and Rehmann Group’s Don McAnelly addressed key Affordable Care Act regulations and deadlines in a webinar.
The document provides an overview of financing and incentive programs available for businesses in the Greater Burlington Area of southeast Iowa. It outlines various state and local programs that provide tax credits, grants, loans, job training assistance and property tax abatement to qualified businesses that create jobs and invest in the region. Key programs highlighted include the High Quality Jobs Program, Enterprise Zone benefits, New Jobs Tax Credit and the Burlington Area Development Fund for local incentives. Contact information is provided for economic development staff to discuss potential eligibility and application for benefits.
as a small business owner or company executive, it is hard to keep up with all the changes in Health Care Reform aka Obama Care. I mean, you have a business to run! This brief can be read and understood in 10 minutes and will tell you:
-IF your company has to do anything
-What you have to do (like which IRS forms)
-The risk (& penalty) if you do nothing
PPACA Complex Issues and Advance Topics IIBenefitMall
This document provides a summary of a webcast on the Affordable Care Act:
- You are participating in an online webcast and the audio will stream through your computer, no phone dial-in is needed. Make sure your computer sound is on.
- Key topics covered include determining employer status as applicable large employer, controlled group rules, determining affordability and minimum value of health plans.
- Questions can be posted on Twitter using #PPACAready.
PPACA Complex Issues and Advanced Topics Part 1 - SlidesBenefitMall
Executive Vice President Michael Gomes provides the knowledge and insight every business owner should know to remain compliant with the Patient Protection and Affordable Care Act (PPACA).
More specifically, the webcast is the first of a two-part series designed to address information these groups need to know on the following topics:
• Important dates employers must know to comply with PPACA provisions
• Which employee groups should receive health insurance coverage
• Union employee rules
• Employer “no coverage” and “unaffordability penalties”
• Safe harbor rules
More Related Content
Similar to Ppaca complex and advanced issues ii 4 20 - final
Findley Davies' Ed Redder presented at Schneider Downs Not-For-Profit Symposium Health Care Reform and Compliance Challenges and Opportunities.
Discussion Points
- The importance of knowing who you are
- Employer Shared Responsibility
- Current regulatory obligations
- Future obligations
- Additional compliance challenges
What You Need to Know about the Patient Protection & Affordable Care Act (Upd...Jackson White, P.C.
The document discusses key provisions of the Affordable Care Act that employers need to be aware of, including extended coverage standards, non-discrimination standards, and shared responsibility standards. It explains that employers with 50 or more full-time employees that do not offer affordable, minimum essential coverage will face penalties, while individuals without coverage may be assessed a penalty. The document provides details on ACA compliance requirements and outlines opportunities for employers to assess their compliance obligations.
This document summarizes a seminar on healthcare reform compliance. It discusses tracking employee hours and classifying employees to determine employer shared responsibility under the Affordable Care Act. Large employers must offer affordable minimum essential coverage or pay penalties. Employers must use measurement, administrative and stability periods to determine variable hour employee eligibility. The seminar covers compliance dates, reporting requirements, and audits.
Affordable Care Act: What Does It Mean For Large EmployersFidelityQuickpay
This document discusses the impact of the Affordable Care Act (ACA) on large employers. It explains that under the ACA, large employers are defined as those with 50 or more full-time equivalent employees. Large employers face potential penalties if they do not offer affordable health insurance to full-time employees or if any full-time employees receive premium subsidies. It provides deadlines for 2014 compliance with the ACA's coverage requirements and outlines key steps employers should take to prepare, such as determining whether to offer coverage and analyzing potential costs and penalties.
What You Need to Know About the Patient Protection & Affordable Health Care ActJackson White, P.C.
The document provides information about key provisions of the Patient Protection and Affordable Care Act (PPACA) as it relates to employer shared responsibility requirements. It discusses who is considered a full-time employee and the penalties employers may face if they do not offer affordable health insurance or if employees receive subsidies. It also outlines standards for minimum essential coverage and considerations for determining if a plan is discriminatory. Employers with 50 or more full-time employees that do not provide affordable, minimum value coverage could pay penalties of up to $3,000 per employee receiving subsidies.
The Affordable Care Act- A Timeline of Provisions That Will Affect Your BusinessG&A Partners
This document provides a timeline of provisions from the Patient Protection and Affordable Care Act (PPACA) that will affect businesses. Key provisions discussed include the employer mandate taking effect in 2014, which will require employers with 50 or more full-time equivalent employees to provide affordable health insurance or face penalties. The document also outlines other upcoming requirements such as increased Medicare taxes, mandatory employer reporting on employee health insurance costs, and health insurance exchanges beginning in 2014.
This document summarizes key provisions of the Affordable Care Act (ACA) for small businesses, including how it impacts businesses based on their number of employees. It outlines the ACA provisions around health insurance exchanges, tax credits, and employer shared responsibility based on business size. It also provides resources for small businesses to learn more about the ACA and how it applies to them.
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
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
Reducing Risk: How to Stay Ahead of Fast Changing Workforce LegislationHuman Capital Media
Every year in the U.S., new laws related to the workforce are created and existing laws are revised. Changes to workforce legislation create considerable risk to the ongoing fiscal health of your organization and increase its exposure to potentially catastrophic lawsuits, government fines, and reputational damage. To reduce risk, every HR professional needs to quickly and accurately assess how updates to employment laws will impact the workforce and discover how their organization can best adapt policies and programs to reduce liability.
But given the complex and dynamic nature of workforce legislation, how can you hope to analyze the potential effects of changes quickly enough to mitigate risk? How can you rapidly uncover the areas where your organization is most exposed and decide on the best ways to address them?
In this webinar, workforce intelligence expert Dave Weisbeck will discuss risks related to three areas of workforce legislation that are undergoing rapid change:
The new overtime rules from the Department of Labor that go into effect December 1
The proposed pay equity reporting requirements that could begin as early as next year
Ever-changing employee classification laws that limit which employees qualify as contractors
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
ACA, SHOP, and Small Business Tax CreditsEric Stern
The Affordable Care Act (ACA) overhauled the U.S. health care system by requiring individuals to obtain health coverage, protecting those with pre-existing conditions, and establishing health insurance marketplaces. The ACA created public exchanges for individuals and small businesses (SHOP) to purchase qualified health plans. It provides subsidies to help low-income individuals pay premiums. Employers with over 50 employees must offer affordable coverage providing minimum value or face penalties, while small employers may qualify for tax credits when offering coverage through SHOP. The presentation provides details on ACA requirements and assistance resources.
ADP Totalsource - Affordable Care Act Reporting and ComplianceTom Rehnberg
The Affordable Care Act represents a huge administrative burden this coming year and businesses are looking for a solution. The ADP Totalsource platform has the ability to relieve this new compliance burden to keep companies from risk of audits and penalties.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/employment-wage-hour-compliance-2020/
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
Insurance Issues for IKECA Owners/OperatorsCBIZ, Inc.
The document discusses various insurance issues for owners and operators of kitchen exhaust cleaning companies. It provides overviews of healthcare reform, workers' compensation, and property and casualty insurance markets. It outlines steps to determine risks under healthcare reform and how to market insurance programs, lower costs, and deal with rate increases. Difficult states like Florida and New York are also addressed.
Final regulations recently announced by the Obama Administration give two levels of delay to employers who had previously been required to offer insurance coverage to their employees next year. With this second round of delays, come a second wave of questions from employers.
This week, Attorney Michael James and Rehmann Group’s Don McAnelly addressed key Affordable Care Act regulations and deadlines in a webinar.
The document provides an overview of financing and incentive programs available for businesses in the Greater Burlington Area of southeast Iowa. It outlines various state and local programs that provide tax credits, grants, loans, job training assistance and property tax abatement to qualified businesses that create jobs and invest in the region. Key programs highlighted include the High Quality Jobs Program, Enterprise Zone benefits, New Jobs Tax Credit and the Burlington Area Development Fund for local incentives. Contact information is provided for economic development staff to discuss potential eligibility and application for benefits.
as a small business owner or company executive, it is hard to keep up with all the changes in Health Care Reform aka Obama Care. I mean, you have a business to run! This brief can be read and understood in 10 minutes and will tell you:
-IF your company has to do anything
-What you have to do (like which IRS forms)
-The risk (& penalty) if you do nothing
Similar to Ppaca complex and advanced issues ii 4 20 - final (20)
PPACA Complex Issues and Advance Topics IIBenefitMall
This document provides a summary of a webcast on the Affordable Care Act:
- You are participating in an online webcast and the audio will stream through your computer, no phone dial-in is needed. Make sure your computer sound is on.
- Key topics covered include determining employer status as applicable large employer, controlled group rules, determining affordability and minimum value of health plans.
- Questions can be posted on Twitter using #PPACAready.
PPACA Complex Issues and Advanced Topics Part 1 - SlidesBenefitMall
Executive Vice President Michael Gomes provides the knowledge and insight every business owner should know to remain compliant with the Patient Protection and Affordable Care Act (PPACA).
More specifically, the webcast is the first of a two-part series designed to address information these groups need to know on the following topics:
• Important dates employers must know to comply with PPACA provisions
• Which employee groups should receive health insurance coverage
• Union employee rules
• Employer “no coverage” and “unaffordability penalties”
• Safe harbor rules
This document provides information about 2013 tax rates, standard deductions, state minimum wage rates, federal payroll taxes, earned income credit rates, and mileage reimbursement rates. It includes tax rates for single filers, married filing jointly filers, and payroll tax rates for both employees and employers. Standard deductions are listed by filing status. State minimum wage rates range from $7.25 to $9.19 across states.
Legislative Alert: 2013 Changes to Medicare and MedicaidBenefitMall
The document summarizes changes to Medicare and Medicaid that took effect on January 1, 2013 as mandated by the Affordable Care Act. Key changes include an increase in Medicare tax for high-income individuals, elimination of tax deductions for the retiree drug subsidy, increased Medicaid payments for primary care physicians, and authorization of bundled payments under Medicare. It provides questions and answers about these changes and their potential impact.
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.
Health Care Reform Update & Review of Tax ImplicationsBenefitMall
To determine if this firm is a large employer:
1. Count full time employees (35)
2. Calculate hours worked by part time employees:
- 10 employees x 24 hours/week = 240 total hours worked
- 240 total hours / 120 = 2 full time equivalents
3. Add full time employees (35) and full time equivalents from part time
employees (2) = 37 total employees
Since this firm has fewer than 50 total employees, it would NOT be considered
a large employer subject to penalties under PPACA.
The webinar provided an overview of key aspects of healthcare reform under the Patient Protection and Affordable Care Act (PPACA). It discussed the background and goals of PPACA, key points from the Supreme Court ruling upholding most of the law, and how brokers and employers should prepare for upcoming changes. The webinar covered topics like the individual mandate, health insurance exchanges, essential health benefits, the medical loss ratio, and penalties for non-compliance. Attendees learned how these provisions may impact brokers, clients, and small businesses going forward.
This webinar provided an overview of healthcare reform and upcoming changes. It discussed the individual mandate beginning in 2014, penalties for non-compliance, and healthcare exchanges. The webinar covered medical loss ratio requirements for insurers to spend minimum amounts on clinical services, flexible spending account limits of $2,500, and how insurers must distribute rebates to employers and employees if the MLR thresholds are not met. Looking ahead, it noted more regulations and guidance are needed to implement key parts of the Affordable Care Act as various deadlines approach.
Healthcare Reform by CEO Bernard DiFioreBenefitMall
The document provides an overview and update on health care reform and the tax implications of the Patient Protection and Affordable Care Act (PPACA). It discusses the background and goals of PPACA, key provisions like the individual mandate and Medicaid expansion, and the Supreme Court ruling that upheld most of the law. It also discusses how employers will be impacted by provisions like the requirement to provide coverage or pay penalties, and the establishment of health insurance exchanges for individuals and small businesses to purchase coverage.
The document provides an overview and analysis of recent developments related to US health care reform following the 2010 elections. It discusses the impact of the elections on Congress and state legislatures, including implications for redistricting, governors, insurance commissioners, and the implementation of the Affordable Care Act. It also examines options for how Congress may attempt to combat the health reform law going forward and the need for brokers and agents to demonstrate their value in the changing system.
Legislative Webinar - September 17, 2010BenefitMall
This document summarizes various provisions of the Affordable Care Act (PPACA) related to wellness and prevention initiatives, 2010 PPACA provisions, health insurance exchanges, and over-the-counter drug reimbursements and mini-med plans. It outlines key elements of wellness programs including elimination of copays for preventive care, employee wellness discounts, requirements for break time and space for nursing mothers, nutritional labeling requirements, and small business grants for wellness programs. It also summarizes many 2010 PPACA provisions such as prohibiting pre-existing condition exclusions, establishing health insurance exchanges, and ending annual and lifetime spending caps.
On Friday, August 6, 2010, BenefitMall hosted a Healthcare Reform Webinar. During the presentation, Sharon Alt covered Medical Loss Ratio, Dependant Coverage and Grandfathered Plans.
This document discusses healthcare reform and the potential role of cooperatives. It provides details on cooperatives from Senator Kent Conrad and language in the House bill. Real-world cooperative examples are discussed. The future of healthcare products, carriers, brokers and commissions is also debated. The legislative process for reform is outlined, noting key committees and the path a bill takes. Building blocks of 2009 reforms are listed. Readers are encouraged to stay engaged on the issues through online resources.
लालू यादव की जीवनी LALU PRASAD YADAV BIOGRAPHYVoterMood
Discover the life and times of Lalu Prasad Yadav with a comprehensive biography in Hindi. Learn about his early days, rise in politics, controversies, and contribution.
13062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
projet de traité négocié à Istanbul (anglais).pdfEdouardHusson
Ceci est le projet de traité qui avait été négocié entre Russes et Ukrainiens à Istanbul en mars 2022, avant que les Etats-Unis et la Grande-Bretagne ne détournent Kiev de signer.
Youngest c m in India- Pema Khandu BiographyVoterMood
Pema Khandu, born on August 21, 1979, is an Indian politician and the Chief Minister of Arunachal Pradesh. He is the son of former Chief Minister of Arunachal Pradesh, Dorjee Khandu. Pema Khandu assumed office as the Chief Minister in July 2016, making him one of the youngest Chief Ministers in India at that time.
Recent years have seen a disturbing rise in violence, discrimination, and intolerance against Christian communities in various Islamic countries. This multifaceted challenge, deeply rooted in historical, social, and political animosities, demands urgent attention. Despite the escalating persecution, substantial support from the Western world remains lacking.
केरल उच्च न्यायालय ने 11 जून, 2024 को मंडला पूजा में भाग लेने की अनुमति मांगने वाली 10 वर्षीय लड़की की रिट याचिका को खारिज कर दिया, जिसमें सर्वोच्च न्यायालय की एक बड़ी पीठ के समक्ष इस मुद्दे की लंबित प्रकृति पर जोर दिया गया। यह आदेश न्यायमूर्ति अनिल के. नरेंद्रन और न्यायमूर्ति हरिशंकर वी. मेनन की खंडपीठ द्वारा पारित किया गया
#WenguiGuo#WashingtonFarm Guo Wengui Wolf son ambition exposed to open a far...rittaajmal71
Since fleeing to the United States in 2014, Guo Wengui has founded a number of projects in the United States, such as GTV Media Group, GTV private equity, farm loan project, G Club Operations Co., LTD., and Himalaya Exchange.
12062024_First India Newspaper Jaipur.pdfFIRST INDIA
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ग्रेटर मुंबई के नगर आयुक्त को एक खुले पत्र में याचिका दायर कर 540 से अधिक मुंबईकरों ने सभी अवैध और अस्थिर होर्डिंग्स, साइनबोर्ड और इलेक्ट्रिक साइनेज को तत्काल हटाने और 13 मई, 2024 की शाम को घाटकोपर में अवैध होर्डिंग के गिरने की विनाशकारी घटना के बाद अपराधियों के खिलाफ सख्त कार्रवाई की मांग की है, जिसमें 17 लोगों की जान चली गई और कई निर्दोष लोग गंभीर रूप से घायल हो गए।
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Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
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Slide deck with charts from our Digital News Report 2024, the most comprehensive exploration of news consumption habits around the world, based on survey data from more than 95,000 respondents across 47 countries.
Federal Authorities Urge Vigilance Amid Bird Flu Outbreak | The Lifesciences ...The Lifesciences Magazine
Federal authorities have advised the public to remain vigilant but calm in response to the ongoing bird flu outbreak of highly pathogenic avian influenza, commonly known as bird flu.
Federal Authorities Urge Vigilance Amid Bird Flu Outbreak | The Lifesciences ...
Ppaca complex and advanced issues ii 4 20 - final
1. • You are participating in an online webcast
today.
• The audio for this webcast will stream
through your computer.
• You do not need to dial-in by phone.
• Please make sure your computer sound
is turned on and volume is adjusted.
• You can follow us on Twitter during the
call @BenefitMall - #PPACAready
2. PART 2 • April 20, 2013
Michael Gomes, Senior Vice President
Government Relations
5. Applicability of the Employer Mandate
• Pay or play
• Applies to “applicable large employers” with 50 or more full-time
employees (including full-time equivalent employees)
• To determine “applicable large employer” status, an employer must
follow the four steps on the next slide
6. STEP 1: Count the number of “full-time” employees (including seasonal
employees) who work on average 30 hours per week per month.
STEP 2: Calculate the number of full-time equivalent employees by
aggregating the number of hours worked by all non-full-time employees (including
seasonal employees) and dividing by 120.
STEP 3: Add the number of “full-time” employees and full-time equivalents
calculated in steps (1) and (2) for each of the 12 months in the preceding
calendar year, and
STEP 4: Add the monthly totals and divide by 12. If the average exceeds 50
full-time equivalents, the employer must also determine whether the seasonal
employee exception applies.
7. Seasonal Employee Exemption
The seasonal employee exemption exists for employers whose workforce
exceeds 50 full-time employees for no more than 120 days or four calendar
months during a calendar year. That is if the employees in excess of 50
employed during that period were seasonal employees. The four calendar
months do not need to be consecutive.
9. Controlled Group Rules
• Aggregation of employees when multiple employers are commonly owned
• Sections 414(b) and 414(c) of the Internal Revenue Code
• Types of controlled group relationships:
o Parent-subsidiary
o Brother-sister
o Combination
10. Parent-Subsidiary Controlled Groups
• One or more chains of corporations are connected through stock ownership with a
common parent corporation, and
o 80% of the stock of each corporation (except the common parent) is owned by one or
more corporations in the group, and
o The parent corporation owns 80% of at least one other corporation
EXAMPLE:
• Corporation A owns:
o 90% of Corporation B’s stock,
o 80% of Corporation C’s stock, and
o 65% of Corporation D’s stock
• Unrelated persons own the remaining percentages of the stock not owned by
Corporation A
11. • A group of two or more corporations, in which five or fewer common owners
own directly or indirectly a controlling interest of each group and have
effective control
o Controlling interest: 80% or more of the stock of each corporation, but only if
such common owners own stock in each corporation
o Effective control: More than 50% of the stock of each corporation, but only to the
extent such stock ownership is identical with respect to such corporation
Brother-Sister Controlled Groups
12. EXAMPLE: Brother-Sister Controlled Groups
Shareholder Corp. A Corp. B Identical
Ownership
C 80% 20% 20%
D 10% 50% 10%
E 5% 15% 5%
F 5% 15% 5%
TOTAL 100% 100% 100%
13. • Three or more organizations that are organized as follows:
o Each organization is a member of either a parent-subsidiary or brother-
sister group, and
o At least one corporation is the common parent of a parent-subsidiary, and is
also a member of a brother-sister group
EXAMPLE:
• A is an individual owning:
o 80% in Partnership Y, and
o 90% in Corporation Z
• Partnership Y owns 85% of Corporation X
Combined Controlled Groups
15. • An applicable large employer may be subject to a tax/penalty if an
employee obtains coverage through a state health benefits exchange and
receives a federal premium subsidy because:
o The employer does not offer its full-time employees (and their dependents) an
opportunity to enroll in coverage, or
o The coverage is unaffordable or does not provide the requisite level of minimum
value
Determining Affordability and Minimum Value
16. Affordability
• 9.5% of employee’s household income:
o Form W-2 safe harbor
o Rate of pay safe harbor
o Federal poverty line safe harbor
Minimum Value Calculator
• Released by IRS and HHS
• Determines if plan covers at least 60% of total allowed costs
Determining Affordability and Minimum Value
17. • (Fully state-based) 17 states plus DC
• (Federally-facilitated) 26 states
• (State-federal hybrid) 7 states
• Varying levels of regulation
• Subsidies
o Low- and moderate-income consumers
o Coverage is unaffordable or does not
provide minimum value
o Exchanges will determine eligibility for
premium tax credits
Exchanges
Source: National Conference of State Legislatures, Federal
Health Reform: State Legislative Tracking Database;
Politico.com; Commonwealth Fund analysis.
18. • The Department of Labor has delayed
rulemaking on automatic enrollment.
• In Technical Release 2012-01, the
department stated its intent to complete this
rulemaking by 2014.
Automatic Enrollment
19. For additional Health Care Reform
updates, please monitor:
• www.benefitmall.com
• www.healthcareexchange.com
• www.compupay.com
Good morning.Today’s webinar on PPACA 2013 Complex Issues & Advanced Topics I will feature Michael Gomes, Senior Vice President of BenefitMall.Mr. Gomes brings more than 30 years of experience in planning, developing, and executing national sales initiatives, including expertise in the area of Government Relations and Legislative Affairs.He joined BenefitMall almost 15 years ago, and has been accountable for managing all of their more than 60 offices nationwide. Mr. Gomes’s career has included a number of senior executive roles for health care carriers as well as the head of the Life and health Divisions for the New Jersey Department of Insurance.Over the past three years since the inception of PPACA, he has led numerous training programs, public speaking engagements, and court testimony associated with health care reform and implementation of public exchanges.
Welcome everyone. My name is Michael Gomes, Senior Vice President of BenefitMall. Headquartered in Dallas, Texas, BenefitMall is the fastest growing provider of integrated payroll and employee benefit products and services. The company offers thousands of healthcare plans from more than 125 leading insurance carriers. These plans are sold through 20,000 independent registered brokers in the US, producing more than $1 billion in annual insurance premiums. We are the largest Employee Benefits General Agency in the nation as well as the 2nd largest privately held payroll company.Today’s webcast, “PPACA 2013 Complex Issues & Advanced Topics II” will be the second of a two part series covering various complex issues and advanced topics related to PPACA. These presentations are being created to provide useful information to our valued distribution partners and their clientswho we are proud to provide our portfolio of benefits and payroll products.
Adding to our last months webinar where we began our discussion around the concept of the “pay or play” provision, today we are going to focus on 3 specific topics:Applicability of the Employer Mandate.Controlled Group Rules, andDetermining Affordability and Minimum Value.
Our first topic today is the applicability of the employer mandate.Beginning on January 1, 2014, applicable large employers must offer at least affordable, minimum value coverage to full-time employees (and their dependents) or potentially face tax penalties.This is commonly referred to the “pay or play” provision.This provision to applicable large employers with 50 or more full time employees and their equivalents.On the next slide, we are going to focus on the four stops that must be followed to determine applicable large employer status.
READ EACH STEP:Full-time employees are employees (including seasonal employees) who provide an average of 30 hours of service per week.If the average monthly number of full-time employees plus full-time equivalent employees for the preceding calendar year is 50 or more, then the employer is subject to the requirements of the employer mandate.Therefore, an employer that does not employ any full-time employees but employs 100 half-time employees would be subject to the employer mandate.
One of the more confusing components of the provision is around seasonal employees – especially those that are employed for no more than 120 days (or four months) during a calendar year. It is important to note that the four calendar months do NOT need to be consecutive.Until further guidance is issued, employers may use a reasonable, good faith interpretation of a seasonal worker, but the IRS emphasizes that the category of seasonal worker is not limited to agricultural or retail workers.
Our second topic today is a discussion of controlled group rules.
To figure out whether an employer is an applicable large employer and subject to the employer mandate, all employees of companies within the same controlled group must be aggregated.However, for purposes of determining liability for, and the amount of, an assessable payment, each member of a controlled group is evaluated separately.To determine common ownership, the Affordable Care Act uses the controlled group rules set forth in section 414(b) and 414(c) of the Internal Revenue Code. There are three types of controlled group relationships: (1) parent-subsidiary, (2) brother-sister, and (3) a combination of parent-subsidiary and brother-sister.
The parent-subsidiary controlled group rule states that when one or more chains of corporations are connected through stock ownership with a common parent corporation, and READ SUB BULLETS . . . . Lets see a real application of how this may look in the following example:In this example, Corporation A is the common parent of a parent-subsidiary group consisting of Corporations A, B, and C.Corporation D is not a member of the group because Corporation A’s ownership is less than 80%.Lets adjust the assumptions using the same facts as above except Corporation C also owns 80% of the profits interest in Partnership E. In this new example:Corporation A is the common parent of a parent-subsidiary group consisting of Corporations A, B, and C, as well as Partnership E.Corporation D is not a member of the group because Corporation A’s ownership is less than 80%.
The next set of rules apply to what are called “Brother-Sister” controlled groups. READ SLIDE . . . . IN our next example, let’s assume that:The threshold requirement of two or more corporations is met and there are five or fewer common owners.Next we must determine whether there is the requisite (1) controlling interest, and (2) effective control.To do that, lets look at the chart on the next slide . . .
First, we have look at the issue of controlling interest:We review the combined ownership totals of the common owners.The common owners must own more than an 80% interest in all members of the controlled group. In this example, the requirement is met because the shareholders own 100% of each corporation.Then, we look at the issue of effective control. We review the interest each shareholder has in each company compared to the other shareholders.Although the four shareholders together own more than 80% of the stock of each corporation, they do not own more than 50% of the stock of each corporation. In this example, we must take into account only the identical ownership in each corporation as demonstrated above.Accordingly, the effective control requirement is not met because the total identical ownership is only 40%.
The last example of Controlled Groups are “combined controlled groups” which is a combination of parent-subsidiary and brother-sister groups.A combined control group is (READ FIRST 3 BULLETS) . . . . In our example, Partnership Y, Corporation Z, and Corporation X are each members of the combined group of trades or businesses under common control because:Partnership Y, Corporation Z, and Corporation X are each members of either a parent-subsidiary or a brother-sister group, andY partnership is:The common parent of the parent-subsidiary consisting of Corporation Z and Corporation X, andA member of a brother-sister group consisting of Partnership Y and Corporation Z.
Our last topic today is a discussion of determining affordability and minimum value.
READ SLIDEThe regulations clarify that an employer is subject to penalty on the basis of obtaining coverage through an exchange and receiving a federal premium subsidy because the employer did not offer coverage if it offers coverage to less than 95 percent (or, if greater, five) of its full-time employees. The employer mandate also requires employers to offer coverage to dependents of employees, defined as children up to age 26. Spouses are not included in the definition of dependent. For 2014, there will be a transition relief period with regards to dependent coverage. We discussed this in our last webinar and have blogged extensively on this as well.In 2014, as long as an employer takes steps to fulfill the requirement to offer coverage to dependents of full-time employees, it will not be liable for a penalty solely based on not offering coverage to dependents.Under both “prongs” of the employer mandate, the penalties are triggered by a full-time employee receiving a premium tax credit subsidy to purchase health coverage through an exchange.
The issue of affordability, like many other provisions, is complicated and subject to additional regulations regardless if an individual believes the coverage s affordable or not based on their own circumstances. Under the legislation:Coverage will be deemed affordable if the employee’s required contribution for self-only coverage does not exceed 9.5% of the employee’s household income for the taxable year. However, most employers will not have access to the employees household income so the rule created 3 safe harbor provisions:Form W-2 Safe Harbor – Coverage meets the affordability standard if the employee premium share does not exceed 9.5 percent of the employee’s salary reported in Box 1 of Form W-2. This determination is made at the end of the calendar year on an employee-by-employee basis. The federal government also provides guidance on how to apply this safe harbor in the case of an employee who was not a full-time employee for the entire year. Rate of Pay Safe Harbor – Coverage meets the affordability standard if the employee premium share does not exceed the total of the hourly rate of pay multiplied by 130 hours per month.Federal Poverty Line Safe Harbor – Coverage meets the affordability standard if employee premium share does not exceed 9.5 percent of the federal poverty line for any employee. The calculation can be done using the most recently published federal poverty guidelines as of the first day of the plan year.A second test is that of Minimum Value. Under this test:The Internal Revenue Service and Department of Health and Human Services have released a minimum value calculator.Employers are able to input various information into the calculator, which will determine whether the plan covers at least 60% of the total allowed cost of benefits that are expected to be incurred under the plan.
Employees and individuals have an opportunity to shop for coverage to gain access to the subsidies as outlined in the legislation.These exchanges are marketplaces where individuals and small businesses with up to 100 employees can shop around for plans that best suit their needs and budget.States can choose to include larger employers in the future. However, because of adverse selection issues large employer access to exchanges is in question.A recent regulatory proposal provided transitional relief that would allow SHOP exchanges to only offer one health insurance option until 2015.As originally proposed, the SHOP exchanges were required to offer employers the option of offering employees all QHPs at a level of coverage chosen by the employer.Except for this transitional relief, all exchanges must be ready for enrollment by October 1, 2013 and fully operational by January 1, 2014.Health insurance exchanges come in three types:Fully state-basedStates planning to operate a fully state-based exchange were required to submit a blueprint to the Department of Health and Human Services in December 2012.17 states plus the District of Columbia plan to operate their own state-based exchanges.Federally-facilitated26 states have defaulted to a federally-facilitated exchange. State-federal hybridStates planning to enter a partnership had until February 15, 2013, to submit a blueprint.7 states plan to run state-federal partnership exchanges.States not ready to operate a fully state-based exchange may gradually transition into one over the upcoming years.There will be state-by-state variations in levels of exchange regulation.Some states will be more hands-off and allow an open market.Others may have stricter standards and only allow certain plans to get on its exchange.Moreover, states may determine the role of agents and brokers in their exchanges.Enrollment in qualified health plansAssisting qualified individuals in applying for financial assistance SubsidiesTo make coverage more affordable to the individual, the federal government will offer subsidies to low- and moderate-income individuals.As discussed earlier, individuals whose employer-sponsored coverage is unaffordable or does not provide minimum value may also be eligible for subsidies.Consumers will be able to apply for these subsidies, as well as Medicaid and CHIP, through the exchanges.
Lastly is the topic is automatic enrollment.The Department of Labor has delayed rulemaking on automatic enrollment and in Technical Release 2012-01, the department stated its intent to complete this rulemaking by 2014. Once the rules are released for comment, we will communicate via a legislative alert and blog postings.