The Payroll and HR Technology Toolkit for Managing the ACAAPS
Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2015 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.
If your business traditionally picks up during the last quarter of the year, you may be accustomed to hiring seasonal help to augment your staff. Large numbers of people are out of work right now, and hoping to find at least temporary employment during the busy holiday season.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
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
Affordable Care Act Reporting 201: Choosing a Pay or Play StrategyIntegrity Data
Find more educational content at www.acafluent.com
We will give you guidelines to use when choosing a pay-or-play strategy. We’ll explain what the different strategies mean, what choices you have, and what to consider as you make these changes. These choices include: what the (coverage) penalties are, whether you may be vulnerable, and what offering quality and affordable insurance means (including the three safe harbors).
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
The Payroll and HR Technology Toolkit for Managing the ACAAPS
Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2015 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.
If your business traditionally picks up during the last quarter of the year, you may be accustomed to hiring seasonal help to augment your staff. Large numbers of people are out of work right now, and hoping to find at least temporary employment during the busy holiday season.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
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
Affordable Care Act Reporting 201: Choosing a Pay or Play StrategyIntegrity Data
Find more educational content at www.acafluent.com
We will give you guidelines to use when choosing a pay-or-play strategy. We’ll explain what the different strategies mean, what choices you have, and what to consider as you make these changes. These choices include: what the (coverage) penalties are, whether you may be vulnerable, and what offering quality and affordable insurance means (including the three safe harbors).
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
HR Webinar: The American Rescue Plan Act of 2021: New Employer Opportunities ...Ascentis
On March 11, 2021, President Biden signed into law H.R. 1319, the “American Rescue Plan Act of 2021” (APRA). The latest in an extended series of COVID-19 economic relief bills, with a price tag of $1.9 trillion and weighing in at an impressive 628 pages, ARPA will bring cumulative US federal pandemic relief spending to approximately $5.7 trillion. While the new law’s consumer provisions – like direct stimulus payments to about 89% of US taxpayers, extended unemployment benefits, and increased child tax credits – have gotten almost all the press coverage related to this law, as with prior laws (FFCRA, CARES Act, CAA) there are many employer-impacting provisions that have so far “flown under the radar.”
At Ascentis, we’ve hauled out our trusty “HCM radar detector” to hone in on just those provisions which may impact and delight (or maybe not?) employers, and the HR community, around the country.
Payroll Webinar: The A to Z of Payroll Garnishments Part 3Ascentis
In parts two and three of the A to Z of Payroll Garnishments we discussed the legal aspects of garnishments, now in our third and final chapter we will turn our attention to the best practices for processing the garnishments within the payroll department.
We will apply our learnings and review examples of calculating all types of garnishments, including how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both, the calculations for a federal tax levy, what to do if the employee has a creditor garnishment and a child support withholding order and more!
HR Webinar: Ho, Ho, Ho My Goodness: Compliance Review for Year-End 2019Ascentis
We, in HR, have some unique holiday traditions. Sometime between the turkey and cranberries, and the mistletoe and gift wrapping, our thoughts turn to compliance, and how our responsibilities may be changing at the first of the coming year. In this session, we will review the rather impressive list of HR, Benefits and Payroll-related changes coming our way in January 2020.
We hope to see you there! Stay tuned for more accredited session invitations.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
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.
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
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Payroll Webinar: Paying Overtime Under the FLSA: Part 2Ascentis
This is the second of a two-part webinar that will help you better understand the requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. But not so fast. The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky. Our speaker will share her expertise and best practices for managing these calculations.
Penalties for overtime violations can be severe with the possibility of fines, imprisonment or both! Add civil suits to the mix and the results can be devastating to any business, no matter how large or small. Just to keep it interesting, most states use the same definition to calculate overtime as the FLSA does. So, even one, single error can earn you double the penalties.
HR Webinar: The American Rescue Plan Act of 2021: New Employer Opportunities ...Ascentis
On March 11, 2021, President Biden signed into law H.R. 1319, the “American Rescue Plan Act of 2021” (APRA). The latest in an extended series of COVID-19 economic relief bills, with a price tag of $1.9 trillion and weighing in at an impressive 628 pages, ARPA will bring cumulative US federal pandemic relief spending to approximately $5.7 trillion. While the new law’s consumer provisions – like direct stimulus payments to about 89% of US taxpayers, extended unemployment benefits, and increased child tax credits – have gotten almost all the press coverage related to this law, as with prior laws (FFCRA, CARES Act, CAA) there are many employer-impacting provisions that have so far “flown under the radar.”
At Ascentis, we’ve hauled out our trusty “HCM radar detector” to hone in on just those provisions which may impact and delight (or maybe not?) employers, and the HR community, around the country.
Payroll Webinar: The A to Z of Payroll Garnishments Part 3Ascentis
In parts two and three of the A to Z of Payroll Garnishments we discussed the legal aspects of garnishments, now in our third and final chapter we will turn our attention to the best practices for processing the garnishments within the payroll department.
We will apply our learnings and review examples of calculating all types of garnishments, including how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both, the calculations for a federal tax levy, what to do if the employee has a creditor garnishment and a child support withholding order and more!
HR Webinar: Ho, Ho, Ho My Goodness: Compliance Review for Year-End 2019Ascentis
We, in HR, have some unique holiday traditions. Sometime between the turkey and cranberries, and the mistletoe and gift wrapping, our thoughts turn to compliance, and how our responsibilities may be changing at the first of the coming year. In this session, we will review the rather impressive list of HR, Benefits and Payroll-related changes coming our way in January 2020.
We hope to see you there! Stay tuned for more accredited session invitations.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
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.
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
Large employers will have to produce their first gender pay gap reports by April 2018 at the latest, based on payroll data from April 2017. While the final version of the regulations isn’t expected until summer 2016, the main elements are now clear. These slides set out what the Regulations require and the issues that employers should be thinking about now.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
Presented at EcommerceCamp Toronto by Andrew at Moneris. The topic of the evening was "ePayments: Online solutions for today and tomorrow". Andrew highlights the innovative technology that Moneris has been working on.
Healthcare organizations (HCOs) are facing three major IT security and compliance
challenges. First, IT regulations such as HIPAA are getting stricter and enforcement actions
are becoming more common and costly....
Runnymede College students have designed a special 50th Anniversary Logo to be displayed on the school sign during 2017.
As part of our Anniversary activities, 300 Junior School pupils submitted their designs for the 50th Anniversary logo to our Senior School branding committee, who have selected Jaime's (Year 5) as the winner.
This Palace is in the historic town of Middlesex, in London. It is famous because it was King Henry VIII's palace and its near the river Thames.
It was built by Thomas Wolsey in 1515, who gave it to his brother Henry VIII as a gift. Later in 1540 the King added stuff, and he spent 62.000 pounds on it.
Gardens were designed in 1690 by George London and his pupil Henry Wise. In 1771, the entry was modified. Eventually, in 1730, some animal sculptures were added by William Kent.
Henry VIII was the King of England and Lord of Ireland. He got married 6 times. He's famous because he broke up with the Catholic Church and founded the Church of England.
Anne Boleyn was Queen of England from 1533 to 1536. She was King Henry VIII's second wife. Henry's marriage to Anne, and her subsequent execution, made her a key figure in the political and religious upheaval that was the start of the English Reformation.
People in the past, said that the spirit of Catherine Howard, one of the Henry VIII's wife, still lives and walks among the corridors in that palace. This woman was brutally murdered in the Tower of London by order of her husband.
Now a days Hampton Court Palace is used as a place for exhibitions, talks and perfomances, you can also visit the palace during the day. You can buy tickets and most of the exhibitios are included in the price. You can also visit the gardens, with more than 200.000 flowers with a beautiful landscape, in the garden there is a maze, made with flowers; you can see all Henry' VIII rooms too. Its definetly a nice place to visit.
Comparison of Interpolation Methods in Prediction the Pattern of Basal Stem R...Waqas Tariq
Basal Stem Rot is a diseases that caused by Ganoderma Boinense that is the most serious disease for oil palm trees in Malaysia. The analysis of plant disease has been carried extensively with the advancement in computer technology. Particularly, in terms of spatial and temporal, it is very complicated to be processed. Furthermore, the application of GIS in plant disease analysis is becoming more popular, precise and advance. In previous studies, Kriging has been used to predict the pattern of BSR disease. In this study, two commonly used interpolation methods for GIS, Kriging and Inverse Distance Weighting (IDW), are used to interpolate and predict the pattern of Basal Stem Rot disease. Since the IDW method is an exact method and is more accurate one, it was expected to see more accurate results. However, the accuracy results of both methods are the same. Based on the characteristic of both methods and according to advantages and disadvantages, the Inverse Distance Weighted is recommended in this study but, for more informative data, Ordinary Kriging is suggested to be the preferable method to be used as an alternative method. .
Our latest webinar that highlights the progress and technology behind accurate job matching campaigns. Some great resources for the HR department looking to take Talent Acquisition to the next level.
Investing can be simple, one way is buy a single share of stock and then invest more on a monthly basis, invest the dividends and over time your money will grow.
At ReallySimpleInvesting.com we work every day to bring you personal financial educational materials you can use to increase your financial security. Check us out at: www.reallysimpleinvesting.com
Linking environmental models together to make the world a better place: the G...Andrea Antonello
The JGrass team has spent the last 5 years to try to create an appropriate ecosystem for researchers to share their knowledge and for professionals to have innovative tools at hand. The long road lead through various applications and libraries, from GRASS to JGrass, from JGrass to uDig, from OpenMI to OMS. The current scenario presents a central library, the JGrasstools, and the desktop GIS framework uDig. All glued through the OMS3 modeling system, a code annotation framework developed in joint effort between Colorado State University and USDA, that supports the connection between models from different authors and domains.
An Employer's Obligations & Opportunities Under The Affordable Care ActMcKonly & Asbury, LLP
The presentation will concentrate on employers with 50+ employees and focus on the following: What is an “Applicable Large Employer”; Calculating the number of fulltime employees eligible for coverage and how to determine when coverage begins; Measurement periods for on-going and variable hour employees; Does their health plan provides “minimum” and “affordable coverage.”
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
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.
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
The Payroll and HR Technology Toolkit for Managing the ACAAPS
Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2014 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.
The ACA has many employers in a frenzy over how to handle the tracking and reporting of employee hours of service, whether to provide coverage to all full-time employees or pay penalties, and where to even begin tracking and managing for these looming provisions.
These provisions will require employers to completely rethink their business processes and will require much more time spent on tracking and reporting. This will be very challenging, particularly for employers using manual processes, spreadsheets, or older systems for tracking employee information. As a result, applicable large employers are recognizing the importance of having a streamlined system in place to make these tasks more manageable.
In this webinar, we will discuss the challenges many employers face with impending ACA mandates going into effect next year, as well as solutions to help applicable large employers meet these challenges head on, streamline the processes that will be involved, and win the compliance battle. These requirements are not going away, so it is vital to start assessing how these challenges in tracking and reporting will be handled, as well what strategy your company will adopt.
Affordable Care Act 101: What the New Healthcare Law Means for Your Small Bus...Small Business Majority
August 15, 2013. Hosted by the U.S. Small Business Administration and Small Business Majority. This webinar focused on what the new healthcare law, the Affordable Care Act, means for small businesses. It focused on both federal and state provisions to help local small business owners understand how the law will affect them.
These slides were from a recent SBA webinar presented by Small Business Majority. It focused on both federal and state provisions to help local small business owners understand how the law will affect them. Topics being discussed included:
Small business tax credits (available to businesses and tax-exempt non-profits)— who’s eligible for them and how to claim them, Marketplace updates, Shared responsibility,Cost containment, Tools and resources available for small businesses interested in learning more about the law.
About Small Business Majority
Small Business Majority is a national nonprofit advocacy organization focused on solving the biggest problems facing America's 28 million small businesses. We conduct extensive opinion and economic research and work with small business owners, policy experts, and elected officials nationwide to bring nonpartisan small business voices to the public policy table.
Reporting Requirements for Every Business
At the minimum, the IRS requires every employer to document, track and prove their employer status. Get the complete break down of requirements for employee counts from 0 to 100+.
Learn Critical Terms You Need to Know
From Form 1095-C to Safe Harbor Rules, we break down the most frequently used ACA terms employers will encounter.
Get A Blueprint for Measurement Periods
Break down the who, what, and how of ACA reporting to learn how to measure data for new hires and current employees.
Break Down the Form 1095-C by Sections
Get a clear understanding of the Form 1095-C and navigate the tougher sections to know what information you’ll need to file to avoid costly penalties.
Affordable Care Act 101: What the Healthcare Law Means for Small BusinessSmall Business Majority
August 8, 2013. Hosted by the U.S. Small Business Administration and Small Business Majority. This webinar focused on what the new healthcare law, the Affordable Care Act, means for small businesses. It focused on both federal and state provisions to help local small business owners understand how the law will affect them.
Guidelines for the Colorado Health Benefit Exchange and our Federal Exchange are still up in the air. What do these various funding, administration, and oversight issues mean for employers and how will plan pricing, availability, and benefits be addressed? This presentation is designed for the Colorado business leader who needs to understand the current state of the exchanges. In this session, we’ll go over the very latest developments and how they could impact local businesses, discuss how you can create a proactive multi-year benefits strategy, and introduce resources to help you stay on top of this constantly changing landscape.
There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
Similar to PPACA: What You Need to Know (June 2013) (20)
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
how can I sell pi coins after successfully completing KYCDOT TECH
Pi coins is not launched yet in any exchange 💱 this means it's not swappable, the current pi displaying on coin market cap is the iou version of pi. And you can learn all about that on my previous post.
RIGHT NOW THE ONLY WAY you can sell pi coins is through verified pi merchants. A pi merchant is someone who buys pi coins and resell them to exchanges and crypto whales. Looking forward to hold massive quantities of pi coins before the mainnet launch.
This is because pi network is not doing any pre-sale or ico offerings, the only way to get my coins is from buying from miners. So a merchant facilitates the transactions between the miners and these exchanges holding pi.
I and my friends has sold more than 6000 pi coins successfully with this method. I will be happy to share the contact of my personal pi merchant. The one i trade with, if you have your own merchant you can trade with them. For those who are new.
Message: @Pi_vendor_247 on telegram.
I wouldn't advise you selling all percentage of the pi coins. Leave at least a before so its a win win during open mainnet. Have a nice day pioneers ♥️
#kyc #mainnet #picoins #pi #sellpi #piwallet
#pinetwork
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
#pi #sell #nigeria #pinetwork #picoins #sellpi #Nigerian #tradepi #pinetworkcoins #sellmypi
how to sell pi coins at high rate quickly.DOT TECH
Where can I sell my pi coins at a high rate.
Pi is not launched yet on any exchange. But one can easily sell his or her pi coins to investors who want to hold pi till mainnet launch.
This means crypto whales want to hold pi. And you can get a good rate for selling pi to them. I will leave the telegram contact of my personal pi vendor below.
A vendor is someone who buys from a miner and resell it to a holder or crypto whale.
Here is the telegram contact of my vendor:
@Pi_vendor_247
how can i use my minded pi coins I need some funds.DOT TECH
If you are interested in selling your pi coins, i have a verified pi merchant, who buys pi coins and resell them to exchanges looking forward to hold till mainnet launch.
Because the core team has announced that pi network will not be doing any pre-sale. The only way exchanges like huobi, bitmart and hotbit can get pi is by buying from miners.
Now a merchant stands in between these exchanges and the miners. As a link to make transactions smooth. Because right now in the enclosed mainnet you can't sell pi coins your self. You need the help of a merchant,
i will leave the telegram contact of my personal pi merchant below. 👇 I and my friends has traded more than 3000pi coins with him successfully.
@Pi_vendor_247
Even tho Pi network is not listed on any exchange yet.
Buying/Selling or investing in pi network coins is highly possible through the help of vendors. You can buy from vendors[ buy directly from the pi network miners and resell it]. I will leave the telegram contact of my personal vendor.
@Pi_vendor_247
Empowering the Unbanked: The Vital Role of NBFCs in Promoting Financial Inclu...Vighnesh Shashtri
In India, financial inclusion remains a critical challenge, with a significant portion of the population still unbanked. Non-Banking Financial Companies (NBFCs) have emerged as key players in bridging this gap by providing financial services to those often overlooked by traditional banking institutions. This article delves into how NBFCs are fostering financial inclusion and empowering the unbanked.
How to get verified on Coinbase Account?_.docxBuy bitget
t's important to note that buying verified Coinbase accounts is not recommended and may violate Coinbase's terms of service. Instead of searching to "buy verified Coinbase accounts," follow the proper steps to verify your own account to ensure compliance and security.
how to sell pi coins on Bitmart crypto exchangeDOT TECH
Yes. Pi network coins can be exchanged but not on bitmart exchange. Because pi network is still in the enclosed mainnet. The only way pioneers are able to trade pi coins is by reselling the pi coins to pi verified merchants.
A verified merchant is someone who buys pi network coins and resell it to exchanges looking forward to hold till mainnet launch.
I will leave the telegram contact of my personal pi merchant to trade with.
@Pi_vendor_247
Poonawalla Fincorp and IndusInd Bank Introduce New Co-Branded Credit Cardnickysharmasucks
The unveiling of the IndusInd Bank Poonawalla Fincorp eLITE RuPay Platinum Credit Card marks a notable milestone in the Indian financial landscape, showcasing a successful partnership between two leading institutions, Poonawalla Fincorp and IndusInd Bank. This co-branded credit card not only offers users a plethora of benefits but also reflects a commitment to innovation and adaptation. With a focus on providing value-driven and customer-centric solutions, this launch represents more than just a new product—it signifies a step towards redefining the banking experience for millions. Promising convenience, rewards, and a touch of luxury in everyday financial transactions, this collaboration aims to cater to the evolving needs of customers and set new standards in the industry.
Turin Startup Ecosystem 2024 - Ricerca sulle Startup e il Sistema dell'Innov...Quotidiano Piemontese
Turin Startup Ecosystem 2024
Una ricerca de il Club degli Investitori, in collaborazione con ToTeM Torino Tech Map e con il supporto della ESCP Business School e di Growth Capital
Turin Startup Ecosystem 2024 - Ricerca sulle Startup e il Sistema dell'Innov...
PPACA: What You Need to Know (June 2013)
1. Patient Protection and
Affordable Care Act:
What You Need To Know
Travis A. Sinquefield, PHR, MBA
June 3, 2013
www.hscompanies.com/PPACA
2. WHAT IS THE PPACA?
• Patient Protection and Affordable Care Act of 2010
• Single largest health care reform in U.S. history
• Implements shared responsibility provisions for
employers
• Implements individual insurance mandates
• Changes how the overall health care system operates
for insurers
www.hscompanies.com/PPAC
A
3. TIMELINE OF KEY EVENTS
2013
• Health flexible spending account limit of $2,500.
• Restricted annual limit on essential benefits at $2
million.
• Exchange notices to all employees due in Fall 2013 –
exchanges set to open for purchase October 1
• Elimination of Medicare Part D subsidy tax advantage
(any Medicare subsidies received must be reported as
taxable income)
www.hscompanies.com/PPAC
A
4. TIMELINE OF KEY EVENTS
2013 (continued)
• Medicare tax on unearned income of 3.8% (MAGI of
$200k for individuals, $250k for joint filers)
• Medicare tax increase of 0.9% for wage earners over
$200k ($250k for joint filers)
• Change in deductible limits and minimums for high
deductible health plans
www.hscompanies.com/PPAC
A
5. TIMELINE OF KEY EVENTS
2014
• Individual and employer mandates
• Health insurance premium tax credit (refundable)
• Exchange coverage
• Waiting periods limited to 90 days
• No annual dollar limit on essential health benefits
• Cost-sharing limits of $6,250 for individual
coverage/$12,500 for in-network family coverage
www.hscompanies.com/PPAC
A
6. 2014 (continued)
• Deductible limit of $2,000 for individual
coverage/$4,000 for family coverage (small
business plans only)
• Section 6055 IRS reporting for plans that provide
minimum essential coverage (IRS Notice 2012-32)
• Section 6056 IRS reporting for large employers
(at least 50 full-time employees), presumably to
verify individual mandate and pay-or-play
information. (IRS Notice 2012-33)
TIMELINE OF KEY EVENTS
www.hscompanies.com/PPAC
A
7. HOW DOES IT AFFECT MY BUSINESS?
• What applies to me, regardless of the size of my
business?
• Am I a large employer?
• What happens if I am a large employer?
• Are there tax credits available?
www.hscompanies.com/PPAC
A
8. HOW DOES IT AFFECT MY BUSINESS?
What applies regardless of the size of my business?
• Exchange notices to your employees in the Fall of 2013
• Provide revised Summary of Benefits and Coverage
• Non-discrimination testing for fully insured plans –
implementation date TBD
• Benefits offered – contraceptive, pre-existing
conditions
• Increase Medicare Taxes - 0.9% increase for incomes
over $200k www.hscompanies.com/PPAC
A
9. HOW DOES IT AFFECT MY BUSINESS?
What applies regardless of the size of my business?
(cont.)
• New limits & minimums for high-deductible health
plans (plan year starting in 2013)
• $3250/$6450 maximum annual contribution limit –
total
• $1250/$2500 minimum deductible
• Max out of pocket (deductibles and copays) of
$6250/$12,500
www.hscompanies.com/PPAC
A
10. AM I CONSIDERED A LARGE EMPLOYER?
What exactly is a large employer?
• Definition: organizations with 50 or more full-time and
full-time equivalents
• Need to consider number of part-time employees and
their hours worked
• New full-time definition: 30 or more hours per week or
130 hours per month
• Done on a controlled-group basis, not individual
company
www.hscompanies.com/PPAC
A
11. AM I CONSIDERED A LARGE EMPLOYER?
What exactly is a large employer? (cont.)
• Seasonal employees are included in the FTE equation
for hours they worked during that month
• Calculated on a monthly basis
• Average over entire year OR a consecutive 6 month
period
• Use employee count numbers from 2013 to calculate
whether large employer for 2014
www.hscompanies.com/PPAC
A
12. WHAT HAPPENS IF LARGE EMPLOYER
Ok, so I am a large employer. Now what?
• Must offer insurance to full-time employees that is
both affordable and provides minimum value
• Do not have to offer to part-time employees, even
though they are included in large employer calculation
• Proposed 95% rule – must offer the insurance to at
least 95% of eligible full-time employees
www.hscompanies.com/PPAC
A
13. WHAT HAPPENS IF LARGE EMPLOYER
What do you mean by affordable?
• Insurance is considered affordable if the premium
cost for self-only coverage is less than 9.5% of W-2
wages
• Safe harbor provisions for affordability:
• W-2 Wage Safe Harbor
• Rate of Pay Safe Harbor
• Federal Poverty Line Safe Harbor
www.hscompanies.com/PPAC
A
14. WHAT HAPPENS IF LARGE EMPLOYER
What do you mean by minimum value?
• Plan must pass an actuarial test with a 60% score – i.e.
the plan covers 60% of health care costs
• IRS to provide online calculator to help with this
determination
• Work with insurance agent to make sure your plan
meets this standard
• Some current high deductible health plans do not
meet this test!
www.hscompanies.com/PPAC
A
15. WHAT HAPPENS IF LARGE EMPLOYER
What happens if my plan is not affordable or does not
provide minimum value?
• You pay a fine!
What is the fine?
• Pay either $3,000 per subsidized employee OR $2,000
per full-time employee (minus first 30 FT), whichever
is less
www.hscompanies.com/PPAC
A
16. WHAT HAPPENS IF LARGE EMPLOYER
What do you mean by “subsidized employee”?
• It is an FT employee who receives the premium tax
credit (subsidy) to purchase insurance on the
exchange
• Will only qualify if meet certain conditions, such as
plan not affordable or not providing minimum value
and buying insurance through the exchange
How do I avoid paying the fine?
• Make sure to offer at least 95% of your full-time
employees insurance that is BOTH affordable AND
provides minimum value (minimum essential
coverage) www.hscompanies.com/PPAC
A
17. WHAT HAPPENS IF LARGE EMPLOYER
What if I decide not to offer insurance?
• You may pay a fine!
Can I not offer insurance and avoid paying a fine?
• Yes!
How?
• Paying the fine is dependent on an employee
qualifying for credit and purchasing from exchange
• If no one applies and qualifies for the tax credit, then
you will not pay the fine, regardless of whether you
offered insurance or not
www.hscompanies.com/PPAC
A
19. WHAT HAPPENS IF LARGE EMPLOYER
How often are the penalties paid?
• On a monthly basis – employers will need to run
calculations on FTEs monthly
A couple wrinkles in the penalties:
• Seasonal employees ARE included in the penalty
calculation if they are full-time during that month
• You don’t have to offer them insurance, but are
counted in the calculation
• If you have less than 30 full-time employees (under
new rules), not subject to fines
www.hscompanies.com/PPAC
A
20. WHAT HAPPENS IF LARGE EMPLOYER
Employee Category How Category is used to
determine “Large
Employer”
Subject to penalty if
“Large Employer” and
employee receives
credit
Full-Time Counted as one
employee, based on 30
hour work week
Yes
Part-Time Prorated (total PT hours
worked per month
divided by 120)
No
Seasonal Prorated for month they
work; can’t be cause for
exceeding 50 FTEs
Yes, for month in which
a seasonal worker is full-
time
Temp Agency Yes, for the temp agency Yes, for the temp agency
www.hscompanies.com/PPAC
A
21. WHAT HAPPENS IF LARGE EMPLOYER
Safe Harbor Provisions
• Employers can utilize a safe harbor provision for
current and new employees if they are unsure if they
are going to be working 30+ hours/week
• Utilizes measurement, stability and optional
administrative periods
• Can be very complicate to figure out and track!
• Can possibly work against you!
www.hscompanies.com/PPAC
A
22. What about these state insurance exchanges?
• Developed as a gateway for individuals to have access
to various insurance plans
• Established by the states, but can pass and use the
federal exchange
How to they work?
• Supposed to be open starting October 1, 2013
• Access and purchase insurance online
• National & local help lines
STATE AND FEDERAL EXCHANGES
www.hscompanies.com/PPAC
A
23. Can employer purchase coverage through the exchange?
Possibly…
• Depends on number of FTEs and state statutory
guidelines
• Per the law:
• Have average of greater than 1 employee
• No more than 100 employees during any business
during previous year
• Employee at least one employee at beginning of
plan year
• Before 1/1/2016, states may lower requirement to 50
employees
STATE AND FEDERAL EXCHANGES
www.hscompanies.com/PPAC
A
24. How are these exchanges funded?
• PCORI Fee: $1 to $2 per covered life – due by 7/31/13 for
first payment on plan years ending 12/31/12; paid by
insurance company unless self-insured
• New fee of $63 per person charged to all group health
insurance plans – fee will be passed on to employees
• Insurers who sell policies on the exchange will be
charged a 3.5% fee – will be passed on to individuals
buying on the exchange
• Health Insurance Tax: $8 bln in 2014, $11.3 bln in 2015-
2016; spread across all insurers
STATE AND FEDERAL EXCHANGES
www.hscompanies.com/PPAC
A
26. NEW TAXES PER THE ACA
www.hscompanies.com/PPAC
A
Health Insurance Tax
• Spread across all health insurers
• $8 billion flat fee in 2014
• $11.3 billion in 2015-2016
• $13.9 billion in 2017
• $14.3 billion 2018
• Indexed for inflation after 2018
• Largest tax included in the ACA
27.
28.
29. SMALL BUSINESS TAX CREDIT
So tell me about this small business tax credit for
offering health insurance…
• Employs less than 25 FTE employees during a tax
year
• Pays average annual wages less than $50k per
FTE employee
• Has qualified plan that requires the employer to
make a non-elective contribution equal to
uniform percentage not less than 50%
• In 2014, will only be eligible if purchasing through
the SHOP program (on the Exchanges)
www.hscompanies.com/PPAC
A
30. SMALL BUSINESS TAX CREDIT (2013)
Number of
Employees
Average Wages
Up to $25,000 $30,000 $35,000 $40,000 $45,000 $50,000
Up to 10 35% 28% 21% 14% 7% 0%
11 33% 26% 19% 12% 5%
12 30% 23% 16% 9% 2%
13 28% 21% 14% 7%
14 26% 19% 12% 5%
15 23% 16% 9% 2%
16 21% 14% 7%
17 19% 12% 5%
18 16% 9% 2%
19 14% 7%
20 12% 5%
21 9% 2%
22 7%
23 5%
24 2%
25 0%
31. SMALL BUSINESS TAX CREDIT (2014)
Number of
Employees
Average Wages
Up to $25,000 $30,000 $35,000 $40,000 $45,000 $50,000
Up to 10 50% 40% 30% 20% 10% 0%
11 47% 37% 27% 17% 7%
12 43% 33% 23% 13% 3%
13 40% 30% 20% 10% 0%
14 37% 27% 17% 7%
15 33% 23% 13% 3%
16 30% 20% 10% 0%
17 27% 17% 7%
18 23% 13% 3%
19 20% 10% 0%
20 17% 7%
21 13% 3%
22 10% 0%
23 7%
24 3%
25 0%
32. W-2 REPORTING
Who has to report the cost of insurance on their
W-2?
• Employers with 250 or more employees must
report cost of the insurance benefits on W-2’s
issued for 2012
• Based on individual employer, not controlled
group
• Must report “aggregate reportable cost” it
provided - total cost of all applicable insurance
coverage,
• Do not have to issue a W-2 for the sole purpose
of reporting insurance cost (i.e. to a retiree)
www.hscompanies.com/PPAC
A
33. SUMMARY OF BENEFITS & COVERAGE
• Issued to all participants of the health insurance plan
• Is issued by the insurance company and uses a
standard template provided by the government
• Self insured plans must create with the help of the
TPA
• Is in addition to the SPD and must be issued by all
plans, even if exempt from ERISA
• Also provided at other times (initial enrollment, etc.)
• Not required for stand-alone benefits (vision, dental,
etc.)
• Must be linguistically and culturally appropriate
• $1,000 fine per individual who didn’t receive properly
for non-compliance
www.hscompanies.com/PPAC
A
34. NON-DISCRIMINATION TESTING
• Non-grandfathered insured plans must undergo
discrimination testing; details TBD per the IRS
• Expected to follow same current rules as self-
insured plans
• Essentially: if you have multiple plans, one plan
cannot substantially benefit one group versus
another
www.hscompanies.com/PPAC
A
35. SIMPLE CAFETERIA PLANS
• Available to small employers – average 100 or less
employees
• Meet certain eligibility requirements for
employees
• Meet certain contribution requirements for
employers
• Must be uniform for all employees
www.hscompanies.com/PPAC
A
36. AUTOMATIC ENROLLMENT
Who has to participate?
• Employers with 200 or more employees must
automatically enroll their employees in the plan
• Employees can opt-out
• Originally scheduled for 2014 but is now delayed
www.hscompanies.com/PPAC
A
37. CADILLAC PLANS
• Effective in 2018
• 40% excise tax charged to the plan sponsor
• Excise tax is based on difference between the
actual plan value and the plan limits below, and is
per participant in the plan
• Based on aggregate annual value amounts
• Individual coverage: $10,200
• Family: $27,500
• Based on total cost of benefits
• Ex: If plan value is $1,000 over the individual
limit, pay $400 per participant in excise tax
www.hscompanies.com/PPAC
A