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
Understanding the Affordable Care Act: Should You Pay or Play?EPAY Systems
The Affordable Care Act (ObamaCare) is upon us and there’s a lot to do in order to be ready for the employer mandate coming in Jan 2015. It starts with determining if you should pay or play. Jennifer Kraft, gives us an update of where healthcare reform stands now and how to calculate your real cost. She’ll also cover: what steps should you be taking right now to determine whether you should pay or play; how can you ensure that you’re minimizing the financial impact of the ACA on your business?
Jennifer Kraft of Seyfarth Shaw LLP, will review this pay or play mandate and ways employers can mitigate the financial impact, including:
◾Are you even subject to the Affordable Care Act and if you are, what are your options? Which employees must you offer coverage to or pay a penalty? What are the state exchanges and how do they work with the employer mandate?
◾How is the employer penalty calculated?
◾How will the expansion of eligibility for Medicaid in your state affect the employer penalty? How do you discover whether your state’s ruling will impact your employees and who you will need to provide insurance to?
◾If your employee hours vary (i.e., part-time and fluctuating schedule workers in industries such as retail, hospitality, and health care), how do you calculate your ACA liabilities?
◾What steps should you be taking right now to determine whether you should pay or play? How can you ensure that you’re minimizing the financial impact of the ACA on your business?
In addition, EPAY will briefly discuss how a time and labor management system can help you monitor and track the data required to make these decisions and manage the ACA on an ongoing basis. Automated tools from your time-tracking system, such as reports and alerts, will be critical to managing who is eligible and mitigating the risk of non-compliance. For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
.
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
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
Practical overview of what employers should be doing to avoid ACA shared responsibility penalties; how to track full-time employees; ACA reporting requirements; analysis of developing health plan structures.
Understanding the Affordable Care Act: Should You Pay or Play?EPAY Systems
The Affordable Care Act (ObamaCare) is upon us and there’s a lot to do in order to be ready for the employer mandate coming in Jan 2015. It starts with determining if you should pay or play. Jennifer Kraft, gives us an update of where healthcare reform stands now and how to calculate your real cost. She’ll also cover: what steps should you be taking right now to determine whether you should pay or play; how can you ensure that you’re minimizing the financial impact of the ACA on your business?
Jennifer Kraft of Seyfarth Shaw LLP, will review this pay or play mandate and ways employers can mitigate the financial impact, including:
◾Are you even subject to the Affordable Care Act and if you are, what are your options? Which employees must you offer coverage to or pay a penalty? What are the state exchanges and how do they work with the employer mandate?
◾How is the employer penalty calculated?
◾How will the expansion of eligibility for Medicaid in your state affect the employer penalty? How do you discover whether your state’s ruling will impact your employees and who you will need to provide insurance to?
◾If your employee hours vary (i.e., part-time and fluctuating schedule workers in industries such as retail, hospitality, and health care), how do you calculate your ACA liabilities?
◾What steps should you be taking right now to determine whether you should pay or play? How can you ensure that you’re minimizing the financial impact of the ACA on your business?
In addition, EPAY will briefly discuss how a time and labor management system can help you monitor and track the data required to make these decisions and manage the ACA on an ongoing basis. Automated tools from your time-tracking system, such as reports and alerts, will be critical to managing who is eligible and mitigating the risk of non-compliance. For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
.
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
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
Practical overview of what employers should be doing to avoid ACA shared responsibility penalties; how to track full-time employees; ACA reporting requirements; analysis of developing health plan structures.
The Affordable Care Act- A Timeline of Provisions That Will Affect Your BusinessG&A Partners
In this timely webinar, presenter and G&A Partners expert Grace Jaen shares her timeline for provisions of the PPACA. Grace successfully completed the National Association of Health Underwriters Health Care Reform Certification Course and is now a Certified Patient Protection and Affordable Care Act Professional.
Grace explains each provision, its date of implementation, and how it will affect American businesses.
At the end of the webinar, we also hosted a live Q&A session with Grace.
Payroll Webinar: W-2’s vs. 1099’s: Understanding Who Should be an Independent...Ascentis
This webinar examines how the common law rule is used to determine worker status and which three requirements are used to correctly classify a worker as an independent contractor along with the requirements for when a worker must be classified as an employee. Misclassifying employees and independent contractors are getting more costly by the day. With federal and state agencies joining forces to combat misclassification, fines and penalties have skyrocketed. And every day the misclassification continues the penalties mount up and up until this ticking time bomb finally explodes! Find out how to defuse that ticking bomb by joining renowned payroll expert Vicki M. Lambert, CPP for this information packed webinar!
ACA TRACK is a end to end solution that provides variable hour, part-time and seasonal employee tracking. ACA TRACK automatically provides notification of coverage for newly eligible employees and digitally tracks the delivery and acceptance. In addition, ACA TRACK will track all data (Payroll, Eligibility and LOA) and complete the 1094-C for employers. ACA TRACK provides a live dashboard which will financially project future cost based on current and trending work hours.
Don't fall in the trap of "We can do ACA Compliance" make sure you have a end to end solution.
www.acatrack.net
888-603-4289
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!
Payroll Webinar: The A to Z of Garnishments Part 3Ascentis
We have discussed the legal aspect, now we need to turn our attention to the best practices for processing the garnishments within the payroll department. For example, how and when should payroll communicate with the employee concerning a garnishment? Should tracking reports be set up to ensure proper deductions and payments? These are just a few of the questions we will answer during this webinar.
Now that we have discussed the rules and regulations of Garnishments it is time to get down and do the math. In this webinar we will apply all that we learned in parts 1 and 2 by reviewing all types of examples of calculating garnishments. This will include how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both; the proper calculations for a federal tax levy; what to do if the employee has a creditor garnishment and a child support withholding order and much, much more.
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.
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
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! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
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!
Employee Benefits in the Obamacare World & How to Maximize Its ImpactJoseph Appelbaum
Are you struggling to understand Obamacare and how it impacts your company? Do you want to learn about how to use employee benefits as a recruitment and retention tool?
This presentation will provide valuable insight into employee benefits in the Obamacare world and how to maximize its impact. Under Obamacare, employers are offered the option to "pay or play." But, for most companies there is no choice—they must “play” in order to recruit and retain employees. This not only includes offering health insurance but also life, disability, and the whole spectrum of employee benefits.
Here you'll learn about the impact of Obamacare on the employee benefits mix and employer decision-making process, along with understanding the importance of insurance benefits as a mandatory piece of the total compensation puzzle.
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.
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.
The Affordable Care Act- A Timeline of Provisions That Will Affect Your BusinessG&A Partners
In this timely webinar, presenter and G&A Partners expert Grace Jaen shares her timeline for provisions of the PPACA. Grace successfully completed the National Association of Health Underwriters Health Care Reform Certification Course and is now a Certified Patient Protection and Affordable Care Act Professional.
Grace explains each provision, its date of implementation, and how it will affect American businesses.
At the end of the webinar, we also hosted a live Q&A session with Grace.
Payroll Webinar: W-2’s vs. 1099’s: Understanding Who Should be an Independent...Ascentis
This webinar examines how the common law rule is used to determine worker status and which three requirements are used to correctly classify a worker as an independent contractor along with the requirements for when a worker must be classified as an employee. Misclassifying employees and independent contractors are getting more costly by the day. With federal and state agencies joining forces to combat misclassification, fines and penalties have skyrocketed. And every day the misclassification continues the penalties mount up and up until this ticking time bomb finally explodes! Find out how to defuse that ticking bomb by joining renowned payroll expert Vicki M. Lambert, CPP for this information packed webinar!
ACA TRACK is a end to end solution that provides variable hour, part-time and seasonal employee tracking. ACA TRACK automatically provides notification of coverage for newly eligible employees and digitally tracks the delivery and acceptance. In addition, ACA TRACK will track all data (Payroll, Eligibility and LOA) and complete the 1094-C for employers. ACA TRACK provides a live dashboard which will financially project future cost based on current and trending work hours.
Don't fall in the trap of "We can do ACA Compliance" make sure you have a end to end solution.
www.acatrack.net
888-603-4289
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!
Payroll Webinar: The A to Z of Garnishments Part 3Ascentis
We have discussed the legal aspect, now we need to turn our attention to the best practices for processing the garnishments within the payroll department. For example, how and when should payroll communicate with the employee concerning a garnishment? Should tracking reports be set up to ensure proper deductions and payments? These are just a few of the questions we will answer during this webinar.
Now that we have discussed the rules and regulations of Garnishments it is time to get down and do the math. In this webinar we will apply all that we learned in parts 1 and 2 by reviewing all types of examples of calculating garnishments. This will include how to prorate when an employee has two or more child support withholding orders and not enough disposable income to cover both; the proper calculations for a federal tax levy; what to do if the employee has a creditor garnishment and a child support withholding order and much, much more.
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.
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
Payroll Webinar: Paying Overtime Under the FLSA Part 1Ascentis
This is the first of a two-part webinar that will help you better understand the sometimes confounding requirements and procedures involved in overtime calculation. Calculating overtime pay for nonexempt employees sounds so simple. Common folk lore says you simply count the hours the employee works beyond 40 hours a week. Then you multiply that by 1.5 times their hourly pay rate and you’re done right? Not so fast! The truth is that overtime rules and the mathematics required to arrive at the correct calculation can be extremely tricky.
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! And just to make it interesting, most states use the same definition to calculate overtime as the FLSA does. So one error can earn you double the penalties.
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
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!
Employee Benefits in the Obamacare World & How to Maximize Its ImpactJoseph Appelbaum
Are you struggling to understand Obamacare and how it impacts your company? Do you want to learn about how to use employee benefits as a recruitment and retention tool?
This presentation will provide valuable insight into employee benefits in the Obamacare world and how to maximize its impact. Under Obamacare, employers are offered the option to "pay or play." But, for most companies there is no choice—they must “play” in order to recruit and retain employees. This not only includes offering health insurance but also life, disability, and the whole spectrum of employee benefits.
Here you'll learn about the impact of Obamacare on the employee benefits mix and employer decision-making process, along with understanding the importance of insurance benefits as a mandatory piece of the total compensation puzzle.
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.
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.
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
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
Employee benefits - compensation management - Manu Melwin Joymanumelwin
Employee benefits and benefits in kind (also called fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries
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
Affordable Care Act Reporting Requirements for 2015 [Webinar Slides]Sikich LLP
Generally speaking, an employer will not have any reporting requirement if it has fewer than 50 full-time and full-time equivalent employees in its controlled group and it sponsors a fully insured medical plan. All other employers will have at least some reporting. This appears to include employers with 50 to 99 employees for 2015 – even though the employer-shared responsibility requirement has been delayed until 2016 for most employers in this group, reporting is still needed to help determine whether individual employees owe penalties or are eligible for premium subsidies.
Presentation on the Patient Protection Affordable Health Care Act given to Independent NAPA Auto Care Center Owners at the Detroit Area Conference on September 14, 2013 by Gary Wheeler
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
What Does Health Care Reform Mean for You? G&A Partners
Damon Thompson of G& A Partners examines the Patient Protection and Affordable Care Act (PPACA) that was signed into law on March 23, 2010.
G&A Partners is a comprehensive human resource outsourcing provider.
For more great HR webinars and training visit www.gnapartners.com.
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.
Understanding Health Care Reform: A Dose of Accounting MedecineJames Moore & Co
The affordable Care Act was signed into law on March 23, 2010 and upheld by the Supreme Court in June 2012. These reform measures will have wide-spread impacts to most businesses and individuals. In this presentation, we discuss the tax consequences, small business health care credits, fees, and provide a summary of the Affordable Care Act and the status of reform.
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Learn best practices for designing wellness incentives that drive and sustain desired behaviors, benchmarks on the type and amount of incentives provided by employers, legal requirements for compliant incentives under the ACA, GINA, and ADA, and examples of effective incentive designs and evolutions to continue to drive better health and outcomes.
Plan sponsors who would like a high level overview of pension plan design, funding/investment, and settlement de-risking actions, will benefit from this presentation. Plan sponsor and regulatory pension risk management, variable benefit plans, borrow-to-fund, investment policy, glide path and liability driven investing (LDI), lump sum sum windows, mortality changes, annuity purchase strategy, and plan termination are addressed.
With all of the changes going on in the pension world, pension plan sponsors want to better understand the recently updated mortality table and its impact for funding and accounting, further increases to PBGC premiums, extension of HATFA funding relief, and new granular accounting methodologies. This 45 minute Findley Davies recorded webinar will address the impact of these pension world changes on your organization as you make decisions for 2016.
Change is constant as employers and employees navigate
through the twists and turns of health benefits coverage. This infographic provides and overview of health care reform compliance deadlines.
New Mortality Table: Plan Sponsor Decisions Whether to Adopt ItFindley Davies, Inc.
Sponsors of pension plans and post retirement medical plans are faced with a decision of whether or not to adopt the new mortality tables (RP-2014). This presentation takes a look at the differences between mortality tables and factors to consider when selecting the most appropriate table.
Learn the steps to determine whether adoption of the new mortality tables makes sense for your organization. To dispel any myth, the Society of Actuaries is not requiring any actuary to use a form of the new tables.
Ohio HR Conference - Navigating Change: A Proven Model for Influencing Employ...Findley Davies, Inc.
HR often has the responsibility of managing change within the organization. This 2014 Ohio HR Conference presentation includes best practices in assessing change readiness and strong communications. Kimberlie England, Principal, Findley Davies and Debra Crow, Corporate Communications Manager, The Andersons, discussed how to navigate change, influence employee behavior, and engage managers.
How many patients does case series should have In comparison to case reports.pdfpubrica101
Pubrica’s team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
Leading the Way in Nephrology: Dr. David Greene's Work with Stem Cells for Ki...Dr. David Greene Arizona
As we watch Dr. Greene's continued efforts and research in Arizona, it's clear that stem cell therapy holds a promising key to unlocking new doors in the treatment of kidney disease. With each study and trial, we step closer to a world where kidney disease is no longer a life sentence but a treatable condition, thanks to pioneers like Dr. David Greene.
Navigating the Health Insurance Market_ Understanding Trends and Options.pdfEnterprise Wired
From navigating policy options to staying informed about industry trends, this comprehensive guide explores everything you need to know about the health insurance market.
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
One of the most developed cities of India, the city of Chennai is the capital of Tamilnadu and many people from different parts of India come here to earn their bread and butter. Being a metropolitan, the city is filled with towering building and beaches but the sad part as with almost every Indian city
CRISPR-Cas9, a revolutionary gene-editing tool, holds immense potential to reshape medicine, agriculture, and our understanding of life. But like any powerful tool, it comes with ethical considerations.
Unveiling CRISPR: This naturally occurring bacterial defense system (crRNA & Cas9 protein) fights viruses. Scientists repurposed it for precise gene editing (correction, deletion, insertion) by targeting specific DNA sequences.
The Promise: CRISPR offers exciting possibilities:
Gene Therapy: Correcting genetic diseases like cystic fibrosis.
Agriculture: Engineering crops resistant to pests and harsh environments.
Research: Studying gene function to unlock new knowledge.
The Peril: Ethical concerns demand attention:
Off-target Effects: Unintended DNA edits can have unforeseen consequences.
Eugenics: Misusing CRISPR for designer babies raises social and ethical questions.
Equity: High costs could limit access to this potentially life-saving technology.
The Path Forward: Responsible development is crucial:
International Collaboration: Clear guidelines are needed for research and human trials.
Public Education: Open discussions ensure informed decisions about CRISPR.
Prioritize Safety and Ethics: Safety and ethical principles must be paramount.
CRISPR offers a powerful tool for a better future, but responsible development and addressing ethical concerns are essential. By prioritizing safety, fostering open dialogue, and ensuring equitable access, we can harness CRISPR's power for the benefit of all. (2998 characters)
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India Clinical Trials Market: Industry Size and Growth Trends [2030] Analyzed...Kumar Satyam
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Growing Prevalence of Lifestyle Diseases
The rising incidence of lifestyle diseases such as diabetes, cardiovascular diseases, and cancer is a major trend driving the clinical trials market in India. These conditions necessitate the development and testing of new treatment methods, creating a robust demand for clinical trials. The increasing burden of these diseases highlights the need for innovative therapies and underscores the importance of India as a key player in global clinical research.
The dimensions of healthcare quality refer to various attributes or aspects that define the standard of healthcare services. These dimensions are used to evaluate, measure, and improve the quality of care provided to patients. A comprehensive understanding of these dimensions ensures that healthcare systems can address various aspects of patient care effectively and holistically. Dimensions of Healthcare Quality and Performance of care include the following; Appropriateness, Availability, Competence, Continuity, Effectiveness, Efficiency, Efficacy, Prevention, Respect and Care, Safety as well as Timeliness.
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...
Health Care Reform - Compliance Challenges & Opportunities
1. Healthcare Reform Update: Compliance
Challenges & Opportunities for Employers
Schneider Downs 2014 Not-For-Profit Symposium
August 14, 2014
2. 2
Discussion Points
• The importance of knowing who you are
• Employer Shared Responsibility
• Current regulatory obligations
• Future obligations
• Additional compliance challenges
• Open discussion
• Please ask questions- Anytime!
3. 3
The importance of knowing who you are
Many requirements & opportunities are driven by size . . .
• Employer Shared Responsibility
• Small Business Health Options Program (SHOP) eligibility
• Small Business Health Care Tax Credit
To name a few.
4. 4
Employer Shared Responsibility
Refers to penalties that may be imposed on an applicable
large employer member if—
• It fails to offer minimum essential coverage—
̶ To substantially all (70% for 2015; 95% thereafter) of its full-time
employees and their children
̶ Of minimum value
̶ That is affordable
• And at least one full-time employee purchases coverage on the
Marketplace and qualifies for a premium tax credit or cost-sharing
subsidy
5. 5
Employer Shared Responsibility
Two potential monthly penalties:
• Penalty A: Failure to offer minimum essential coverage
̶ 1/12 of $2,000 per full-time employee (minus the first 30)
• Penalty B: Offering coverage that is not affordable or does not
provide minimum value
• 1/12 of $3,000 per employee who obtains marketplace coverage
and is eligible for a premium tax credit or cost-sharing subsidy
6. 6
Employer Shared Responsibility
Applies to “applicable large employers”
• An employer with 50 or more (100 or more for 2015)* full-time
equivalent employees
• Part time & seasonal workers included in determination
• All related companies are treated as a single employer for this
purpose
• Special controlled group rules apply to tax-exempt organizations
̶ Primary focus is overlapping control
7. 7
Employer Shared Responsibility
*To take advantage of this transition relief, an employer with
50-99 full-time equivalent employees must certify that it did
not—
• Reduce the size of its workforce or overall hours of service during
the period starting February 9, 2014 and ending December 31,
2014 in order to satisfy the workforce size condition of fewer than
100 full-time employees, or
• Eliminate or materially reduce health coverage offered as of
February 9, 2014 through the end of the 2015 plan year
8. 8
Employer Shared Responsibility
• A simple related companies example
• Company A employs 30 full-time equivalent employees. Company
B employs 35 full-time equivalent employees. The two companies
are unrelated.
̶ Because neither company has 50 or more full-time equivalent
employees, neither is subject to the Employer Shared Responsibility
provisions.
• Assume now that instead of being unrelated, Company A owns
100% of the voting stock of Company B.
̶ Because Company A and Company B are part of the same controlled
group, their full-time equivalent employees are aggregated. As a result,
the controlled group has 65 full-time equivalent employees and,
accordingly, both companies are subject to Employer Shared
Responsibility requirements.
Takeaway:
It is critical to
define the
employer
correctly
9. 9
Calculating FTEs to determine applicable large
employer status
Month A: # of FTEs B: (Total Hours Worked by Non-FTE’s) ÷ 120 A + B
January
February
March
April
May
June
July
August
September
October
November
December
Subtotal
(A + B) / 12 (round
down) =
If > 100 (2015) or > 50 (2016 and beyond),
you are an Applicable Large Employer
10. 10
SHOP Opportunities
• The SHOP is the portion of the Health Insurance Marketplace for small
employers (online access not yet available in Ohio)
• The SHOP is available to an employer if—
̶ The employer has 50 or fewer full-time equivalent employees on business
days during the preceding calendar year (100 or fewer in 2016)
• Follows the methodology used for the Employer Shared Responsibility
• Calculator available at www.HealthCare.gov/fte-calculator
̶ The employer’s principal place of business within state in which coverage is
offered, or offers coverage to each eligible employee through the SHOP
servicing the employee’s primary worksite
̶ The employer has at least one common law employee (excludes business
owner and spouse)
̶ The employer offers coverage to all full-time employees (those averaging 30
or more hours per week)
11. 11
Small Business Health Care Tax Credit
• Refers to a tax credit of up to 50% of the employer’s contribution
towards premium costs for medical coverage available to certain
small employers
• Tax-exempt organizations are eligible for the credit
̶ Refundable for the lesser of the amount of the credit or the amount of
the payroll taxes of the employer for the calendar year in which the tax
year begins
• Beginning in 2014, the credit is available for 2 consecutive taxable
years
̶ Credits claimed from 2010-2013, if any, do not count against this limit
12. 12
Small Business Health Care Tax Credit
• An employer is eligible for the tax credit if the employer—
̶ Purchases coverage through the SHOP
̶ Has fewer than 25 full-time equivalent employees
• Caution! Full-time equivalent employees are calculated differently from the Employer
Shared Responsibility. Take the total hours of all employees (no more than 2080 counted
per employee) and divide by 2080. Round the result down to the next whole #.
̶ Pays its employees, on average, $50,000 or less per year (total wages/# full-time
equivalent employees, rounded down to nearest $1,000)
̶ Pays at least 50% of the premium for full-time employees
• The tax credit depends on the size of the employer: the smaller the
employer, the greater the credit
̶ Tax credit calculator available at www.HealthCare.gov/SHOP-calculators-taxcredit/
13. 13
More on Employer Shared Responsibility
• We previously discussed how to determine whether an employer is
subject to Employer Shared Responsibility. Now let’s turn to the
application.
• Remember: An applicable large employer is not required to offer
employer-sponsored group health plan coverage to its employees
̶ Rather, the failure to do so may subject the employer to the penalties
previously discussed
14. 14
Penalty Example (2015)
• Company A owns 100% of the voting stock of Company B. In 2014,
Company A and Company B each employed 75 full-time employees.
For all of 2015, Company A offered all of its full-time employees (and
their children) minimum-value, affordable, minimum essential
coverage. During the same period, Company B did not offer a health
plan to any of its employees.
• Company A and Company B are in the same controlled group. In the
aggregate, Company A and Company B have 100 or more FTEs and,
accordingly, are subject to Employer Shared Responsibility.
• Company A is not subject to any penalties under Pay or Play for 2015.
• Company B is subject to Penalty A if any FTEs obtain Marketplace
coverage and qualify for a premium tax credit. In that case, Company
B would be subject to the following penalty:
̶ 75 total employees – 40 employees (80 excluded employees ÷ 2) =
35 x $2,000 penalty each = $70,000 total penalty
15. 15
Penalty Example
• Consider how the outcome would differ if Company A and
Company B were treated as a single employer for penalty
purposes:
̶ The combined company would only offer coverage to 50% of its full-time
employees – below the 70% threshold under Penalty A
̶ The combined company would be subject to a penalty of:
• 150 total employees – 80 excluded employees = 70 x $2,000 penalty each =
$140,000 total penalty
16. 16
Affordability
• Remember, penalty B can apply if the coverage offered is either not
affordable, or does not provide minimum value.
• Coverage is affordable if the employee’s cost for the employee-only
option of the lowest cost coverage that provides minimum value
does not exceed 9.5% of household income
̶ Can include any tobacco-related wellness program premium incentive
̶ Can not include any other wellness program premium incentives
• Safe harbors – for calculation, replace household income with:
̶ W-2 wages (Box 1 of Form W-2 from prior year)
̶ Rate of pay (hourly rate x 130 or monthly rate for salaried)
̶ Federal Poverty Line (FPL): 100% of FPL ÷ 12
17. 17
Rate of Pay Safe Harbor Example
• Company offers the following group health plan coverage to all
FTEs and their children, both of which provide minimum value:
Employee Only Coverage Family Coverage
Standard PPO Plan $150/month $350/month
Premium PPO Plan $200/month $500/month
• There is a $50 monthly surcharge for tobacco users, and an
additional $50 monthly surcharge if an employee has a BMI over 30
18. 18
Rate of Pay Safe Harbor Example
• Jane is an hourly employee
̶ Earns $20/hour during the month of July
̶ Lowest-cost option that provides minimum value: $200 (employee only
coverage in Standard Plan, pays BMI surcharge)
̶ Monthly rate of pay: $20/hour x 130 hours = $2,600
̶ $200 monthly premium /$2,600 monthly pay x 100 = 7.69% (less than
9.5% rule)
̶ Coverage is affordable for Jane
19. 19
Minimum Value
• A plan provides minimum value if the plan’s share of the total
allowed cost of benefits provided is 60%
̶ Safe harbors are issued by the Department of Health and Human
Services (HHS) or the Internal Revenue Service (IRS)
̶ Actuarial certification available if calculator option or safe harbors are
not suitable
• Download the calculator at:
̶ https://www.cms.gov/CCIIO/Resources/Regulations-and-
Guidance/Downloads/mv-calculator-final-4-11-2013.xlsm
̶ Or, double-click on this icon to open file:
20. 20
Identifying and Tracking Full-Time Employees
• A full-time employee is a common law employee of an employer
who works, on average, 30 or more hours per week (130 hours in a
month)
• Two available methods for identifying FTEs:
̶ Look-back measurement method
̶ Monthly measurement method
21. 21
Look-back measurement method
• Employees who average at least 30 hours per week during a
measurement period are considered full-time employees for a
following stability period
̶ With an optional intervening administrative period of up to 90 days
• Rules vary based on whether an employee is an ongoing employee
or a new-hire
̶ Ongoing employees are those that have been employed for a full
standard measurement period (3 to 12 consecutive months)
̶ New-hires are those that have not been employed for a full standard
measurement period
• Special rules apply for rehires and certain changes of status
22. 22
Look-Back Measurement Period Example
Year 1 Year 2 Year 3 Year 4
J M A M J J A S O N D J M A M J J A S O N D J M A M J J A S O N D J M A M J J A S O N D
Measurement Admin Stability
I
Oct. 15
I
Oct. 14/ Oct. 15
I
Dec. 31/ Jan. 1
I
Dec. 31
Measurement Admin Stability
I
Oct. 15
I
Oct. 14/ Oct. 15
I
Dec. 31/ Jan. 1
I
Dec. 31
23. 23
Counting Hours
• May use different crediting methods for different classes as long as
reasonable and applied consistently
• Hourly employees – must use actual hours worked
• Salaried employees – may use actual hours worked or
̶ Credit 8 hours for each day worked
̶ Credit 40 hours for each week worked
• Anti-abuse rules apply
24. 24
Counting Hours
• The following hours must be counted—
̶ Each hour for which the employee is paid or entitled to payment for the
performance of services
̶ Each hour for which the employee is paid or entitled to payment for:
• Vacation
• Holiday
• Illness
• Disability
• Layoff
• Jury duty
• Leave of absence
25. 25
Counting Hours
• Special unpaid leave hours cannot affect determination
̶ FMLA, USERRA (military) and/or jury duty
• Exclude hours:
̶ For which employee receives foreign-source income
̶ Worked by a bona fide volunteer
̶ Worked as part of a work-study program
̶ For certain members of a religious order
26. 26
Recent Appellate Court Decisions Add Uncertainty
• On July 22, 2014, two federal Courts of Appeals—the D.C. Circuit and the
Fourth Circuit—issued conflicting decisions on whether an individual who
purchases insurance on a federally-facilitated Marketplace (or exchange) could
qualify for premium tax credits
̶ D.C. Circuit said “no”
̶ Fourth Circuit said “yes”
• Impact on employers
̶ To trigger pay-or-play penalties, an individual purchasing Marketplace coverage must
qualify for a premium tax credit
̶ If an individual purchasing Marketplace coverage on a federally-facilitated
Marketplace cannot qualify for a premium tax credit, the individual also cannot
trigger pay-or-play penalties for the employer.
̶ Employers may have dropped coverage with the expectation that employees could
qualify for premium tax credits to purchase Marketplace coverage. If employees
cannot qualify for the credits, it may warrant reconsideration of the position.
27. 27
Recent Appellate Court Decisions Add Uncertainty
• What should employers do?
̶ The issue has not been fully resolved
• Government has requested reconsideration by the full D.C. Circuit
• Plaintiffs will seek review of the Fourth Circuit opinion by the U.S. Supreme Court
̶ As such, take a wait-and-see approach; do not alter your current plans based on
the decisions
29. 29
A Word About Grandfathered Plans . . .
• Certain provisions of the ACA do not apply to grandfathered plans
• A benefit package is grandfathered if—
̶ A statement of grandfathered status is included in plan materials
provided to participants and beneficiaries
̶ The plan provides contact information for questions and answers
̶ The plan maintains records documentation of the plan terms as of
March 23, 2010, and makes those records available for examination
̶ The plan covers at least one individual continuously since March 23,
2010
̶ No changes of a specified type are made to the terms of the plan or
coverage
Takeaway:
Maintaining
grandfathered
status takes
affirmative
steps by you
30. 30
Compliance Obligations for Grandfathered and Non-
Grandfathered Plans
• Summaries of Benefits and Coverage
(open enrollment)
• PCORI Fees—next installment due July
31, 2014 (issuer for insured plans)
• Marketplace Notices (initially due by
October 1, 2013—must still be
provided to new hires within 2 weeks
of start date)
• $2,500 max on health care FSAs
(amendment due by end of 2014)
• No preexisting condition exclusions
• Report the value of health coverage on
form W-2 (employers who issued 250
or more W-2s for previous year)
• No annual or lifetime limits on
essential health benefits
• No waiting periods longer than 90 days
(not 3 months!)
• Reinsurance contributions—Due
annually for 2014, 2015 & 2016 (first
installment of $52.50 in January 2015
& second installment of $10.50 in
December 2015); Issuer for insured
plans
• Coverage for children up to age 26
(other employer-provided coverage
exclusion for grandfathered plans no
longer applies)—Remember, age 28 for
insured plans is Ohio
31. 31
Compliance Obligations for Non-Grandfathered Plans (In
addition to those that apply to all plans)
• Preventive care requirements
• Enhanced claims and appeals
requirements
• Quality Reporting (no guidance issued
to date)
• Health-contingent wellness program
maximum incentives increased from 20-
30% (up to 50% for programs to
prevent or decrease tobacco use); new
reasonable alternative standards apply
• OOPM capped—includes co-insurance,
deductibles, and co-pays
• No discrimination against healthcare
providers working within scope of
license
• No prohibitions against participation in
clinical trials & no limitations on
benefits for routine items and services
related to clinical trials
33. 33
Reporting on minimum essential coverage—Code
Section 6055
• Designed to inform IRS whether individuals were covered by
minimum essential coverage in preceding tax year (and in what
months)
• IRC § 5000A requires individual to be enrolled in MEC or pay a tax
• Individuals will be provided with written statements enabling
covered individuals to establish that they were covered by MEC
• First applies in 2015 (with reporting in early 2016)
̶ If paper, 2/28/2016 or 3/1/2016 (since 2/28 is a Sunday)
̶ If electronic, 3/31/2016
̶ Required reporting to employees due 1/31/2016 or 2/1/2016 (since 1/31
is a Sunday)
34. 34
6055 Requirements
• The reporting obligation is imposed on—
̶ For insured plans—the insurance issuer
̶ For self-funded plans—generally the employer
• Information to be reported
̶ Name, address, and EIN of the insurer/self-insured plan sponsor
̶ Name, address and EIN of the employer sponsoring the plan (when
insurer is reporting) and whether the plan is enrolled through the SHOP
program
̶ Name, address and TIN of each insured or employee
̶ Name and TIN of each individual covered under the plan
̶ For each covered individual, the months for which the individual was
covered for at least one day
̶ any other information required by the form and instructions
35. 35
Applicable Large Employer Reporting—Code Section
6056 Requirements
• Designed to assist IRS in determining whether (and what) Employer
Shared Responsibility penalties apply
• Individuals will be provided with written statements detailing
employer and employee-specific information
• Generally, each employer reports for its full-time employees
• First applies in 2015 (with reporting in early 2016)
̶ If paper, 2/28/2016 or 3/1/2016 (since 2/28 is a Sunday)
̶ If electronic, 3/31/2016
̶ Required reporting to employees due 1/31/2016 or 2/1/2016 (since 1/31
is a Sunday)
• Caution! Employer Shared Responsibility transition relief for
employers with 50-99 full-time equivalent employees does not
excuse reporting.
36. 36
6056 Requirements
• Information reported includes—
̶ Name, address and EIN of the employer
̶ Name and telephone number of contact person
̶ Calendar year for which report is provided
̶ Certification whether employer offered to its full-time employees (and
their dependents) MEC under an employer-sponsored group health plan,
by calendar month
̶ # of FTEs for each month of the year
• Simplified reporting for full-time employees receiving a qualifying
offer for the entire year
37. 37
6056 Requirements
• Additionally, for each full-time employee, report—
̶ Months during the year MEC was available to the employee
̶ Employee’s contribution to lowest cost self-only option providing
minimum value, by calendar month
̶ Employee’s name, address and TIN and months during which employee
was covered under the plan
• Any other information required by the forms
38. 38
6056 Requirements
• Employer does not have to identify or specify number of FTEs if it
certifies it made a qualifying offer to at least 98% of all its
employees (includes part-time employees)
• IRS will grant temporary relief from penalties if filed information is
incorrect or incomplete
̶ However, no relief for employers who do not make a good faith effort to
comply with the reporting requirements
39. 39
Reporting Requirements
• On July 24, 2014, the IRS released draft forms 1094-B & C, and
1095-B &C
• Draft instructions have not been issued
• The IRS has requested comments on the forms and expects to
finalize them later this year
• Do not use these forms!
40. 40
Other Future Healthcare Reform Obligations
• Coordination of OOPMs—2015 plan year
• Nondiscrimination requirements for insured plans
̶ Rules “similar” to those applicable to self-insured plans under Code Section
105(h) will apply
̶ Delayed pending rulemaking
• Cadillac Tax
̶ 40% excise tax on high-cost coverage
̶ Effective January 1, 2018
̶ No guidance issued yet
• Health Plan Identifier Number (HPID)
̶ Plans with annual receipts exceeding $5,000,000—November 5, 2014
̶ Plans with annual receipts of $5,000,000 or less—November 5, 2015
• Automatic enrollment (employers with more than 200 full-time
employees)
̶ Delayed pending rulemaking
41. 41
Other Common Compliance Challenges
• Wrap plan documents
̶ Insurance certificates/booklets often times do not satisfy SPD
requirements
̶ Helps to consolidate redundant information in a single document
̶ For larger plans, file a single 5500 rather than several 5500s
• Cafeteria plan documents
̶ If you permit employees to pay premiums on a pre-tax basis, you must
have a cafeteria plan document in place
• HIPAA Privacy & Security
̶ If, as the plan sponsor/employer, you have access to PHI, you must
comply with HIPAA privacy
̶ If the PHI is maintained, transmitted and/or received electronically, you
must comply with HIPAA security
• COBRA
̶ New forms issued in early May 2014
42. 42
Questions?
Edward C. Redder
Findley Davies, Inc.
65 East State Street, Suite 2550
Columbus, OH 43215
Office: (614) 453-4654
Cell: (614) 779-1673
E-mail: eredder@findleydavies.com