To ensure that you are equipped with all of the latest ACA news and regulations, this POMCO Group presentation provides the latest information on the following key mandates for 2015 and beyond:
- The Transitional Reinsurance Fees
- 2015 Out-of-Pocket Limit Requirements
- Contraceptive Mandate
- Benefits for Same-Sex Spouses
- Employer Mandate: Pay or Play
- FSAs and Excepted Benefits
- Employer Reporting Requirements
- Exchange Notification for Laid-off Employees
- Health Plan Identifiers
- Health Plan Certification
Please note that the content in this webinar was current as of October 29, 2014.
Affordable Care Act - Healthcare Reform Briefing for CareermindsCareerminds
2014 and Beyond – What’s Next in Employer Sponsored Healthcare Plans
Next year will be a significant year for employer sponsored health care. With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, employers are taking a closer look of the healthcare benefits they traditionally offer employees in the US. Join us to learn about the changes in the health insurance market. We will discuss how these changes impact employer strategies and how employers will interact with the public exchanges. Beyond the employer impact we will address how the changing market will impact employees who are subject to the individual mandate beginning in 2014.
By the end of this webcast participants will be able to:
• Identify key changes HR and Benefits functions to know and do as a result of these changes
• Identify key changes required for 2014
• Discuss emerging healthcare cost trends
• Understand how employers will interact with the public exchanges
• Review emerging employer strategies including the interworkings of private exchanges
ABOUT THE PRESENTER:
Jennifer Calhoun Mohl is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She assists clients with various consulting assignments, including the design, administration, financing, and regulatory compliance of health and welfare benefit plans for both active and retiree populations. In addition, Jennifer serves as a relationship manager on client assignments that involve multiple Mercer offices and multiple lines of business.
In addition, Jennifer has assisted with the implementation and operations of benefit programs, including communications, outsourcing and call center support. Recently, she has served as the lead health and benefit strategist on client assignments involving multiple lines of business – with a particular focus on mergers and acquisitions.
Jennifer serves as one of Mercer’s National Health and Benefits spokeswomen. She has been quoted in various periodicals including, Managed Care Report, O&P Business News, The Philadelphia Inquirer, Philadelphia Business Journal, Money Magazine and has been featured on Money Matters Today on CN8.
Prior to joining Mercer in 1999, Jennifer began her consulting career with Towers Perrin in 1994. She was also a legislative intern in Washington for the New York State legislature with a particular focus on employment issues including the 1993 National Healthcare Initiative spearheaded by (at time first-lady), Hillary Clinton. Jennifer received a BS in Industrial and Labor Relations at the New York State School of Industrial and Labor Relations at Cornell University.
This document discusses health care reform updates including:
1) Existing requirements that plan sponsors must comply with such as dependent coverage, annual limits, and preventive care.
2) The exchange notice requirement where employers must notify employees about health insurance exchanges.
3) Fees plan sponsors and insurers must pay including the Patient-Centered Outcomes Research fee and the reinsurance program fee.
Health care reform continues with implementation of the Affordable Care Act. Starting in 2014, employers face new requirements and penalties related to health insurance coverage for employees. Exchanges will offer individuals and small businesses the ability to purchase qualified health plans, and individuals will be subject to penalties if they do not obtain compliant coverage. Reporting of health plan costs and coverage will also be required of employers.
This document provides a summary of the latest healthcare compliance updates for 2014 and beyond. It outlines the timeline of key provisions such as the individual mandate, employer mandate, and Cadillac tax. It also summarizes reporting requirements for 2015 including minimum essential coverage reporting and employer mandate reporting. Finally, it provides overviews of the premium assistance tax credits available to help individuals purchase coverage and the employer shared responsibility penalties for applicable large employers.
This document summarizes information presented by Matt Graves on navigating health reform, including:
1) An agenda covering the history, timeline, changes and delays of the Affordable Care Act, individual mandate, poverty level guidelines, taxes and fees, and impacts on small and large employer groups.
2) Details on the implementation timeline of the ACA from 2010-2015, including coverage requirements, essential health benefits, marketplace openings.
3) Explanations of the individual mandate penalties, poverty level guidelines used to determine subsidy eligibility, and various taxes imposed by the ACA on health plans and insurers.
4) An overview of the employer mandate and penalties for applicable large employers who do not offer
This document provides an overview and summary of Sections 6055 and 6056 reporting requirements under the Affordable Care Act. It discusses:
- Section 6055 requires providers of minimum essential health coverage to file information returns and provide statements to individuals about their coverage.
- Section 6056 requires applicable large employers to report information to the IRS and employees about health coverage offered.
- The reporting deadlines, forms used, and information required to be reported are outlined for both sections.
- Methods of electronic and paper reporting to individuals and the IRS are described, including penalties for noncompliance.
The document discusses new developments in health care reform and their impact on HRAs and cafeteria plans. Key points include: HRAs must now be integrated with group medical plans and cannot reimburse individual premiums; health FSAs have new limits of $2,550 for 2015 and may allow $500 in carryover; and the employer mandate has transitional rules for 2015 that make it apply to employers with 100+ employees instead of 50+, and require coverage of 70% of employees instead of 95% to avoid penalties.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
Affordable Care Act - Healthcare Reform Briefing for CareermindsCareerminds
2014 and Beyond – What’s Next in Employer Sponsored Healthcare Plans
Next year will be a significant year for employer sponsored health care. With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, employers are taking a closer look of the healthcare benefits they traditionally offer employees in the US. Join us to learn about the changes in the health insurance market. We will discuss how these changes impact employer strategies and how employers will interact with the public exchanges. Beyond the employer impact we will address how the changing market will impact employees who are subject to the individual mandate beginning in 2014.
By the end of this webcast participants will be able to:
• Identify key changes HR and Benefits functions to know and do as a result of these changes
• Identify key changes required for 2014
• Discuss emerging healthcare cost trends
• Understand how employers will interact with the public exchanges
• Review emerging employer strategies including the interworkings of private exchanges
ABOUT THE PRESENTER:
Jennifer Calhoun Mohl is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She assists clients with various consulting assignments, including the design, administration, financing, and regulatory compliance of health and welfare benefit plans for both active and retiree populations. In addition, Jennifer serves as a relationship manager on client assignments that involve multiple Mercer offices and multiple lines of business.
In addition, Jennifer has assisted with the implementation and operations of benefit programs, including communications, outsourcing and call center support. Recently, she has served as the lead health and benefit strategist on client assignments involving multiple lines of business – with a particular focus on mergers and acquisitions.
Jennifer serves as one of Mercer’s National Health and Benefits spokeswomen. She has been quoted in various periodicals including, Managed Care Report, O&P Business News, The Philadelphia Inquirer, Philadelphia Business Journal, Money Magazine and has been featured on Money Matters Today on CN8.
Prior to joining Mercer in 1999, Jennifer began her consulting career with Towers Perrin in 1994. She was also a legislative intern in Washington for the New York State legislature with a particular focus on employment issues including the 1993 National Healthcare Initiative spearheaded by (at time first-lady), Hillary Clinton. Jennifer received a BS in Industrial and Labor Relations at the New York State School of Industrial and Labor Relations at Cornell University.
This document discusses health care reform updates including:
1) Existing requirements that plan sponsors must comply with such as dependent coverage, annual limits, and preventive care.
2) The exchange notice requirement where employers must notify employees about health insurance exchanges.
3) Fees plan sponsors and insurers must pay including the Patient-Centered Outcomes Research fee and the reinsurance program fee.
Health care reform continues with implementation of the Affordable Care Act. Starting in 2014, employers face new requirements and penalties related to health insurance coverage for employees. Exchanges will offer individuals and small businesses the ability to purchase qualified health plans, and individuals will be subject to penalties if they do not obtain compliant coverage. Reporting of health plan costs and coverage will also be required of employers.
This document provides a summary of the latest healthcare compliance updates for 2014 and beyond. It outlines the timeline of key provisions such as the individual mandate, employer mandate, and Cadillac tax. It also summarizes reporting requirements for 2015 including minimum essential coverage reporting and employer mandate reporting. Finally, it provides overviews of the premium assistance tax credits available to help individuals purchase coverage and the employer shared responsibility penalties for applicable large employers.
This document summarizes information presented by Matt Graves on navigating health reform, including:
1) An agenda covering the history, timeline, changes and delays of the Affordable Care Act, individual mandate, poverty level guidelines, taxes and fees, and impacts on small and large employer groups.
2) Details on the implementation timeline of the ACA from 2010-2015, including coverage requirements, essential health benefits, marketplace openings.
3) Explanations of the individual mandate penalties, poverty level guidelines used to determine subsidy eligibility, and various taxes imposed by the ACA on health plans and insurers.
4) An overview of the employer mandate and penalties for applicable large employers who do not offer
This document provides an overview and summary of Sections 6055 and 6056 reporting requirements under the Affordable Care Act. It discusses:
- Section 6055 requires providers of minimum essential health coverage to file information returns and provide statements to individuals about their coverage.
- Section 6056 requires applicable large employers to report information to the IRS and employees about health coverage offered.
- The reporting deadlines, forms used, and information required to be reported are outlined for both sections.
- Methods of electronic and paper reporting to individuals and the IRS are described, including penalties for noncompliance.
The document discusses new developments in health care reform and their impact on HRAs and cafeteria plans. Key points include: HRAs must now be integrated with group medical plans and cannot reimburse individual premiums; health FSAs have new limits of $2,550 for 2015 and may allow $500 in carryover; and the employer mandate has transitional rules for 2015 that make it apply to employers with 100+ employees instead of 50+, and require coverage of 70% of employees instead of 95% to avoid penalties.
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
Post-Election: Health Care Reform Here to StayBrett Webster
The document summarizes key implications of the Affordable Care Act (ACA) for employers and health plan sponsors following the 2012 election. It discusses that the ACA is likely here to stay given the election results. It outlines various ACA provisions taking effect through 2014 that will impact employers, such as new insurance mandates, reporting requirements, fees and penalties. It also notes ongoing regulatory uncertainty around some ACA provisions.
New CA Laws and Regulations Compliance Overview AlphaStaff
As of January 1, 2013, the state of California has added and amended myriad of new laws that affect employers in a number of important and significant ways. Please join us as we review each of these changes and help employers better understand the impact and importance of these changes to their businesses and employees in California. Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
This document summarizes key provisions and changes to US healthcare reform under the Patient Protection and Affordable Care Act (PPACA) and Health Care and Education Reconciliation Act (HCERA) over several years, including mandating health insurance coverage, establishing health insurance exchanges, increasing penalties for uninsured individuals, and imposing penalties on some employers. Key points include expanding coverage to 32 million uninsured Americans at an estimated cost of $1.2 trillion over 10 years, eliminating pre-existing condition limitations for all by 2014, and requiring most Americans to have health insurance or pay a penalty by 2014.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
2016 Developments in HRA Administration: Reviewing Recent IRS Guidancebenefitexpress
This webinar reviews: the recent IRS guidance in HRA administration, when HRAs are free standing, what requirements must be met to be integrated, and HRA reimbursed Medicare premiums.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
The document discusses changes to US immigration policies and their impact on employers. It provides an overview of the E-Verify system, which allows employers to electronically verify the employment eligibility of new hires. While E-Verify participation is voluntary in most states, 24 states have laws requiring its use by some employers. The number of employers enrolled in E-Verify has increased significantly in recent years. The document also outlines penalties for hiring undocumented workers, which can include fines and jail time depending on the circumstances. Employers are advised to take compliance seriously given estimates of millions of undocumented immigrants in the US workforce.
The sweeping 20,000-page Patient Protection and Affordable Care Act created a compliance and reporting challenge for almost every employer – then later revisions further complicated the picture.
Does it apply to my company? How do I determine which employees might be eligible for coverage? What reporting requirements do I have? If I don’t do everything correctly, what penalties could there be? You’re not alone in wondering. That’s why AGH’s human resource and payroll professionals have put together this guide to give you some of the basics of ACA reporting.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
The document provides an overview of the Affordable Care Act (ACA) and its implementation in South Carolina. Some key points:
- The ACA requires most Americans to have health insurance or pay a penalty. It also prohibits denying coverage due to preexisting conditions and prohibits charging sick individuals higher premiums.
- South Carolina has a federally-facilitated health insurance marketplace for individuals and small businesses. Health plans must cover essential health benefits.
- Beginning in 2014, there is no annual or lifetime limits on coverage, no preexisting condition exclusions, guaranteed issue of policies, and limits on out-of-pocket costs. However, grandfathered plans are exempt from some provisions.
-
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
HR Webinar: The New Consolidated Appropriations Act of 2021: What HR Pros Mus...Ascentis
The Paycheck Protection Program ("PPP") has been renewed and modified under the Consolidated Appropriations Act of 2021 ("CAA'21"). Key changes include extending the application period through March 31, 2021, allowing certain new borrowers to apply, providing targeted funding amounts to underserved communities, and permitting borrowers to receive both a PPP loan and Employee Retention Tax Credit for the same wages.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
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.
Aca health insurance plans estimate & enrollTam Yao
The document provides instructions for estimating health insurance premium tax credits and enrolling in a plan through the federal exchange or directly with an insurance carrier. It explains how to view plan options from multiple carriers, estimate eligibility for premium tax credits using a carrier's website, and get an official credit amount through the federal marketplace to then purchase a plan. Contact information is provided for assistance in selecting and enrolling in a health insurance plan.
Use this checklist to know if your organization is ready for Affordable Care Act (ACA) reporting in 2016. Employee statement forms 1095-C or 1094-C must be provided to employees by 2/1/16. IRS returns must be filed by 2/29/16 if mailed in or 3/31/16 if filed electronically.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
ACA (mis)Management: What Everyone Has Learned & the Game Plan for 2017benefitexpress
The document discusses three proposals for reforming the Affordable Care Act from Trump's campaign, House Republicans, and Secretary of Health and Human Services Tom Price. It outlines key elements of each proposal, including repealing the individual and employer mandates, establishing tax credits for health insurance, and allowing cross-state purchasing. The document also examines potential changes to other welfare programs and the tax code under a Trump administration.
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.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
ModelDR - the tool that untangles complex informationSimon Roberts
'Whether upgrading data aggregation processes or improving system governance architecture, ModelDR solves the major problem that prevents financial institutions from earning earning more than their cost of capital; the increasing burden of regulation.’
The activation-synthesis theory of dreaming proposes that:
1) During REM sleep, the brain generates random neural signals that are interpreted into dream narratives.
2) These random signals occur because sensory input is blocked and movements are inhibited during REM sleep.
3) The brain synthesizes the random neural activations into coherent stories that make up our dreams.
Post-Election: Health Care Reform Here to StayBrett Webster
The document summarizes key implications of the Affordable Care Act (ACA) for employers and health plan sponsors following the 2012 election. It discusses that the ACA is likely here to stay given the election results. It outlines various ACA provisions taking effect through 2014 that will impact employers, such as new insurance mandates, reporting requirements, fees and penalties. It also notes ongoing regulatory uncertainty around some ACA provisions.
New CA Laws and Regulations Compliance Overview AlphaStaff
As of January 1, 2013, the state of California has added and amended myriad of new laws that affect employers in a number of important and significant ways. Please join us as we review each of these changes and help employers better understand the impact and importance of these changes to their businesses and employees in California. Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR
U S Supreme Court Upholds The Affordable Care Act1charles_3us
The U.S. Supreme Court upheld the constitutionality of the Affordable Care Act, including the individual mandate requiring Americans to obtain health insurance. The Court ruled the mandate is valid under Congress's taxing authority. However, it placed some limitations on the Medicaid expansion. Employers and health plans must continue complying with ACA provisions such as reporting requirements, limits on flexible spending accounts, and minimum loss ratios for insurers. Additional reforms take effect in 2014, including the employer mandate and health insurance exchanges.
This document summarizes key provisions and changes to US healthcare reform under the Patient Protection and Affordable Care Act (PPACA) and Health Care and Education Reconciliation Act (HCERA) over several years, including mandating health insurance coverage, establishing health insurance exchanges, increasing penalties for uninsured individuals, and imposing penalties on some employers. Key points include expanding coverage to 32 million uninsured Americans at an estimated cost of $1.2 trillion over 10 years, eliminating pre-existing condition limitations for all by 2014, and requiring most Americans to have health insurance or pay a penalty by 2014.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
2016 Developments in HRA Administration: Reviewing Recent IRS Guidancebenefitexpress
This webinar reviews: the recent IRS guidance in HRA administration, when HRAs are free standing, what requirements must be met to be integrated, and HRA reimbursed Medicare premiums.
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
The document discusses changes to US immigration policies and their impact on employers. It provides an overview of the E-Verify system, which allows employers to electronically verify the employment eligibility of new hires. While E-Verify participation is voluntary in most states, 24 states have laws requiring its use by some employers. The number of employers enrolled in E-Verify has increased significantly in recent years. The document also outlines penalties for hiring undocumented workers, which can include fines and jail time depending on the circumstances. Employers are advised to take compliance seriously given estimates of millions of undocumented immigrants in the US workforce.
The sweeping 20,000-page Patient Protection and Affordable Care Act created a compliance and reporting challenge for almost every employer – then later revisions further complicated the picture.
Does it apply to my company? How do I determine which employees might be eligible for coverage? What reporting requirements do I have? If I don’t do everything correctly, what penalties could there be? You’re not alone in wondering. That’s why AGH’s human resource and payroll professionals have put together this guide to give you some of the basics of ACA reporting.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
The document provides an overview of the Affordable Care Act (ACA) and its implementation in South Carolina. Some key points:
- The ACA requires most Americans to have health insurance or pay a penalty. It also prohibits denying coverage due to preexisting conditions and prohibits charging sick individuals higher premiums.
- South Carolina has a federally-facilitated health insurance marketplace for individuals and small businesses. Health plans must cover essential health benefits.
- Beginning in 2014, there is no annual or lifetime limits on coverage, no preexisting condition exclusions, guaranteed issue of policies, and limits on out-of-pocket costs. However, grandfathered plans are exempt from some provisions.
-
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
HR Webinar: The New Consolidated Appropriations Act of 2021: What HR Pros Mus...Ascentis
The Paycheck Protection Program ("PPP") has been renewed and modified under the Consolidated Appropriations Act of 2021 ("CAA'21"). Key changes include extending the application period through March 31, 2021, allowing certain new borrowers to apply, providing targeted funding amounts to underserved communities, and permitting borrowers to receive both a PPP loan and Employee Retention Tax Credit for the same wages.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
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.
Aca health insurance plans estimate & enrollTam Yao
The document provides instructions for estimating health insurance premium tax credits and enrolling in a plan through the federal exchange or directly with an insurance carrier. It explains how to view plan options from multiple carriers, estimate eligibility for premium tax credits using a carrier's website, and get an official credit amount through the federal marketplace to then purchase a plan. Contact information is provided for assistance in selecting and enrolling in a health insurance plan.
Use this checklist to know if your organization is ready for Affordable Care Act (ACA) reporting in 2016. Employee statement forms 1095-C or 1094-C must be provided to employees by 2/1/16. IRS returns must be filed by 2/29/16 if mailed in or 3/31/16 if filed electronically.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
ACA (mis)Management: What Everyone Has Learned & the Game Plan for 2017benefitexpress
The document discusses three proposals for reforming the Affordable Care Act from Trump's campaign, House Republicans, and Secretary of Health and Human Services Tom Price. It outlines key elements of each proposal, including repealing the individual and employer mandates, establishing tax credits for health insurance, and allowing cross-state purchasing. The document also examines potential changes to other welfare programs and the tax code under a Trump administration.
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.
Staffscapes, Inc. is a Human Resources Outsourcing firm that specializes in HR, Payroll & Benefits. We recently presented this slide show to a group of Colorado Small Business Owners and Managers and are sharing it with the general public today.
ModelDR - the tool that untangles complex informationSimon Roberts
'Whether upgrading data aggregation processes or improving system governance architecture, ModelDR solves the major problem that prevents financial institutions from earning earning more than their cost of capital; the increasing burden of regulation.’
The activation-synthesis theory of dreaming proposes that:
1) During REM sleep, the brain generates random neural signals that are interpreted into dream narratives.
2) These random signals occur because sensory input is blocked and movements are inhibited during REM sleep.
3) The brain synthesizes the random neural activations into coherent stories that make up our dreams.
E1a1 biological explanations for criminalityAarono1979
1. The document examines several biological explanations for criminality, including family and twin studies that look at the genetic links between relatives with criminal histories.
2. Family and twin studies have shown that individuals are more likely to commit crimes if their parents or grandparents were also criminals, suggesting a genetic component. Identical twins were also more likely to both be criminals compared to non-identical twins.
3. However, there are limitations to these studies, as shared environment and observational learning within families could also explain criminal behavior patterns. Chromosome abnormalities have also been linked to aggression and criminality in some studies, but the links are not definitive.
In this audio and accompanying slides, I answer the question, "What atmospheric conditions contribute to the development of a strong Santa Ana wind in Southern California? Why is a Santa Ana wind warm? Why is it also dry?"
I do not have enough context to determine how this document is related to globalisation. The document contains lists of brands, companies, and fashion trends but does not provide any explanation about globalisation.
La Unión Europea ha anunciado nuevas sanciones contra Rusia por su invasión de Ucrania. Las sanciones incluyen prohibiciones de viaje y congelamiento de activos para más funcionarios rusos, así como restricciones a las importaciones de productos rusos de acero y tecnología. Los líderes de la UE esperan que estas medidas adicionales aumenten la presión sobre Rusia para poner fin a su guerra contra Ucrania.
An online platform to find and share industry news, company press releases, expert blogs, jobs, data and directory information. Join our professional social network.
This document contains recipes from Chef Wan and other chefs using Sunquick products. It includes two main dish recipes by Chef Wan - a red fish tajine with blackcurrants and a chicken couscous salad with lemon. It also includes smoothie and milkshake recipes from Chef Kin Lund and artiste Farhanna Qismina using Sunquick peach and orange or orange.
tecnologias de la información y comunicación Jessica Flores
El presente ensayo muestra las principales problemáticas que existen dentro de las TIC, con esto se pretende dar a conocer echos relevantes que ayuden a favorecer el conocimiento de estas
This document provides information about using video marketing on YouTube to promote music. It discusses different types of videos that can be created, such as tutorials, interviews, and contests. It also outlines strategies for optimizing videos on YouTube, including tagging videos with keywords and promoting videos on YouTube and other sites to build an audience. The overall goal is to help musicians leverage video marketing to generate traffic and fans.
Dokumen ini berisi ringkasan prestasi dan organisasi Khusnul Ari Mustaqim selama kuliah di Teknik Mesin UNDIP. Dia terlibat dalam berbagai organisasi kampus dan meraih prestasi akademik seperti lolos PKM-K, PKM-T, dan menulis artikel di berbagai media. Dokumen ini juga memberikan tips untuk meraih prestasi seperti menetapkan tujuan, membuat rencana, dan terus beraksi untuk merealisasikan impian.
Sistem komputer terdiri dari tiga elemen utama yaitu hardware, software, dan brainware yang saling berhubungan untuk mengolah data menjadi informasi. Hardware meliputi perangkat input, proses, dan output, software berisi program pengolahan data, sedangkan brainware adalah manusia yang mengoperasikan sistem tersebut. Sistem komputer bekerja dengan mengambil data masukan, memprosesnya, dan menghasilkan output berupa informasi.
Hoffman identified three childrearing strategies: induction, love withdrawal, and power assertion. Induction encourages empathy by explaining wrongdoings and consequences. Love withdrawal manipulates a child's feelings and undermines independence. Power assertion, especially if inconsistent or excessive, is associated with low self-esteem, aggression, and delinquency. The example of Lee shows how inconsistent punishment from his parents led to confusion and taking anger out on others, potentially influencing criminal behavior later in life.
Ruby supports two types of inheritance: parent-child inheritance where a child class inherits from a parent class, and module inheritance where a class includes modules. With parent-child inheritance, a child class inherits all methods and properties from its parent, and can override parent methods. Modules can also be included in classes to share methods. Inheritance should be used when multiple classes do similar things or are variations of a base class, but not when classes only share some traits without being the same type of thing.
This document summarizes a presentation on health care in the workplace. It discusses the history of employer-provided health insurance in the US and key provisions of the Affordable Care Act (ACA) including the individual mandate, employer mandate, and potential economic impacts. The presentation covers the major goals and components of the ACA, how it affects individuals, businesses, and the overall economy. It also discusses current policy debates around defining full-time work and other issues related to implementing the ACA.
Affordable Care Act: What Does It Mean For Large EmployersFidelityQuickpay
This document discusses the impact of the Affordable Care Act (ACA) on large employers. It explains that under the ACA, large employers are defined as those with 50 or more full-time equivalent employees. Large employers face potential penalties if they do not offer affordable health insurance to full-time employees or if any full-time employees receive premium subsidies. It provides deadlines for 2014 compliance with the ACA's coverage requirements and outlines key steps employers should take to prepare, such as determining whether to offer coverage and analyzing potential costs and penalties.
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
1) The document discusses the key provisions and requirements of the Affordable Care Act for individuals, employers, and health plans in 2014, including the individual mandate penalties, employer shared responsibility rules, and new reporting requirements.
2) It predicts that employers will move to private health insurance exchanges and defined contribution plans for insurance instead of defined benefit plans.
3) Large employers will be required to file new information returns (Forms 1095-B and 1095-C) in 2015 and later years to report on health plan coverage provided to employees and their dependents.
ACA, SHOP, and Small Business Tax CreditsEric Stern
The Affordable Care Act (ACA) overhauled the U.S. health care system by requiring individuals to obtain health coverage, protecting those with pre-existing conditions, and establishing health insurance marketplaces. The ACA created public exchanges for individuals and small businesses (SHOP) to purchase qualified health plans. It provides subsidies to help low-income individuals pay premiums. Employers with over 50 employees must offer affordable coverage providing minimum value or face penalties, while small employers may qualify for tax credits when offering coverage through SHOP. The presentation provides details on ACA requirements and assistance resources.
Affordable Care Act: What Does It Mean For Small EmployersFidelityQuickpay
The document discusses key implications of the Affordable Care Act for small employers, including:
- Small employers are defined as having 1-100 employees and are not required to provide health insurance but may be eligible for tax credits if they do.
- Existing plans can be grandfathered to avoid some new rules, but changes may cause plans to lose this status.
- New rules take effect from 2012-2015 regarding dependent coverage, annual/lifetime limits, wellness programs, and out-of-pocket maximums.
- Employers must notify employees of health insurance exchange options and provide coverage information to the government.
- Small employers should analyze health plan options, communicate changes to employees, and consider outsour
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.
The document provides an overview of health insurance changes in Virginia as a result of the Affordable Care Act. It summarizes that the Bureau of Insurance regulates health insurance companies and agents, and oversees qualified health plans offered on the state's health insurance marketplace. It outlines key provisions like guaranteed issue, essential health benefits, actuarial value levels, and enrollment periods. It also describes assistance available from the Bureau of Insurance and navigators to help consumers understand their options.
Health Reform: What It Means for Small Business?Tom Daly
This document provides an overview and agenda for a presentation on health reform and what it means for startup businesses. The presentation will cover who the presenter is, the current state of health insurance in the US and a brief history, details of what happened with health reform, what changes will occur now and in future years, the impact on employers and employees, options and costs to consider, and will conclude with a question and answer section. Key dates that will be discussed include changes beginning in 2014 such as requirements for individuals to have coverage or pay a penalty and for companies with over 50 employees to offer coverage or pay a penalty.
The document discusses the new reporting requirements under the Affordable Care Act for applicable large employers - those with 50 or more full-time employees. It states that these employers must now track employee health coverage information monthly and report it to the IRS on Forms 1094-C and 1095-C starting in 2015. It provides details on who counts as a full-time employee and outlines the key information needed to complete the new IRS forms, including whether coverage was offered, employees' share of premium costs, and months of enrollment.
Entering the Final Stretch - Preparing for New Affordable Care Act ObligationsPSOW
This document summarizes a presentation on how the Affordable Care Act will affect emergency medical organizations as employers and providers. Key points include:
- As employers, emergency organizations with 50 or more full-time employees must comply with "pay or play" rules starting in 2015, which require offering affordable health insurance or paying penalties.
- As providers, emergency organizations will face increased fraud enforcement from expanded oversight and penalties under the ACA. The Office of Inspector General will examine Medicare claims data and review transports for medical necessity.
- All non-grandfathered health plans must cover essential health benefits, including emergency transport services. Presenters advise emergency organizations to understand and prepare for new ACA obligations and opportunities.
What You Need to Know about the Patient Protection & Affordable Care Act (Upd...Jackson White, P.C.
The document discusses key provisions of the Affordable Care Act that employers need to be aware of, including extended coverage standards, non-discrimination standards, and shared responsibility standards. It explains that employers with 50 or more full-time employees that do not offer affordable, minimum essential coverage will face penalties, while individuals without coverage may be assessed a penalty. The document provides details on ACA compliance requirements and outlines opportunities for employers to assess their compliance obligations.
The SBA spoke at the WDCEP's Entrepreneur Road Map's Business Insurance seminar held at Venable (7/16/14). The topic of the presentation was focused on the Affordable Care Act.
Webinar: So You Have a PPP Loan. Now What?PYA, P.C.
The CARES Act provides relief to small businesses through Paycheck Protection Program (PPP) loans, but receiving the loan is only the first part of the equation. PYA discussed what businesses need to know and do next.
Failure to fully understand the requirements for PPP loan forgiveness could cost employers money, at a time when every penny counts. Employers need to stay up-to-date on recent activities regarding the PPP loan forgiveness application, necessary documentation, and other best practices to ensure they are well-prepared for the next steps under the PPP.
As part of PYA’s ongoing commitment to sharing helpful guidance, Tax Principals Debbie Ernsberger and Mark Brumbelow outlined PPP loan forgiveness requirements and answered questions during a one-hour webinar on Wednesday, June 3, 2020.
The document summarizes key aspects of healthcare reform legislation for employers. It outlines requirements employers must implement by 2011, including covering adult children up to age 26 and eliminating lifetime limits. It describes additional responsibilities in 2012, such as reporting healthcare costs on W-2s. The document also discusses a tax on high-cost "Cadillac" health plans beginning in 2018. Finally, it notes tax credits available to small businesses that offer employee health coverage.
How can you smooth the healthcare reform transition? Learn about the mandates currently in place, the mandates that are coming in the near future, what employers need to do, and what employees need to do. Participants can also ask specific questions about how healthcare reform may impact their organization.
The Department of Health and Human Services announced changes to 2015 cost-sharing limits and open enrollment periods for the health insurance exchange. The maximum out-of-pocket costs for individual and family plans will increase slightly to $6,600 and $13,200 respectively. Open enrollment will now run from November 15 to February 15, with coverage effective dates of January 1, February 1, or March 1 depending on enrollment date. Several standards were also finalized for Small Business Health Options Program plans related to employee selection of dental plans, employer contribution options after 2015, and rating of employers that change size.
Similar to The ACA: 2015 and Beyond by POMCO Group (20)
The Ultimate Guide in Setting Up Market Research System in Health-TechGokul Rangarajan
How to effectively start market research in the health tech industry by defining objectives, crafting problem statements, selecting methods, identifying data collection sources, and setting clear timelines. This guide covers all the preliminary steps needed to lay a strong foundation for your research.
"Market Research it too text-booky, I am in the market for a decade, I am living research book" this is what the founder I met on the event claimed, few of my colleagues rolled their eyes. Its true that one cannot over look the real life experience, but one cannot out beat structured gold mine of market research.
Many 0 to 1 startup founders often overlook market research, but this critical step can make or break a venture, especially in health tech.
But Why do they skip it?
Limited resources—time, money, and manpower—are common culprits.
"In fact, a survey by CB Insights found that 42% of startups fail due to no market need, which is like building a spaceship to Mars only to realise you forgot the fuel."
Sudharsan Srinivasan
Operational Partner Pitchworks VC Studio
Overconfidence in their product’s success leads founders to assume it will naturally find its market, especially in health tech where patient needs, entire system issues and regulatory requirements are as complex as trying to perform brain surgery with a butter knife. Additionally, the pressure to launch quickly and the belief in their own intuition further contribute to this oversight. Yet, thorough market research in health tech could be the key to transforming a startup's vision into a life-saving reality, instead of a medical mishap waiting to happen.
Example of Market Research working
Innovaccer, founded by Abhinav Shashank in 2014, focuses on improving healthcare delivery through data-driven insights and interoperability solutions. Before launching their platform, Innovaccer conducted extensive market research to understand the challenges faced by healthcare organizations and the potential for innovation in healthcare IT.
Identifying Pain Points: Innovaccer surveyed healthcare providers to understand their difficulties with data integration, care coordination, and patient engagement. They found widespread frustration with siloed systems and inefficient workflows.
Competitive Analysis: Analyzed competitors offering similar solutions in healthcare analytics and interoperability. Identified gaps in comprehensive data aggregation, real-time analytics, and actionable insights.
Regulatory Compliance: Ensured their platform complied with HIPAA and other healthcare data privacy regulations. This compliance was crucial to gaining trust from healthcare providers wary of data security issues.
Customer Validation: Conducted pilot programs with several healthcare organizations to validate the platform's effectiveness in improving care outcomes and operational efficiency. Gathered feedback to refine features and user interface.
Test bank clinical nursing skills a concept based approach 4e pearson educati...rightmanforbloodline
Test bank clinical nursing skills a concept based approach 4e pearson education
Test bank clinical nursing skills a concept based approach 4e pearson education
Test bank clinical nursing skills a concept based approach 4e pearson education
THE SPECIAL SENCES- Unlocking the Wonders of the Special Senses: Sight, Sound...Nursing Mastery
Title: Unlocking the Wonders of the Special Senses: Sight, Sound, Smell, Taste, and Balance
Introduction:
Welcome to our captivating SlideShare presentation on the Special Senses, where we delve into the extraordinary capabilities that allow us to perceive and interact with the world around us. Join us on a sensory journey as we explore the intricate structures and functions of sight, sound, smell, taste, and balance.
The special senses are our primary means of experiencing and interpreting the environment, each sense providing unique and vital information that shapes our perceptions and responses. These senses are facilitated by highly specialized organs and complex neural pathways, enabling us to see a vibrant sunset, hear a symphony, savor a delicious meal, detect a fragrant flower, and maintain our equilibrium.
In this presentation, we will:
Visual System (Sight): Dive into the anatomy and physiology of the eye, exploring how light is converted into electrical signals and processed by the brain to create the images we see. Understand common vision disorders and the mechanisms behind corrective measures like glasses and contact lenses.
Auditory System (Hearing): Examine the structures of the ear and the process of sound wave transduction, from the outer ear to the cochlea and auditory nerve. Learn about hearing loss, auditory processing, and the advances in hearing aid technology.
Olfactory System (Smell): Discover the olfactory receptors and pathways that enable the detection of thousands of different odors. Explore the connection between smell and memory and the impact of olfactory disorders on quality of life.
Gustatory System (Taste): Uncover the taste buds and the five basic tastes – sweet, salty, sour, bitter, and umami. Delve into the interplay between taste and smell and the factors influencing our food preferences and eating habits.
Vestibular System (Balance): Investigate the inner ear structures responsible for balance and spatial orientation. Understand how the vestibular system helps maintain posture and coordination, and explore common vestibular disorders and their effects.
Through engaging visuals, interactive diagrams, and insightful explanations, we aim to illuminate the complexities of the special senses and their profound impact on our daily lives. Whether you're a student, educator, or simply curious about how we perceive the world, this presentation will provide valuable insights into the remarkable capabilities of the human sensory system.
Join us as we unlock the wonders of the special senses and gain a deeper appreciation for the intricate mechanisms that allow us to experience the richness of our environment.
At Malayali Kerala Spa Ajman, Full Service includes individualized care for every client. We specifically design each massage session for the individual needs of the client. Our therapists are always willing to adjust the treatments based on the client's instruction and feedback. This guarantees that every client receives the treatment they expect.
By offering a variety of massage services, our Ajman Spa Massage Center can tackle physical, mental, and emotional illnesses. In addition, efficient identification of specific health conditions and designing treatment plans accordingly can significantly enhance the quality of massaging.
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Cyclothymia Test: Diagnosing, Symptoms, Treatment, and Impact | The Lifescien...The Lifesciences Magazine
The cyclothymia test is a pivotal tool in the diagnostic process. It helps clinicians assess the presence and severity of symptoms associated with cyclothymia.
Sectional dentures for microstomia patients.pptxSatvikaPrasad
Microstomia, characterized by an abnormally small oral aperture, presents significant challenges in prosthodontic treatment, including limited access for examination, difficulties in impression making, and challenges with prosthesis insertion and removal. To manage these issues, customized impression techniques using sectional trays and elastomeric materials are employed. Prostheses may be designed in segments or with flexible materials to facilitate handling. Minimally invasive procedures and the use of digital technologies can enhance patient comfort. Education and training for patients on prosthesis care and maintenance are crucial for compliance. Regular follow-up and a multidisciplinary approach, involving collaboration with other specialists, ensure comprehensive care and improved quality of life for microstomia patients.
Basics of Electrocardiogram
CONTENTS
●Conduction System of the Heart
●What is ECG or EKG?
●ECG Leads
●Normal waves of ECG.
●Dimensions of ECG.
● Abnormalities of ECG
CONDUCTION SYSTEM OF THE HEART
ECG:
●ECG is a graphic record of the electrical activity of the heart.
●Electrical activity precedes the mechanical activity of the heart.
●Electrical activity has two phases:
Depolarization- contraction of muscle
Repolarization- relaxation of muscle
ECG Leads:
●6 Chest leads
●6 Limb leads
1. Bipolar Limb Leads:
Lead 1- Between right arm(-ve) and left arm(+ve)
Lead 2- Between right arm(-ve) and left leg(+ve)
Lead 3- Between left arm(-ve)
and left leg(+ve)
2. Augmented unipolar Limb Leads:
AvR- Right arm
AvL- Left arm
AvF- Left leg
3.Chest Leads:
V1 : Over 4th intercostal
space near right sternal margin
V2: Over 4th intercostal space near left sternal margin
V3:In between V2 and V4
V4:Over left 5th intercostal space on the mid
clavicular line
V5:Over left 5th intercostal space on the anterior
axillary line
V6:Over left 5th intercostal space on the mid
axillary line.
Normal ECG:
Waves of ECG:
P Wave
•P Wave is a positive wave and the first wave in ECG.
•It is also called as atrial complex.
Cause: Atrial depolarisation
Duration: 0.1 sec
QRS Complex:
•QRS’ complex is also called the initial ventricular complex.
•‘Q’ wave is a small negative wave. It is continued as the tall ‘R’ wave, which is a positive wave.
‘R’ wave is followed by a small negative wave, the ‘S’ wave.
Cause:Ventricular depolarization and atrial repolarization
Duration: 0.08- 0.10 sec
T Wave:
•‘T’ wave is the final ventricular complex and is a positive wave.
Cause:Ventricular repolarization Duration: 0.2 sec
Intervals and Segments of ECG:
P-R Interval:
•‘P-R’ interval is the interval
between the onset of ‘P’wave and onset of ‘Q’ wave.
•‘P-R’ interval cause atrial depolarization and conduction of impulses through AV node.
Duration:0.18 (0.12 to 0.2) sec
Q-T Interval:
•‘Q-T’ interval is the interval between the onset of ‘Q’
wave and the end of ‘T’ wave.
•‘Q-T’ interval indicates the ventricular depolarization
and ventricular repolarization,
i.e. it signifies the
electrical activity in ventricles.
Duration:0.4-0.42sec
S-T Segment:
•‘S-T’ segment is the time interval between the end of ‘S’ wave and the onset of ‘T’ wave.
Duration: 0.08 sec
R-R Interval:
•‘R-R’ interval is the time interval between two consecutive ‘R’ waves.
•It signifies the duration of one cardiac cycle.
Duration: 0.8 sec
Dimension of ECG:
How to find heart rhytm of the heart?
Regular rhytm:
Irregular rhytm:
More than or less than 4
How to find heart rate using ECG?
If heart Rhytm is Regular :
Heart rate =
300/No.of large b/w 2 QRS complex
= 300/4
=75 beats/mins
How to find heart rate using ECG?
If heart Rhytm is irregular:
Heart rate = 10×No.of QRS complex in 6 sec 5large box = 1sec
5×6=30
10×7 = 70 Beats/min
Abnormalities of ECG:
Cardiac Arrythmias:
1.Tachycardia
Heart Rate more than 100 beats/min
Health Tech Market Intelligence Prelim Questions -Gokul Rangarajan
The Ultimate Guide to Setting up Market Research in Health Tech part -1
How to effectively start market research in the health tech industry by defining objectives, crafting problem statements, selecting methods, identifying data collection sources, and setting clear timelines. This guide covers all the preliminary steps needed to lay a strong foundation for your research.
This lays foundation of scoping research project what are the
Before embarking on a research project, especially one aimed at scoping and defining parameters like the one described for health tech IT, several crucial considerations should be addressed. Here’s a comprehensive guide covering key aspects to ensure a well-structured and successful research initiative:
1. Define Research Objectives and Scope
Clear Objectives: Define specific goals such as understanding market needs, identifying new opportunities, assessing risks, or refining pricing strategies.
Scope Definition: Clearly outline the boundaries of the research in terms of geographical focus, target demographics (e.g., age, socio-economic status), and industry sectors (e.g., healthcare IT).
3. Review Existing Literature and Resources
Literature Review: Conduct a thorough review of existing research, market reports, and relevant literature to build foundational knowledge.
Gap Analysis: Identify gaps in existing knowledge or areas where further exploration is needed.
4. Select Research Methodology and Tools
Methodological Approach: Choose appropriate research methods such as surveys, interviews, focus groups, or data analytics.
Tools and Resources: Select tools like Google Forms for surveys, analytics platforms (e.g., SimilarWeb, Statista), and expert consultations.
5. Ethical Considerations and Compliance
Ethical Approval: Ensure compliance with ethical guidelines for research involving human subjects.
Data Privacy: Implement measures to protect participant confidentiality and adhere to data protection regulations (e.g., GDPR, HIPAA).
6. Budget and Resource Allocation
Resource Planning: Allocate resources including time, budget, and personnel required for each phase of the research.
Contingency Planning: Anticipate and plan for unforeseen challenges or adjustments to the research plan.
7. Develop Research Instruments
Survey Design: Create well-structured surveys using tools like Google Forms to gather quantitative data.
Interview and Focus Group Guides: Prepare detailed scripts and discussion points for qualitative data collection.
8. Sampling Strategy
Sampling Design: Define the sampling frame, size, and method (e.g., random sampling, stratified sampling) to ensure representation of target demographics.
Participant Recruitment: Plan recruitment strategies to reach and engage the intended participant groups effectively.
9. Data Collection and Analysis Plan
Data Collection: Implement methods for data gathering, ensuring consistency and validity.
Analysis Techniques: Decide on analytical approaches (e.g., statistical
1. The Affordable Care Act: What You Need to Know for 2015 And Beyond
Presented by:
Jennifer Zando
Director, Account Management, POMCO Group
2. Agenda
•
The ACA: Where We’ve Been
•
Health Plan Identifiers
•
Transitional Reinsurance Fees
•
2015 Out-of-Pocket Limit Requirements
•
Contraceptive Mandate
•
Benefits for Same-Sex Spouses
•
Employer Mandate – Pay or Play
•
Employer Reporting Requirements
•
Exchange Notification for Terminated Employees
•
Health Plan Certification
•
FSAs and Excepted Benefits
•
Next Steps
2
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
3. 3
Today’s Presenters
Jennifer Zando Director, Account Management POMCO Group
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
Jessica Marabella
Marketing
POMCO Group
4. POMCO Quick Facts
4
●
Established in 1978
●
Top 5% of professional administrators nationally
●Managing nearly $2 billion in premium equivalents
●Over 550,000+ members nationally
●Claims administrator and medical management provider for The New York State Co-Op, Health Republic Insurance, of New York
●Maintaining an internal compliance department providing guidance on the ACA and other mandates
●Health Care Educator Blog: POMCOGroup.com/blog
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
5. The ACA: Where We’ve Been
5
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
6. Key Mandates Previously Implemented Since March 23, 2010
•
Dependent coverage to 26
•
No lifetime dollar limits
•
No annual dollar limits
•
No pre-existing condition limitations
•
No health FSA/HRA/HSA reimbursement for non- prescribed drugs
•
$0 member cost share for routine/preventive care in- network (non-grandfathered plans)
•
Insurers subject to medical loss ratio rules
•
Distribution of summary of benefits and coverage documents
•
Form W-2 reporting for health coverage
•
Coverage for additional women's preventive care services begins (non-grandfathered plans)
6
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
7. •
$2,500 per plan year health FSA contribution cap
•
PCORI fees
•
Establishment of Marketplace Exchanges
•
Change in Medicare retiree drug subsidy tax treatment
•
Individual coverage mandate
•
Individual state Medicaid expansion
•
Increase in wellness limit
•
No waiting period over 90 days
•
Limits on out-of-pocket (OOP) maximums (non- grandfathered plans)
•
Provider nondiscrimination
•
Coverage of routine medical costs of clinical trial participants
•
Health insurance industry fees begin
7
Key Mandates Previously Implemented
(continued)
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
8. Health Plan Identifiers
•
All health plans must obtain a Health Plan Identifier (HPID) by November 5, 2014
•No cost to the employer plan
•As of November 7, 2016, health plans, medical providers, health insurers, and all covered entities must use their HPID for all transactions in which the health plan is identified
8
•
Small health plans (total claims paid of less than $5 million) not required to comply until November 5, 2015
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
9. Transitional Reinsurance Fees
•
Levied on insurers and group health plans to stabilize premiums in the individual market
•
Contributing entities must submit enrollment counts by November 15 of the benefit year, and schedule their payment dates
•
Payment made in one or two installments
•Four step process:
(1)Register in Pay.gov
(2)Access the form
(3)Upload Supporting Documentation
(4)Schedule payment dates.
•2015 contribution rate: $44
9
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
10. 2015 Out-of-Pocket Limit Requirements
•
2015: annual limits applied on out- of-pocket expenses for non- grandfathered group health plans: $6,600 for self-only coverage & $13,200 for family coverage
•
Must decide to segregate or aggregate limits
•
If segregating: consider percentages based on spend differential
10
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
70%
Health Plan Spend
30% Rx Plan Spend
11. Contraception Mandate Update
•
Supreme Court ruled that closely held for-profit corporations that hold religious views are not required to provide contraceptive services under the ACA mandate.
•Employers seeking to remove benefits from their plan based on the Hobby Lobby decision should seek the advice of legal counsel
11
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
A Non-ACA Regulatory Change
12. Benefits for Same-Sex Spouses
•
The Supreme Court Ruling on the Defense of Marriage Act— unrelated to requirements under the Affordable Care Act
•
In June 2014 the Obama Administration extended more federal benefits to same-sex spouses
•The DOL proposed a rule to extend FMLA to all eligible employees with same-sex spouses, regardless of the state in which they live
12
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
13. Employer Mandate: Large Employer Transition Rule
•
Pay or play penalties only apply to applicable large employers:
•
An employer with at least 50 full-time (FT) and full-time equivalent (FTE) employees in the preceding calendar year
13
•
Transitional Rule Note:
•
2015 only, employers with less than 100 FTs/FTEs will not be subject to Employer Mandate penalties provided that the employer does not:
•
Reduce its workforce or overall number of hours
•
Eliminate or materially reduce any health benefits in effect on 2/9/14
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
14. Pay or Play: Defining Full-Time Employees
•
FT = an employee who works an average of at least 30 hours per week (or 130 hours per month)
•Applicable large employer will be deemed to have offered health coverage to substantially all of its FTs if it offers health coverage to at least 70% of its FTs in 2014, and at least 95% of FTs in 2015
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
70% 2014
95% 2015
15. Pay or Play: No Offer Penalty
•
Imposed when an applicable large employer fails to offer health coverage to substantially all FTs (and their children) and one or more FTs purchases health coverage on an exchange with premium assistance (subsidy)
Monthly penalty = 1/12 x $2,000 x each FT employed for that month (less the first 30 FTs (80 for 2015)
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
16. Pay or Play: Unaffordable/Inadequate Coverage Penalty
•
Imposed when an applicable large employer offers medical coverage that is unaffordable or inadequate (does not provide minimum value) and one or more FTs purchases health coverage on an exchange with premium assistance
Monthly penalty = 1/12 x $3,000 x each FT employee that obtains premium assistance on the exchange
•In order to trigger this penalty, the employee’s household income must be less than 400% of the federal poverty limit and the employee can not be eligible for Medicaid
•Benefits are deemed unaffordable if employee contributions are greater than 9.5% of household income
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
17. Employer Reporting
•
Plans must comply with reporting requirements for coverage provided on or after January 1, 2015
•
First information returns must be filed in 2016
•Two categories for health benefit plan reporting:
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•
Minimum essential coverage
•
Available coverage
•
Self-funded employers will combine their reporting
•
Must submit combined reports on Form 1095-C
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
18. Exchange Notification – COBRA
•
Employers must notify terminated workers of insurance options available to them in the Marketplace Exchange – an alternative to purchasing COBRA
•Must communicate via COBRA notice
•Terminated employees may be eligible for federal subsidy dollars which would off-set the cost of the exchange premiums
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
19. Health Plan Certification
•
ACA originally required certification by December 31, 2013
•
New deadline December 31, 2015.
•
Final guidance is still being developed.
•
Health plans must certify compliance with HIPAA administrative simplification operating rules (eligibility & claim status and EFT/ERA).
•
Two options for certification – regulators are still developing guidance on these methods.
•
CAQH CORE certification
•
HIPAA credential certification
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
20. FSA & Excepted Benefits
•
Employer’s may not use a stand-alone health FSA or other tax-favored arrangements to help employees pay for individual health policies on a tax-free basis
•
Health FSAs must meet two tests to be offered in compliance with ACA requirements:
1) The Maximum Benefit Test
2) Availability Test
•If the health FSA fails either of these conditions, it is subject to ACA's market reforms (i.e.: no cost sharing for preventive services; prohibition against annual limits)
•By definition, the health FSA will not meet these ACA requirements and thus can not be offered
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
21. Health FSA Maximum Benefit Test
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Do you provide an Employer Contribution to the Health Care FSA?
Yes
No
Is the employer contribution greater than $500 annually?
No
Meets Maximum Benefit Test
Yes
Does the Employer Contribution match dollar for dollar up to $2,500?
Does the Employer Contribution exceed $500 (and is not a matching contribution?)
No
Test Fail: Plan is a non-excepted benefit and must be integrated with group health plan to be available as is for renewal after 1/1/14
Yes
Yes
No
Meets Maximum Benefit Test
Source: Employee Benefits Corporation
22. Health FSA Availability Test
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Do you offer employee health benefit coverage?
Yes
No
Does the health plan and health FSA have the same requirements for hourly employees and same waiting period?
No
Yes
Is the hourly requirement less for the Health FSA than for the medical plan?
Is the health plan waiting period longer than the Health FSA waiting period for some or all employees?
No
Test Fail: Plan is a non-excepted benefit and is not available for renewal after 1/1/14 under current design
Yes
Yes
Excepted Benefit: ACA does not apply
Source: Employee Benefits Corporation
Excepted Benefit: ACA does not apply
Test Fail: Plan is a non-excepted benefit and is not available for renewal after 1/1/14 under current design
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Immediate Next Steps
•
Health Plans: register for an HPID by November 5
•Submit enrollment counts to CMS for the 2014 Transitional Reinsurance Fee by November 15
•Decide to segregate, or aggregate out-of-pocket limits for 2015 as soon as possible
•Large employers: ensure 2015 compliance with employer mandate
•Obtain updated COBRA notice for use moving forward
•Employers with a Health FSA: Complete maximum benefit and availability test prior to 2015 to ensure compliance
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
24. Questions? POMCOGroup.com/blog jzando@pomcogroup.com
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Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.
25. For more updates on the ACA and trends in benefit administration, visit the POMCO Group Health Care Educator Blog: POMCOGroup.com/blog Subscribe to updates via email
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Stay Informed
Please note: all information in this presentation was accurate as of October 29, 2014. The information enclosed is not intended to take the place of legal counsel. Visit POMCOGroup.com/blog for up-to-date information on the ACA and other industry news.