An up-to-date review of the Affordable Care Act, sometimes called ObamaCare. I will be presenting this tomorrow at the Crowne Plaza in White Plains, NY.
Economic alliance health care reform update march 5-2013Michelle Hundley
The document summarizes upcoming changes to health care reform regulations beginning in 2013, including limits on flexible spending accounts, new reporting requirements for employers, comparative effectiveness research fees, exchange notices for employees, individual mandates, employer pay or play rules, and independent contractor classifications. It also outlines additional reforms taking effect in 2014, such as state health insurance exchanges, premium subsidies, individual and employer mandates, rating limits, and cost sharing limits.
This document discusses recent changes and upcoming requirements under the Patient Protection and Affordable Care Act (ACA). It provides an implementation schedule and summarizes changes taking effect in 2013 and 2014. In 2013, health plans must notify participants about upcoming insurance exchanges and flexible spending account limits will be $2,500. In 2014, requirements include establishing state insurance exchanges, penalties for large employers not offering coverage, minimum coverage standards for employer plans, and penalties for individuals without insurance. The document also discusses challenges and issues around viability, state exchange conflicts, and IRS enforcement of individual mandates.
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.
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.
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.
Read the Getting the Deal Through Irish Chapter: Pensions and Retirement Plan...McCannFitzGerald
The document summarizes pensions and retirement plans laws and regulations in Ireland. It discusses the primary statutes and regulations governing pensions, the regulatory authorities that enforce the laws, and an overview of Ireland's statutory pension system and taxation framework for private pensions. The state pension system provides a basic retirement income for those who qualify but it is under pressure to reduce benefits due to current fiscal realities, such as gradually increasing the state pension age.
The CARES Act provides $2 trillion in emergency relief for individuals and small businesses affected by COVID-19. It includes the Paycheck Protection Program which provides loans that can be forgiven if payroll is maintained, Economic Injury Disaster Loans and grants of up to $10,000 for small businesses, and allows deferral of payroll taxes until 2021-2022. The document provides details on these and other programs to help small businesses and answers frequently asked questions.
Economic alliance health care reform update march 5-2013Michelle Hundley
The document summarizes upcoming changes to health care reform regulations beginning in 2013, including limits on flexible spending accounts, new reporting requirements for employers, comparative effectiveness research fees, exchange notices for employees, individual mandates, employer pay or play rules, and independent contractor classifications. It also outlines additional reforms taking effect in 2014, such as state health insurance exchanges, premium subsidies, individual and employer mandates, rating limits, and cost sharing limits.
This document discusses recent changes and upcoming requirements under the Patient Protection and Affordable Care Act (ACA). It provides an implementation schedule and summarizes changes taking effect in 2013 and 2014. In 2013, health plans must notify participants about upcoming insurance exchanges and flexible spending account limits will be $2,500. In 2014, requirements include establishing state insurance exchanges, penalties for large employers not offering coverage, minimum coverage standards for employer plans, and penalties for individuals without insurance. The document also discusses challenges and issues around viability, state exchange conflicts, and IRS enforcement of individual mandates.
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.
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.
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.
Read the Getting the Deal Through Irish Chapter: Pensions and Retirement Plan...McCannFitzGerald
The document summarizes pensions and retirement plans laws and regulations in Ireland. It discusses the primary statutes and regulations governing pensions, the regulatory authorities that enforce the laws, and an overview of Ireland's statutory pension system and taxation framework for private pensions. The state pension system provides a basic retirement income for those who qualify but it is under pressure to reduce benefits due to current fiscal realities, such as gradually increasing the state pension age.
The CARES Act provides $2 trillion in emergency relief for individuals and small businesses affected by COVID-19. It includes the Paycheck Protection Program which provides loans that can be forgiven if payroll is maintained, Economic Injury Disaster Loans and grants of up to $10,000 for small businesses, and allows deferral of payroll taxes until 2021-2022. The document provides details on these and other programs to help small businesses and answers frequently asked questions.
Check this out! My friends at Greener Accounting and Tax Services put this presentation together to show some of the changes that will be made with two health care legislations passed this term. Very informative and somewhat disturbing.
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.
Health Reform Bulletin 116 Year End Wrap Up 12-29-15Daniel Michels
The most recent CBIZ Health Reform Bulletin: Year-End Wrap Up (HRB 116). This issue includes specific information and guidance on:
1. Late breaking development, IRS delays new Affordable Care Act's (ACA) reporting and disclosure obligations!
2. On December 18, 2015 Consolidate Appropriations Act, 2016, and the Protecting Americans from Tax Hikes (PATH) Act of 2015 (H. R. 2029; now Public Law No. 114-113) were signed by the President, and amend several provisions of the Affordable Care Act.
3. The IRS Issued guidance relating to ACA implementation
4. Year-End Reminders
The document discusses key provisions of recent US health care reform laws that affect employers. It outlines the employer mandate requiring employers with 50+ full-time employees to provide affordable health insurance or pay penalties. It also discusses individual mandates taking effect in 2014, essential health benefits all plans must cover, taxes and fees employers may face, and new reporting obligations for employers and health plans.
What every employer needs to know about healthcare reform september 2013Nicholas McGill
This is a slide deck covers the latest news and a detailed look at the ins and outs of healthcare reform and is by far the most useful and informative presentation I've seen. Originally presented by David L. Fear Sr. RHU in September 2013, and shared with permission by Heroik Media.
The Supreme Court upheld the constitutionality of the Patient Protection and Affordable Care Act in a 5-4 decision. The Court ruled that the individual mandate is a tax that Congress has the authority to impose. It limited but did not invalidate the pieces that expand Medicaid. The decision means that key components of the healthcare reform law can move forward including individual and employer responsibilities, health insurance exchanges, insurance market reforms, and quality improvements.
The document is an email from John Tolman to legislative chairmen informing them that the recently passed Republican budget again targets Railroad Retirement Tier 1 benefits and aims to conform them to be equal to Social Security benefits, which would eliminate certain railroad retirement benefits and negatively impact the annuities of over 120,000 non-disabled employees, 90,000 spouses, and 62,000 disabled employees. Attached is a section from the budget report outlining various policy options including changes to railroad retirement.
The document discusses paid sick leave compliance and best practices for employers. It provides an overview of the expansion of paid sick leave laws from one state and seven jurisdictions in 2014 to three states and eighteen jurisdictions currently. It reviews the key details and requirements of paid sick leave laws in states like California, Connecticut, and Massachusetts as well as various cities. These include eligibility, accrual, usage limits, family definitions, and certification processes. The document also discusses challenges employers face in managing paid sick leave and provides resources for continued compliance.
The document provides an end-of-year wrap-up and reminders relating to Affordable Care Act (ACA) compliance in 2015. Key updates include: the Supreme Court agreeing to hear a case on premium tax credits; guidance clarifying that "skinny plans" must meet minimum value standards; and FAQs further prohibiting cash incentives for individual coverage. It also reminds readers of ACA provisions taking effect in 2015, such as out-of-pocket limits and the employer shared responsibility requirement.
The document summarizes several tax acts passed in 2010 and 2011 that impacted individuals and businesses. Key provisions included a temporary reduction in the Social Security payroll tax, extension of bonus depreciation and increased Section 179 expensing, health insurance reform requirements, and changes to individual and corporate tax rates. The acts also covered homebuyer credits, tuition tax credits, and alternative minimum tax exemptions.
This document provides information about the tax consequences of the Affordable Care Act for individuals. It discusses two new taxes enacted by the ACA - the additional 0.9% Medicare tax on wages and self-employment income and the 3.8% Net Investment Income Tax. It explains how to report minimum essential health coverage, exemptions from the coverage requirement, and how to calculate the individual shared responsibility payment for those without qualifying coverage.
This document provides an overview of Chapter 7 which discusses government-mandated social security programs including Social Security, Medicare, and unemployment insurance. It begins by outlining the origins of Social Security in response to the Great Depression to protect families from financial devastation during unemployment. Over time, the programs were expanded through amendments to include retirement benefits, survivors benefits, disability insurance, and health insurance for those over 65 (Medicare). The chapter discusses the agencies that administer the programs, eligibility requirements, how benefits are determined and funded through payroll taxes, and types of benefits provided including retirement, survivors, disability, and unemployment insurance.
This document provides an overview of employer-sponsored disability insurance, life insurance, and workers' compensation. It discusses the types of disability insurance plans employers offer, including short-term and long-term disability. It also examines the origins and funding of these plans, as well as relevant laws like ERISA, ADA, and workers' compensation laws. The document aims to explain the similarities and differences between employer-provided insurance plans and laws requiring certain benefits for disabled or deceased workers.
The document summarizes key provisions of the Affordable Care Act. It discusses how the legislation aims to reduce the number of uninsured through mandates on individuals and employers, and by establishing health insurance exchanges. It also outlines taxes and fees included in the legislation, such as excise taxes on high-cost health plans and fees on health insurers. Concerns raised include the complexity of the legislation, its impact on employer-provided coverage, and its long-term costs and economic impact.
Health-Care Reform: Replacing Myths with FactsDolf Dunn
The document summarizes myths and facts about the Patient Protection and Affordable Care Act (ACA). It addresses several common myths, including that the ACA cuts Medicare benefits (it expands them), requires giving up private insurance (grandfathered plans can be kept), and provides subsidies to undocumented immigrants (subsidies are only for citizens and lawful residents). The document aims to separate myths from facts about the ACA.
This document summarizes key provisions and timelines of the US health reform legislation:
- Within the first year, young adults can stay on parents' insurance until 26 and seniors get assistance with Medicare drug costs. Insurance companies cannot deny or drop coverage for preexisting conditions.
- In subsequent years, requirements and provisions are phased in regarding insurance exchanges, Medicaid expansion, penalties for lacking coverage, and changes to employer and individual insurance rules and responsibilities.
- By 2018, an excise tax on high-cost health plans is implemented and nearly all major provisions of the legislation will be in effect.
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
This document provides an overview of micro captives and the 831(b) election for small insurance companies. It discusses how micro captives allow profitable businesses to deduct insurance premium payments of up to $1.2 million annually. The presenters then explain the key aspects of micro captive structures, including risk distribution requirements, premium funding, financial requirements, and policy types that can be written. The tax benefits of micro captives are outlined, such as deferring tax on underwriting profits and accessing funds for retirement or estate planning purposes.
Patient Protection And Affordable Care Act (2011 Update)Brian T. Whitlock
The document summarizes how the Affordable Care Act will impact various entities. It outlines mandates and changes to regulations for health care providers, insurers, employers, individuals and suppliers. Key provisions include coverage mandates, insurance exchanges, penalties for employers not providing coverage, essential health benefits requirements and various taxes targeting high-cost plans and medical devices.
This document summarizes the new dangers that have emerged in our increasingly mobile world. It discusses how social apps like Foursquare can act as 24/7 surveillance and promote narcissism. It also addresses privacy issues like law enforcement accessing phones without consent, and companies tracking user locations without permission. A final problem is the effect on common sense, like the rise in texting while driving accidents despite known dangers. The document questions if these problems will improve or worsen as our world becomes more connected through mobile devices.
Check this out! My friends at Greener Accounting and Tax Services put this presentation together to show some of the changes that will be made with two health care legislations passed this term. Very informative and somewhat disturbing.
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.
Health Reform Bulletin 116 Year End Wrap Up 12-29-15Daniel Michels
The most recent CBIZ Health Reform Bulletin: Year-End Wrap Up (HRB 116). This issue includes specific information and guidance on:
1. Late breaking development, IRS delays new Affordable Care Act's (ACA) reporting and disclosure obligations!
2. On December 18, 2015 Consolidate Appropriations Act, 2016, and the Protecting Americans from Tax Hikes (PATH) Act of 2015 (H. R. 2029; now Public Law No. 114-113) were signed by the President, and amend several provisions of the Affordable Care Act.
3. The IRS Issued guidance relating to ACA implementation
4. Year-End Reminders
The document discusses key provisions of recent US health care reform laws that affect employers. It outlines the employer mandate requiring employers with 50+ full-time employees to provide affordable health insurance or pay penalties. It also discusses individual mandates taking effect in 2014, essential health benefits all plans must cover, taxes and fees employers may face, and new reporting obligations for employers and health plans.
What every employer needs to know about healthcare reform september 2013Nicholas McGill
This is a slide deck covers the latest news and a detailed look at the ins and outs of healthcare reform and is by far the most useful and informative presentation I've seen. Originally presented by David L. Fear Sr. RHU in September 2013, and shared with permission by Heroik Media.
The Supreme Court upheld the constitutionality of the Patient Protection and Affordable Care Act in a 5-4 decision. The Court ruled that the individual mandate is a tax that Congress has the authority to impose. It limited but did not invalidate the pieces that expand Medicaid. The decision means that key components of the healthcare reform law can move forward including individual and employer responsibilities, health insurance exchanges, insurance market reforms, and quality improvements.
The document is an email from John Tolman to legislative chairmen informing them that the recently passed Republican budget again targets Railroad Retirement Tier 1 benefits and aims to conform them to be equal to Social Security benefits, which would eliminate certain railroad retirement benefits and negatively impact the annuities of over 120,000 non-disabled employees, 90,000 spouses, and 62,000 disabled employees. Attached is a section from the budget report outlining various policy options including changes to railroad retirement.
The document discusses paid sick leave compliance and best practices for employers. It provides an overview of the expansion of paid sick leave laws from one state and seven jurisdictions in 2014 to three states and eighteen jurisdictions currently. It reviews the key details and requirements of paid sick leave laws in states like California, Connecticut, and Massachusetts as well as various cities. These include eligibility, accrual, usage limits, family definitions, and certification processes. The document also discusses challenges employers face in managing paid sick leave and provides resources for continued compliance.
The document provides an end-of-year wrap-up and reminders relating to Affordable Care Act (ACA) compliance in 2015. Key updates include: the Supreme Court agreeing to hear a case on premium tax credits; guidance clarifying that "skinny plans" must meet minimum value standards; and FAQs further prohibiting cash incentives for individual coverage. It also reminds readers of ACA provisions taking effect in 2015, such as out-of-pocket limits and the employer shared responsibility requirement.
The document summarizes several tax acts passed in 2010 and 2011 that impacted individuals and businesses. Key provisions included a temporary reduction in the Social Security payroll tax, extension of bonus depreciation and increased Section 179 expensing, health insurance reform requirements, and changes to individual and corporate tax rates. The acts also covered homebuyer credits, tuition tax credits, and alternative minimum tax exemptions.
This document provides information about the tax consequences of the Affordable Care Act for individuals. It discusses two new taxes enacted by the ACA - the additional 0.9% Medicare tax on wages and self-employment income and the 3.8% Net Investment Income Tax. It explains how to report minimum essential health coverage, exemptions from the coverage requirement, and how to calculate the individual shared responsibility payment for those without qualifying coverage.
This document provides an overview of Chapter 7 which discusses government-mandated social security programs including Social Security, Medicare, and unemployment insurance. It begins by outlining the origins of Social Security in response to the Great Depression to protect families from financial devastation during unemployment. Over time, the programs were expanded through amendments to include retirement benefits, survivors benefits, disability insurance, and health insurance for those over 65 (Medicare). The chapter discusses the agencies that administer the programs, eligibility requirements, how benefits are determined and funded through payroll taxes, and types of benefits provided including retirement, survivors, disability, and unemployment insurance.
This document provides an overview of employer-sponsored disability insurance, life insurance, and workers' compensation. It discusses the types of disability insurance plans employers offer, including short-term and long-term disability. It also examines the origins and funding of these plans, as well as relevant laws like ERISA, ADA, and workers' compensation laws. The document aims to explain the similarities and differences between employer-provided insurance plans and laws requiring certain benefits for disabled or deceased workers.
The document summarizes key provisions of the Affordable Care Act. It discusses how the legislation aims to reduce the number of uninsured through mandates on individuals and employers, and by establishing health insurance exchanges. It also outlines taxes and fees included in the legislation, such as excise taxes on high-cost health plans and fees on health insurers. Concerns raised include the complexity of the legislation, its impact on employer-provided coverage, and its long-term costs and economic impact.
Health-Care Reform: Replacing Myths with FactsDolf Dunn
The document summarizes myths and facts about the Patient Protection and Affordable Care Act (ACA). It addresses several common myths, including that the ACA cuts Medicare benefits (it expands them), requires giving up private insurance (grandfathered plans can be kept), and provides subsidies to undocumented immigrants (subsidies are only for citizens and lawful residents). The document aims to separate myths from facts about the ACA.
This document summarizes key provisions and timelines of the US health reform legislation:
- Within the first year, young adults can stay on parents' insurance until 26 and seniors get assistance with Medicare drug costs. Insurance companies cannot deny or drop coverage for preexisting conditions.
- In subsequent years, requirements and provisions are phased in regarding insurance exchanges, Medicaid expansion, penalties for lacking coverage, and changes to employer and individual insurance rules and responsibilities.
- By 2018, an excise tax on high-cost health plans is implemented and nearly all major provisions of the legislation will be in effect.
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
This document provides an overview of micro captives and the 831(b) election for small insurance companies. It discusses how micro captives allow profitable businesses to deduct insurance premium payments of up to $1.2 million annually. The presenters then explain the key aspects of micro captive structures, including risk distribution requirements, premium funding, financial requirements, and policy types that can be written. The tax benefits of micro captives are outlined, such as deferring tax on underwriting profits and accessing funds for retirement or estate planning purposes.
Patient Protection And Affordable Care Act (2011 Update)Brian T. Whitlock
The document summarizes how the Affordable Care Act will impact various entities. It outlines mandates and changes to regulations for health care providers, insurers, employers, individuals and suppliers. Key provisions include coverage mandates, insurance exchanges, penalties for employers not providing coverage, essential health benefits requirements and various taxes targeting high-cost plans and medical devices.
This document summarizes the new dangers that have emerged in our increasingly mobile world. It discusses how social apps like Foursquare can act as 24/7 surveillance and promote narcissism. It also addresses privacy issues like law enforcement accessing phones without consent, and companies tracking user locations without permission. A final problem is the effect on common sense, like the rise in texting while driving accidents despite known dangers. The document questions if these problems will improve or worsen as our world becomes more connected through mobile devices.
The document discusses a comparison of childhood physical activity levels across 15 countries based on report cards produced by Active Healthy Kids Canada. Common indicators assessed across countries included overall physical activity, organized sport participation, active play, active transportation, sedentary behaviors, and factors related to family/peers, school, community environment, and government policies. Grades for each indicator in each country ranged from F to A-, showing substantial international variation. This global matrix provides an opportunity to share ideas between countries and identify strategies to improve physical activity levels among children and youth worldwide.
The document outlines the Active Healthy Kids Canada organization and its annual Report Card on Physical Activity for Children and Youth. The Report Card is a communications and advocacy tool that provides a "state of the nation" assessment each year on Canada's performance in providing physical activity opportunities for children and youth. It evaluates indicators across sectors like schools, communities, government policies, and assigns letter grades. The Report Card has significant reach and influence, helping to increase awareness, guide investments and partnerships, and influence policies to improve physical activity among Canadian youth.
The document summarizes federal and state agency actions and guidance from 2012 regarding employment laws and HR practices, as well as anticipated changes for 2013. In 2012, the EEOC provided guidance expanding protections for victims of domestic violence and limiting the use of criminal background checks. The NLRB continued reviewing social media policies and limiting restrictions on discussions related to investigations. For 2013, experts predict increased regulation around the Affordable Care Act, expanded NLRB protections for unions and employees, and heightened OSHA and EEOC enforcement activities. New York may repeal its annual wage notice law and pass new laws around paid family leave and gender identity protections.
Get ready for the Affordable Care Act. The light you see is the oncoming train!
Lot's of things happening, not too many answers and it will take a few years to flesh it all out.
The document provides information about a team called WatchKeepers who are designing a barcode scanner and taggant reader device for BrandWatch Technologies. It includes contact information for team members and BrandWatch, a disclaimer, table of contents, and sections on project management, objectives, background research, design concepts, and prototype development plans.
This document summarizes the new dangers that have emerged in our increasingly mobile world. It discusses how social apps like Foursquare can act as 24/7 surveillance and promote narcissism. It also addresses privacy issues like police searching phones without consent, apps tracking users' locations, and companies retaining WiFi data. A final problem is the effect on common sense, like the rise in texting while driving tickets. The document questions if these problems will improve or worsen as our world becomes more plugged in.
The document discusses key aspects and requirements of the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare. It summarizes that the PPACA will affect everyone through provisions taking effect in 2014 such as health insurance exchanges, essential health benefits, penalties for individuals without coverage, and penalties for large employers not providing affordable coverage. The document also compares fully insured versus self-funded health plans under the PPACA, noting advantages of self-funding including more flexibility and ability to control costs.
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.
Labour legislation refers to laws enacted by governments to provide social and economic security to workers. The key objectives of labour legislation are to: protect workers from exploitation; promote good industrial relations between employers and employees; and preserve worker health, safety and welfare. Some of the major labour laws in India include the Factories Act, Employees' State Insurance Act (ESI), Employees' Provident Funds and Miscellaneous Provisions Act and Workmen's Compensation Act. These laws provide benefits like health insurance, pension plans, gratuity payments and compensation for employment injuries. Labour disputes are typically resolved through collective bargaining, conciliation or compulsory adjudication if needed.
The Affordable Care Act (Obamacare): The BasicsJeffrey A. Cook
The document summarizes the key provisions and timeline of the Affordable Care Act (ACA) for businesses and individuals. It outlines that by 2018, businesses with over 50 employees must provide health insurance where 95% of full-time employees are covered, or face penalties. It also mandates that all individuals have health insurance through state or federal exchanges, with penalties for non-compliance increasing each year. The document suggests using supplemental benefits from ProVantage to help individuals and employees save money on out-of-pocket costs for high deductible plans required by the ACA.
Health Care Reform After The Supreme Court Rulingwisdomjl
The document summarizes key aspects of the Supreme Court ruling on the Affordable Care Act and the expected impact of health care reform. It discusses the individual mandate being upheld under the taxing power, changes to insurance plans and exchanges beginning in 2014, penalties for employers not providing coverage, and increased costs and regulations for insurers, providers, and consumers. The document aims to help financial advisors and brokers understand and explain health care reform to their clients.
Affordable Care Act and Employer Shared ResponsibilityJenny Villier
The document discusses the Employer Shared Responsibility provision under the Affordable Care Act that requires applicable employers to either offer affordable health insurance to employees or pay a penalty. It applies to employers with 50 or more full-time equivalent employees as of 2016, or 100 or more in 2015. Employers must offer coverage to 70% of employees in 2015 or 95% in 2016. If an employer does not comply and an employee receives a premium tax credit, the employer must pay $2,084-$3,126 per full-time employee beyond the thresholds. The penalties are meant to incentivize employers to provide coverage and lower insurance costs.
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.
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.
The document provides information about health insurance plans available under the Affordable Care Act (ACA). It explains that the ACA requires plans to cover essential health benefits and offers subsidies to reduce costs for those earning 138-400% of the federal poverty level. It also summarizes the different metal-tiered plan levels (Bronze, Silver, Gold, Platinum) that vary in terms of monthly premium costs and out-of-pocket maximums. Catastrophic plans have very low premiums but only cover high-cost care and are only available for those under 30.
The document provides an overview of the implications and requirements of the Affordable Care Act (ACA) for employers, including potential penalties for noncompliance. It discusses the "catastrophic tax" penalty of $2,000 per full-time employee if minimum essential coverage is not offered to 95% of employees, and the "lesser tax" penalty of $3,000 per employee receiving subsidies if affordable coverage is not offered. It also outlines the 2018 excise tax of 40% on health plans exceeding $10,200 individual/$27,500 family cost. Employers are urged to understand the ACA requirements to avoid significant financial penalties through proper planning, record keeping, and reporting.
ACA Compliance A Blueprint for Employers White Paper - Oct '14Christopher Menendez
The document provides guidance to employers on complying with the Affordable Care Act (ACA). It discusses the major penalties employers could face if they do not comply with ACA regulations, including offering health insurance to 95% of full-time employees. It outlines strategies for avoiding penalties such as conducting an excise tax liability analysis and properly documenting health insurance offers. Additionally, it highlights ACA requirements that will go into effect from 2014 to 2018 and the broad impact on human resources functions such as benefits, payroll, and time management.
The document provides an overview of the financial impact of the Affordable Care Act. It discusses key findings including how employers will want to manage differences in insurance plan values and how supplemental benefits will grow in importance. It also summarizes effects on businesses, including a potential shift of premium costs between employers, employees, insurers and the public sector. Insurers will be required to spend a certain percentage of premiums on medical care and quality improvement activities.
Westfield Health Care Reform Webinar Power Pointjkoppenheffer
This webinar provides a timeline and perspective on health care reform. It discusses key provisions being implemented between 2010 and 2014, including restrictions on annual and lifetime limits, coverage of dependents up to age 26, new medical loss ratio restrictions, and the creation of health insurance exchanges in 2014. It outlines the impact on individuals, businesses, insurance companies and the overall private health insurance marketplace. Employers with 50 or more employees face new requirements or penalties related to offering health coverage. The webinar suggests there will be confusion during implementation and a new health insurance world with thin margins for insurance companies.
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
The document discusses the implications of the Affordable Care Act on individuals, employers, and the healthcare industry. It finds that the Act will provide coverage to around 30 million uninsured Americans through Medicaid expansion and insurance subsidies. For individuals, there will be a penalty for not obtaining coverage starting in 2014. Employers with over 50 employees will face a penalty starting in 2015 if they do not provide affordable coverage. The healthcare industry will see both costs and revenues impacted, with insurers expected to gain many new customers but also facing new regulations, and hospitals losing some funding but gaining new insured patients. Overall the impacts are viewed as manageable for most employers and positive for the healthcare sector in the long run.
De Pere Area Chamber Affordable Care Act Presentation, JP Wieski, Wisconsin OCICheryl Detrick
Presentation on the Affordable Care Act given by J.P. Wieski, Legislative Liaison/Public Information Officer from the Office of the Commissioner of Insurance, State of Wisconsin to De Pere Area Chamber of Commerce on 9/11/13.
Workplace Pensions - The impact on people who employ carersChris Gardner
The document discusses the impact of new workplace pension rules on individuals who employ carers. It explains that employers will now be required to automatically enroll eligible employees into a qualifying pension scheme and contribute a minimum amount. This poses challenges for elderly or vulnerable people who directly employ carers, as they will now have legal responsibilities and costs as employers. The document considers two options for how such individuals can meet the new requirements - establishing their own pension scheme or using the low-cost National Employment Savings Trust (NEST) scheme. It also notes that many elderly employers may switch to using care agencies instead, passing on the pension obligations.
Tax Traps And Tips For The Small Businessmbatson13
The document is a presentation by Michael Batson, CPA on tax traps and tips for small business owners. It discusses provisions of the Affordable Care Act going into effect from 2010 to 2018, including health care credits for small businesses, penalties for individuals and employers without coverage, and a "Cadillac tax" on high-cost health plans. It also covers expiring Bush tax cuts, entity selection, IRS audits to avoid, and strategies to reduce taxes such as accelerating income or deferring deductions.
Health Reform Bulletin: Implementation Guidance & ACA UpdatesCBIZ MHM, LLC
1) Distribution of Marketplace Notice to Employees; 2) 90-day Waiting Period; 3) Individual Shared Responsibility- Final Regulations; 4) Employer Appeals in Marketplace Eligibility Determinations; 5) Small Business Tax Credit; 6) Preventive Care - Health Saving Accounts; and 7) Internal Claims, Appeals and External Review: Providing Culturally and Linguistically Appropriate Notices
The IRS issued a notice confirming its delay of the employer pay-or-play excise tax until 2014 and provided additional clarification. With the delay, employers have time to focus on other Affordable Care Act compliance issues that were previously secondary to pay-or-play, such as updated HIPAA privacy policies and notices of exchange availability. Employers can also expect inquiries from employees and health insurance exchanges regarding their coverage to determine exchange subsidy eligibility. Willis will continue monitoring all provisions affecting employers and provide updates.
Similar to The PPACA and what employers need to know (20)
Discussion of appearance issues for employers, particularly tattoos and piercings. Also some info on the more assertive EEOC and some comments on lifestyle discrimination or, "lookism."
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
The document discusses best practices for conducting effective employee surveys. It notes that surveys should be linked to business strategy, collect focused data, and analyze results to identify key drivers and linkages to organizational outcomes. Most importantly, surveys require utilization of results through action planning and accountability, communication of actions taken, and follow up to ensure improvements are ongoing. When done properly, surveys can provide value by assessing engagement, predicting change readiness, and building ownership of outcomes, but common pitfalls include unclear objectives and lack of follow through.
This document discusses redesigning the HR department by transforming it from a transactional role into a strategic business partner. It describes the evolution of HR from basic personnel services to specialized expertise and a strategic role. The business partner model is discussed as a common organizational design, with HR staff aligned closely to business lines. This model includes a customer-facing front end of business partners, a back end of specialist groups, and an operational service center. Challenges of this model include tensions around who owns clients and assembling project teams while still delivering transactional work and organizational development services.
A presentation for Human Resource professionals and business owners on harassment. Will be presenting this at a seminar tomorrow at the Crowne Plaza in White Plains.
The document provides information about the SHRM certification exams, including the PHR and SPHR exams. It discusses the structure of the exams, including the number of questions, time allotted, and topics covered. It also offers tips for preparing for and taking the exams, such as studying for 40-60 hours, making sure to arrive on time, trusting your first impression when answering questions, and pacing yourself to complete the exam on time.
The document provides information about the SHRM certification exam, including:
1) There are two levels of certification - PHR and SPHR - that differ in focus and cognitive level of questions.
2) The multiple choice exam consists of 225 questions over four hours, covering six functional areas of HR.
3) Candidates are advised to prepare for 40-60 hours, read questions carefully, trust their first impression, and pace themselves to complete the exam.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
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Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
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Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
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This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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1. Health Care and theHealth Care and the
Patient Protection andPatient Protection and
Affordable Care ActAffordable Care Act
Fundamentals of Employment Law
Dr. Greg Chartier, The Office of GJ Chartier
914-548-1689, greg@hrinfo4u.com
3. What is the Affordable Care Act?What is the Affordable Care Act?
On March 23, 2010, President Obama
signed the health care reform bill into law.
On June 28, 2012, the Supreme Court
rendered a final decision upholding the
PPACA.
October 1, 2013, individuals and small
business will be able to enroll in NYS
“Marketplace.”
January 1, 2014, major provisions of the
law take effect.
07/09/13 Fundamentals of Employment Law 3
4. What is the Affordable Care Act?What is the Affordable Care Act?
◦ Employers with 50 or more employees will now
be required to provide affordable health care or
pay a penalty.
◦ Employees who have health care offered to
them by their employers must take the health
care or pay a penalty.
◦ Children will be allowed to stay on their
parents’ policies until they turn 26.
◦ Lifetime limits on health coverage will be
eliminated.
◦ Insurance companies will no longer be able to
deny coverage to anyone with pre-existing
conditions.
07/09/13 Fundamentals of Employment Law 4
5. Coming in 2014Coming in 2014
The biggest changes take effect 1/1/14.
◦ Most Americans will be required to have health
insurance, if they can afford it.
◦ Insurers cannot deny coverage to anyone and
they cannot charge you more, even if you cost
more.
◦ Each state is required to have an “exchange” to
purchase health care online.
Low income individuals and families may qualify
for a discount or other subsidies.
07/09/13 Fundamentals of Employment Law 5
6. Coming in 2014Coming in 2014
Small Business Tax Credits
◦ Fewer than 25 full time equivalent employees
◦ Average annual wages less than $50,000
◦ Employers pay at least 50% of the premium
cost
◦ Non-profits also eligible (credit against
employment taxes)
◦ Consult your tax advisor
07/09/13 Fundamentals of Employment Law 6
7. Coming in 2014Coming in 2014
Health Insurer Fee
◦ $8 billion in 2014, $14.3 billion in 2018
Transitional Reinsurance Contribution
Program
◦ Aggregate fee of $25 billion over a 3 year
period, 2014-2016
Patient-Centered Outcomes Research Fee
◦ $1 per life in 2014, $2 per life in 2015
High Value Plan Tax (Cadillac Tax)
◦ 40% excise tax on amounts over $10,200 for
single and $27,500 for family
07/09/13 Fundamentals of Employment Law 7
8. Employer Shared ResponsibilityEmployer Shared Responsibility
Effective 1/1/15
Employer must count all full-time
employees and part-time employees on a
full time basis in determining if they have
50 or more employees.
◦ Full time=30 or more hours per week, per
month or 130 hours of service per calendar
month
◦ Certain seasonal workers are not counted
◦ Penalties assessed for “no coverage” or
coverage that is “not affordable” or does not
provide “minimum value.”
07/09/13 Fundamentals of Employment Law 8
9. Employer Shared ResponsibilityEmployer Shared Responsibility
For each calendar month of the preceding
year, employers must:
◦ Count the number of FT employees who work
an average of 30 hours per week per month.
◦ Aggregate the number of hours worked by non-
FT workers and divide by 120.
◦ Add the number of FT workers and the number
or FT equivalents.
◦ Add the monthly totals and divide by 12. If the
average exceeds 50 FT equivalents, determine
if the seasonal worker exception applies.
07/09/13 Fundamentals of Employment Law 9
10. Employer Shared Responsibility:Employer Shared Responsibility:
The Penalties: Sledge HammerThe Penalties: Sledge Hammer
If a large employer does not currently
provide coverage to 95% of FT employees
and their dependents and at least 1 FT
employee receives a tax credit:
◦ The penalty is $2,000 x the total number of FT
after subtracting the first 30.
◦ Example (70 FT employees and 1 employee
receives a tax credit, penalty is $2,000 x 40
(70-30) = $80,000 (not deductible).
07/09/13 Fundamentals of Employment Law 10
11. Employer Shared Responsibility:Employer Shared Responsibility:
The Penalties: Tack HammerThe Penalties: Tack Hammer
If a large employer offers coverage to
their FT employees and their dependents
but the coverage is “not affordable” or it
does not provide “minimum value.”
◦ The penalty is the lesser of $3,000 x the
number of FT employees receiving a premium
tax credit or $2,000 x the total number of FT
employees
◦ Example: 70 FT employees and 10 FT
employees get a tax credit, penalty = $3,000 x
10 $30,000
07/09/13 Fundamentals of Employment Law 11
12. Employer Shared ResponsibilityEmployer Shared Responsibility
“Not Affordable”
◦ General rule: employee share of the self-only
premium for the employer’s lowest cost plan
that provides minimum value cannot exceed
9.5% of household income.
Safe Harbor:
◦ W-2 safe harbor. Employee premium share does not
exceed 9.5% of the amount reported in Box 1 o W-2.
◦ Rate of pay safe harbor. Employee premium share does
not exceed 9.5% of an employee’s monthly wages
determined by the employee’s hourly rate time 130
hours.
◦ Federal Poverty Level safe harbor. Employee premium
share does not exceed 9.5% of Federal Poverty Level
for one person.
07/09/13 Fundamentals of Employment Law 12
13. Employer Shared ResponsibilityEmployer Shared Responsibility
“Minimum Value”
◦ A plan fails to provide minimum value (MV) if
the plan’s share of the total allowed costs of
benefits provided under the plan is less than
60% of such costs (percentage of medical
expenses-deductibles coinsurance, copays,
etc.)
Minimum Value Calculator:
cms.gov/resources/files/mv-calculator-find-2-20-
2013.xlsm
Safe Harbor Checklist
Actuarial Certification
07/09/13 Fundamentals of Employment Law 13
14. Employer Shared ResponsibilityEmployer Shared Responsibility
Transition relief for tax penalty
◦ Transition relief for large employers that
maintain a non-calendar year plan as of
12/27/12.
◦ Employer is not subject to the penalty if they
offer affordable, minimum value, coverage on
the first day of 2014 if:
The plan was offered to at least 1/3 of all
employees (FT and PT) prior to 12/27/12 or
The plan covered ¼ of all employees (FT and PT)
as of 12/27/12.
07/09/13 Fundamentals of Employment Law 14
15. Individual MandateIndividual Mandate
On 1/1/14, the individual mandate
requires most individuals to have
minimum essential coverage or pay a
penalty which is called the “shared
responsibility payment.”
◦ An employer group health plan
◦ An individual health insurance policy
◦ A government plan like Medicare or Tricare
◦ Student health coverage
◦ A Medicare Advantage Plan
◦ A state high risk pool coverage plan
07/09/13 Fundamentals of Employment Law 15
16. Individual MandateIndividual Mandate
Penalties will be assessed when
individuals file their 2014 taxes in 2015.
◦ 2014: Greater of $95 per adult and $47.50 per
child under age 18 (maximum of $285) or 1%
of income over the tax filing theshold.
◦ 2015: Greater of $325 per adult and $162.50
per child under age 18 (maximum of $975) or
2% of income over the threshold.
◦ 2016:Greater of $695 per adult and $347.50
per child under 18 (maximum of $2085) or
2.5% of income over the threshold.
07/09/13 Fundamentals of Employment Law 16
17. Individual MandateIndividual Mandate
Individuals may not be liable for the
penalty if they do not have minimum
essential coverage.
◦ Those who cannot afford coverage (more than
8% of household income)
◦ Those below the tax filing threshold
◦ Individuals who qualify for a hardship
exemption; personal or financial harships.
◦ Those with a gap of less than 3 consecutive
months in a calendar year
◦ Non-US citizens, individuals in prison
07/09/13 Fundamentals of Employment Law 17
18. Marketplaces (Exchanges)Marketplaces (Exchanges)
Requires creation of American Health Benefit
Exchanges (AHBE) for individuals and Small
Business Health Options Program (SHOP) for
small business up to 50 lives.
Insurance coverage can be purchased beginning
October 1, 2013 and is effective January 1, 2014.
◦ In 2016, SHOP Marketplaces must increase to
small groups of 100 or less
◦ States can choose to expand their SHOP
exchanges to serve larger groups in 2017.
07/09/13 Fundamentals of Employment Law 18
19. Exchange BasicsExchange Basics
An exchanges is an organized marketplace
designed to help people shop for and enroll in
health insurance plans.
Individual, families and small business will be
able to use the Exchange to compare options,
calculate costs and select coverage online, in
person or over the phone.
The Exchange will be able to tell what type of
financial assistance is available to applicants to
help them afford health insurance.
07/09/13 Fundamentals of Employment Law 19
20. Exchange BasicsExchange Basics
Exchanges are not optional.
If a state doesn’t create one, the federal
government will step in and operate the
exchange for the state.
18 states, including New York, have been
approved to operate their own Exchange, 3 are
partnering with HHS and the rest will be run by
HHS.
07/09/13 Fundamentals of Employment Law 20
21. Exchange Subsidy BasicsExchange Subsidy Basics
Subsidized coverage will be available to those
purchasing individual coverage through the
Exchange.
Low income individuals who are part of a SHOP
Exchange are not eligible for a personal premium
tax subsidy.
Only subsidies that will be distributed through
the SHOP Exchange are the small business tax
credits.
Those with “credible” and “affordable” coverage
through their employer may not leave and buy
subsidized coverage.
07/09/13 Fundamentals of Employment Law 21
22. Employer ResponsibilitiesEmployer Responsibilities
Employers must provide a notice to
current employees and new hires about
Exchange and subsidies:
◦ model notice is available at HHS
Employers will have to help verify
coverage
◦ HHS will use date from insurance exchange to
determine if individuals have coverage through
their employers.
07/09/13 Fundamentals of Employment Law 22
23. Form W-2 Cost of CoverageForm W-2 Cost of Coverage
ReportingReporting
Employers must report the cost of
employer provided health care coverage
on Form W-2, beginning 1/1/12.
◦ Under 250 W-2 forms in 2012
◦ HRAs
◦ Self insured plans not subject to COBRA
07/09/13 Fundamentals of Employment Law 23
24. Automatic EnrollmentAutomatic Enrollment
Large employers (more than 200) must
automatically enroll employees in health
care plans staring 2014.
www.dol.gov/ebsa/healthreform
07/09/13 Fundamentals of Employment Law 24
25. CostsCosts
So far, everything that has been done and
all of the requirements of the law, have
increased health care costs.
Is there some point at which costs will
come down?
◦ New models of care. How your receive care will
change.
◦ Experimentation and research
◦ Health care costs on reimbursements on
Medicaid and Medicare are now below the cost
of care.
07/09/13 Fundamentals of Employment Law 25
26. AccessAccess
One of the keys to the law is the intention
to provide everyone with health care.
Will health care be universal?
◦ Medicaid expansion not provided by your state
◦ Is health care “affordable”
◦ Are there enough primary doctors?
07/09/13 Fundamentals of Employment Law 26
27. Patients, consumersPatients, consumers
Patients will have to change their behavior
and accept that they will need to be
healthier and that the health care system
will not be as responsive as it currently is.
07/09/13 Fundamentals of Employment Law 27