Business owners across the country got some unexpected breathing room last week when the Obama administration announced it would delay implementing the employer mandate under the Affordable Care Act (ACA) until 2015. Technically, you’re still supposed to provide coverage for full-time workers starting January 1, 2014 if you have 50 or more employees. But if you don’t, you won’t be penalized for another year.
Tags: ppaca, employer mandate, affordable care act, PPACA compliance, COBRA outsourcing, outsourcing COBRA administration, ppaca employer mandate
This week, our blog article is provided by our friend Jason Cogdill at ProBenefits.
IRS Notices Released This Week Address Individual Mandate & Subsidy Details
On Wednesday, the IRS released two important notices clarifying individual rights and responsibilities in 2014. Both are short, and I recommend reading when you have an opportunity (each is linked in this section). In Notice 2013-42, the IRS provides transition relief from the individual mandate for employees eligible for a group plan that operates on a non-calendar plan year. Prior to this transition relief, an employee in a non-calendar plan that waived coverage at 2013 enrollment could be subject to an individual tax penalty for not having minimum essential coverage during the period between 1/1/14 and the employer’s 2014 renewal. With this ruling, the individual will not be penalized for the lack of coverage prior to employer’s 2014 renewal. In the Notice, the IRS cites as its rationale the qualified transition relief available to employers offering non-calendar year plans as well as the ability of an employer to permit election changes during the exchange open enrollment period. Examples are listed in the notice.
Tags: cobra administration, cobra blog, health care reform, cobraguard
COBRA CONUNDRUMS reprinted from the October, 2012 issue of Health Insurance Underwriter Magazine featuring our very own Robert Meyers.
Tags: cobra administration, cobra conundrums, cobra administrator, cobra bob, cobra coverage, cobra overpayment, cobra payment
Workplace wellness programs used to consist of a few wall posters encouraging healthy behavior or maybe even a gym at the office. But employers are increasingly turning to more incentives and penalties to encourage healthier choices. In fact, according to a recent survey from Fidelity Investments and the National Business Group on Health, almost 90% of employers offer some kind of wellness incentives to their employees.
Tags: ppaca, cobra, PPACA update, wellness incentives, cobra developments
With the implementation of the new health insurance exchanges under the Affordable Care Act (ACA) just months away, employers and employees are gearing up for big changes in the health insurance market. Your employees will have more options under the new law, and they probably have a lot of unanswered questions.
Tags: cobra administration, HR issues, COBRA notice, PPACA update, employer notifications
COBRA CONUNDRUMS reprinted from the February, 2012 issue of Health Insurance Underwriter Magazine featuring our very own Robert Meyers.
Tags: cobra administration, cobra conundrums, cobra administrator, COBRA qualifying event, cobra and divorce
5/2/2013
As part of the new regulatory expansion regarding the Health Insurance Portability and Accountability Act (HIPAA), the Department of Health and Human Services’ Office issued its final ruling regarding the modification of the act’s security, privacy, and breach notification requirements. The final rule, which came into effect on March 26, 2013, requires that all employers, vendors, and health care providers become compliant by September 23rd or face significant financial penalties up to $50,000 per violation and $1.5 million for multiple infractions of the same kind.
Tags: ppaca, cobra administration, cobra blog, PPACA update
A recent rule Affordable Care Act (ACA) rule limits the out-of-pocket expenses that group health care plan providers can ask employees to pay.
Tags: ppaca, cobra administration, cobra blog, PPACA update
With our economy ever in flux, it’s not unusual for a small business to be juggling several COBRA participants at any given time. As your HR department has probably surmised by now, communicating with former employees and retirees is not the easiest task - and getting them to make their COBRA payments in a timely manner can be especially time consuming.
Tags: cobra administration, cobra administrator, COBRA guidelines, COBRA outsourcing, COBRA benefit, COBRA payment collection, COBRA best practice
