One of the most confusing aspects of the Affordable Care Act (ACA) is its differing definitions of “large” and “small” employer. For example, “large” employers with 50 or more full-time employees + equivalents (FTEs) are subject to Shared Responsibility, while “small” employers with less than 101 employees are subject to the Fair Health Insurance Premium rules. What’s that you say, you have less than 101 employees, and you haven’t heard of the Fair Health Insurance Premium rules? If so, this post is for you.
First, what are the Fair Health Insurance Premium rules? Continue reading »
So what do employers have to look forward to in the new year? It is an election year so while the rhetoric on the state and federal levels may increase, the likelihood of the enactment of additional employment laws is slim. The federal agencies will continue to pursue the initiatives which were started in 2013.
A friend and reader referred me to this New York Times article that discusses a DOL-commissioned study performed by the RAND Corporation and PepsiCo. The study looked at wellness programs to determine the relative values of disease management components and lifestyle management components.
I was surprised that the results were so glaring. I’ll get into that difference in just a minute. Continue reading »
For many employers, satisfying the requirements of the Affordable Care Act (ACA) is anything but affordable. For example, many employers are increasing their budgets to allow for the lowering of their eligibility waiting period from first of the month following (FMF) 6 months to FMF 60 days. But, what if your plan is already well beneath the new requirements? Is there an opportunity to leverage the ACA to actually reduce your costs without impacting the benefits of your current employees? Yes!
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