PCOC - Fall 2013 - (Page 26)

insurance Small Employer Responsibilities under Health Care Reform Act By Lisa Klinger, J.D. and Guy Wallrath and Paul Lindsay, The Leavitt Group You have heard it, seen it, and have been upset about it—“The Affordable Care Act (ACA).” The issues that surround its implementation are so divisive that some former supporters and co-authors have called for major corrections and or delays in various mandates. Since the matter is so pressing, I am pushing the final installment of our “Five Star Operation” back to address the issues in this article that you may face when dealing with this controversial Act. I asked our Leavitt Benefits experts to give you their analysis in a concise format. While reading, keep in mind that definition and interpretations of the act are changing weekly, if not daily. Staying current on the relevant facts as pertains to your company is your biggest challenge, and we are here to help. Introduction The Affordable Care Act (ACA) imposes certain obligations on “large” employers and not on “small” employers, but the threshold for “large” employer status is defined differently for various provisions in the ACA. A “small” employer with fewer than 50 full-time employees might actually turn out to be a large employer if it is part of a “controlled group” or an “affiliated service group” or if it hires so many part-time and seasonal employees that it actually has more than 50 “full-time equivalents.” There are many tools, calculators, and spreadsheets available to employers to calculate this information to determine actual group size. This article makes the assumption that the employer has examined their records and has determined that they are, in fact, under 50 full-time equivalents. Employer Shared Responsibility While large employers will face potential penalties in 2015 if they do not offer affordable and minimum essential coverage, small employers will not be subject to penalties under the ACA, even if they do not offer or provide health insurance to their employees. For this provision, “small” employers are defined as those with fewer than 50 full-time employees or “full-time equivalent” employees (FTEs). What is Happening to Coverage for Small Employers if They Do Provide Health Coverage? In 2014, coverage that is offered to small employers must meet specified actuarial values. The actuarial value of a plan is a measure of what percentage of allowable benefits under the plan will be paid by the plan and what percentage will be paid by the participant. The actuarial value is a general indicator of a plan’s payment generosity and is intended to help consumers more easily compare health insurance options. Under the ACA, the percentage a plan pays toward the total “actuarial” value of a plan is expressed in levels, called “metal levels.” The four metal levels are: www.pcoc.org / Fall 2013 26 http://www.pcoc.org

Table of Contents for the Digital Edition of PCOC - Fall 2013

President’s Message
Martyn’s Corner
PCOC Expo 2013: A Pictorial Highlight
Expo 2013 Bed Bug Presentation: Control and Management Updates
Overview of NEW California Aeration Plan (CAP)
Calbug Project: Public Needed to Uncover Clues in Natural History Collections
Your Guide to Social Media Startup
Federal Update
Insurance Small Employer Responsibilities under Health Care Reform Act
State Capitol Report Back to Business
Firm Profile Round the Clock Pest Control
Index to Advertisers
Advertiser.com

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