Source: http://slideplayer.com/slide/4222732/
Timestamp: 2018-02-22 07:43:32
Document Index: 126478735

Matched Legal Cases: ['§ 4980', '§4980', '§4980', '§6051', '§6055', '§6056', '§49801']

The Affordable Care Act and Employers Key Concerns on Compliance Tuesday October 8, :00 p.m. Eastern / 10:00 a.m. Pacific. - ppt download
The Affordable Care Act and Employers Key Concerns on Compliance Tuesday October 8, 2013 1:00 p.m. Eastern / 10:00 a.m. Pacific.
Published byAiden Kinchen Modified over 2 years ago
Presentation on theme: "The Affordable Care Act and Employers Key Concerns on Compliance Tuesday October 8, 2013 1:00 p.m. Eastern / 10:00 a.m. Pacific."— Presentation transcript:
1 The Affordable Care Act and Employers Key Concerns on Compliance Tuesday October 8, 2013 1:00 p.m. Eastern / 10:00 a.m. Pacific
2 Please send your questions during or after today’s event to: erice@namm.org
3 Jim Goldberg Goldberg and Associates, PLLC Principal
4 Neil Trautwein National Retail Federation Vice President Employee Benefits Policy Counsel Government Relations
5 www.nrf.com Health Care Reform – What You Need to Know Key Concerns on Affordable Care Act Compliance October 8, 2013
6 www.nrf.com KEY CONCERNS Introduction Urgency of Implementation Timeline
7 The time to implement is (still) now! US Supreme Court upheld the constitutionality of the ACA in 2012. Divided Congress makes repeal impossible. But, key changes are gaining momentum. Re-election of President Obama means implementation of the ACA will move forward. But, the Obama Administration has announced a one-year delay of employer mandate and reporting requirements.
8 Key effective dates for employers ► Reporting value of health care benefits on Form W-2 (first due by January 31, 2013) ► Patient-Centered Research Outcome Institute (PCORI) fee (first due July 31 of calendar year following plan year ending on or after October 1, 2012) ► State-based health insurance exchanges ► Individual mandate ► Premium tax credits ► Employer mandate ► Medicaid expansion ► Additional insurance market reforms ► Health insurers’ fee ► Employer reporting to the IRS and employees (first due by 1/31/2015) ► Reinsurance fee ► Branded prescription drug fee ► Limitation on over-the-counter drugs for FSAs, HSAs and HRAs ► Increased tax on non-medical withdrawals from HSAs ► Increase Medicare payroll tax by 0.9% on earned income ► 3.8% tax on unearned income ► Eliminate deduction for retiree drug costs covered by Medicare Part D subsidy ► Excise tax on medical device manufacturers ► Fair Labor Standards Act notices to employees (pending issuance of Department of Labor regulations) ► $500,000 compensation deduction limitation for health insurance issuers ► Immediate health insurance individual market reforms ► Medicare Part D “donut hole” relief begins 2010201220112013 2014 201820172020 ► 40% excise tax on high-cost health plans ► Medicare Part D donut hole closed Coverage expansions take effect ► States may open Exchanges to large group market
9 www.nrf.com October 1 FLSA Requirement Employers must inform employees of (1) existence of exchange coverage and (2) potential availability of exchange subsidies, (3) subject to availability of employer-provided coverage. No Fair Labor Standards Act penalties attached! Why important nevertheless.
10 www.nrf.com What is still coming? ► State-based health insurance exchanges ► Individual mandate ► Premium tax credits ► Employer mandate ► Medicaid expansion ► Additional insurance market reforms ► Health insurance tax / other industry taxes / pass-through ► Employer reporting to the IRS and employees (first due by 1/31/2015) ► Reinsurance fee / PCORI fee ► REMEMBER: it is only a one year delay!!
11 www.nrf.com COMPLIANCE ADVICE 2013-2015 Small Employers Larger Employers
12 www.nrf.com Smaller employers should: Identify by size whether tax penalties may apply in 2015 50 employee threshold for applicable “large employer” Part-time hours are considered if full-time employees (30 hours+) are below 50. Consider whether multiple locations (tax code control group rules) may make you an applicable employer. Expansion plans should consider potential future ACA issues. Consult with benefit advisors on plan structure and ACA requirements applicable to employers of all sizes – e.g. job status and wage information reporting.
13 www.nrf.com For truly large employers, an integrated implementation approach is essential The ACA creates a business issue, not just a benefits issue, requiring coordination between HR, Tax, Finance, and IT Direct and indirect costs must be quantified to budget and plan for gradual changes Systems and processes need to be established to prepare for significant IRS reporting requirements Shareholders, boards, and audit committees want to understand the costs and tax liabilities, and the plan for minimizing the exposure Employee education on health plan options is extremely important Timely responses to Exchange notifications can preserve appeal rights How much time and money has been expended toward ACA compliance. Can this be paused? Or, will companies proceed ahead?
14 www.nrf.com EMPLOYER PENALTIES UNDER IRC § 4980H Size and full-time determination The “look-back” Critical elements to consider Calculation of penalty Practical example: 500 full-time employees Other considerations supporting offer of coverage Options
15 How Many Full-Time Employees are Required to Make Me Subject to Penalties? If < 50 Part-Time Hours/120 = FTE (full-time equivalent) If FT + FTE > 50 Business is subject to ACA penalties If FT + FTE < 50 Business is not subject to ACA penalties If > 50 Business is subject to ACA penalties
16 www.nrf.com Who Must I Offer Coverage To? Full-Time Employees Not Part- Time Not Seasonal Not Temporary Dependents
17 www.nrf.com Who Must I Pay For? Full-Time Employees Not Dependents Not Part-Time Not Temporary or Seasonal
18 www.nrf.com Who is Full-Time? 30 hours per week per month on average If hired as full-time, waiting period can be no longer than 90 days Can “look-back” as much as one year in exchange for an equal period of coverage
19 www.nrf.com Calculation of coverage excise tax ► A large employer that does not offer coverage to its full-time employees and their dependents may face a tax of: ► $2,000 x the total number of full-time employees minus the first 30 FT employees if at least one FTE is receiving a premium assistance tax credit Tax for unaffordable coverage IRC IRC §4980H(b) ► A large employer that offers coverage to their full-time employees and their dependents, but the coverage is unaffordable to certain full- time employees or does not provide minimum value may face a tax of: ► The lesser of $3,000 x the number of FTEs receiving a premium assistance tax credit or $2,000 x the total number of FTEs, minus the first 30 FT employees Tax for no coverage IRC §4980H(a)
20 www.nrf.com Possible Compliance Strategies All in: satisfy (a) and (b) penalties. –Cost, complexity, low wage employees? Part-way in: satisfy (a) but not (b) penalties –Lesser cost, employee confusion? All out: pay (a) penalties –Less competitive for employees? Public relations. More time now to plan and test strategy
21 www.nrf.com EXCHANGES, COMMUNICATION & IRS Exchanges States and Medicaid Eligibility Communication Employer reporting and data collection
22 The Affordable Care Act (ACA) depends on states to establish Health Insurance "Exchanges" (now called “Markets”), which are virtual marketplaces intended to make it easier for individuals and small employers to shop for, compare, and enroll in health insurance coverage. Individuals and certain businesses (100 or fewer FT employees) can purchase health insurance coverage through Exchanges or Health Insurance Markets beginning in 2014. Health Insurance Exchanges OR States will establish both an individual exchange (Exchange) and a small business exchange (SHOP Exchange) The federal government will establish a default exchange or hybrid federal-state exchange Private exchanges and the outside market may also be available for employers of all sizes. OR Insurance premiums and out-of-pocket responsibility are varied along a “metal” scale: Platinum, Gold, Silver, and Bronze. For example, platinum coverage will have the most expensive insurance premium but the least amount of out-of-pocket financial responsibility. Bronze coverage has the lowest premium but greatest out-of-pocket responsibility.
23 www.nrf.com Exchange issues for Employers Employee applications to exchanges Will employers be the “bad guy” if an offer for qualifying coverage in 2015 makes an employee ineligible for exchange subsidies? The reporting obligations – delayed until 2015 – are substantial. Use 2014 to build and test systems!
24 Summary of annual employer reporting requirements to the Treasury and IRS Provision IRC §6051 IRC §6055IRC §6056 Applies to: Employers that offer coverage under a group health plan Health insurance issuers, government agencies, employers that sponsor self- insured plans, and other persons that provide minimum essential coverage to an individual Large employers who are subject to employer responsibility coverage excise tax under 4980H Due by: January 31, 2013, annually thereafter January 31, 2015, annually thereafter Data elements include: Aggregate cost of employer-provided coverage includes both the portion paid by the employee and employer; cost of coverage may be calculated using the COBRA premium, the premium charged for an insured plan, or other methods permitted by IRS Detailed information, including: ► Name, address, TIN of insured and all others covered under the policy ► Dates of coverage ► Whether coverage is a qualified health plan (QHP) offered through an Exchange ► For QHPs offered through an Exchange, the amount of cost- sharing subsidies or PTCs received For employer-sponsored coverage: ► Name, address and employer ID number of the employer maintaining the plan ► The portion of the premium paid by the employer ► Statements to individuals Detailed information, including: ► Length of any waiting period ► Months during the year for which coverage was available ► Monthly premium for the lowest-cost option ► Employer’s share of total allowed cost of benefits ► The name, address and TIN of each full- time employee during the calendar year and the month (if any) during which such employee (and any dependents) were covered ► Similar information reported to each employee
25 www.nrf.com ADDITIONAL TAXES PCORI fee Transitional reinsurance fund fee High dollar plan excise tax Increase in Medicare taxes, unearned income
26 www.nrf.com Additional employer taxes and fees Employers are subject to the following additional taxes and fees: Excise tax equal to $100 per day per individual to whom the failure to comply with ACA and HIPAA requirements relates. Beginning in 2013, additional 0.9% hospital insurance tax imposed on wages and self-employment income in excess of $250,000 on joint returns, $125,000 for married taxpayers filing a separate return, $200,000 in all other cases. – 3.8% Medicare tax on unearned income. Per capita PCORI fee ($1 in fiscal 2013; $2 thereafter through 2019) that funds the Patient-Centered Outcomes Research Institute ( PCORI ) Beginning January 2014, per capita fee of $63 that funds a transitional reinsurance fund. Beginning in 2018, 40% excise tax on the value of health plan coverage that exceeds certain dollar thresholds under IRC §49801.
27 www.nrf.com ADDITIONAL CONCERNS Age Rating Band Constriction Insurance Market Reform
28 www.nrf.com The Affordable Care Act (ACA) will fundamentally reshape how people buy health insurance coverage, particularly those who obtain coverage from a small employer or buy coverage on their own. States will continue to regulate insurance companies, but now to new stringent federal standards. Access to coverage will improve for those unable to obtain coverage before, but coverage costs likely will increase for others. Health Insurance Market Reform Effective in 2010 Lifetime dollar limits on benefits for any participant or beneficiary prohibited Annual dollar limits on benefits for any participant or beneficiary phase out by 2014. All group plans must cover dependents up to age 26. All group plans must comply with nondiscrimination rules [IRS 105(h)] that prohibit better benefits for highly compensated individuals. Preexisting condition exclusions for children 19 or under prohibited. Preventative services must be covered without cost-sharing. Emergency services must be covered on an in-network basis regardless of network status of medical provider.
29 Effective in 2012 All group plans must provide the new Summary of Benefits and Coverage 2 document that combines a “plain language” explanation of benefits and specific examples of benefits available under the plan. Effective after September 2012. Effective in 2014 Coverage must be offered on a guaranteed issue 3 basis in all markets and also be guaranteed renewable 4. The individual mandate seeks to counter risk selection issues created by guaranteed issue requirements. Exclusions based on preexisting conditions would be prohibited in all markets. Annual and lifetime limits fully prohibited. Maximum allowable waiting period is 90 days. All coverage subject to strict modified community rating standards, increasing costs for younger, healthier populations. - Premium variations only allowed for age (3:1 ratio), tobacco use (1.5:1), family composition and geography. Wellness incentives may vary insurance premiums by 30% - HHS allowed to increase variance to 50%. Catastrophic-only coverage allowed for age 30 and younger.
30 Perils of Age Rating Band Compression
31 www.nrf.com Contact info: Neil Trautwein Vice President, Employee Benefits Policy Counsel TrautweinN@nrf.com Materials are also available at www.retailmeansjobs.com/healthcarewww.retailmeansjobs.com/healthcare
32 Thanks for Joining Our Webcast Stay Tuned for Updates and Information at “Public Affairs” on NAMM.ORG
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