February 10, 2014
The Internal Revenue Service (IRS) announced on Feb. 10, 2014, that it will delay enforcement of the Employer Mandate as it applies to certain employers and will permit larger employers to offer coverage to a lower number of full-time employees in 2015.
The Patient Protection and Affordable Care Act (Health Care Reform) requires an employer with at least 50 full-time equivalent employees to:
- Offer health care coverage to substantially all of its full-time employees; and
- Offer affordable health care coverage providing minimum benefits to all of its eligible full-time employees.
ILN Today Post
March 6, 2013
Regulators have recently issued a voluminous amount of guidance addressing how employers must comply with the Patient Protection and Affordable Care Act (PPACA).
Much of the guidance addresses the requirement that, effective January 1, 2014, affected employers must offer qualifying health care coverage to all full-time employees or pay a tax. While the regulations have generally been issued in proposed form, there is enough guidance for employers to develop a fairly detailed approach to PPACA compliance. Furthermore, failure to address issues now may subject a business to significant new taxes in 2014. More…
March 4, 2013
This is the fourth Alert in a series designed to help employers understand and address the effects of Health Care Reform on your business so you are in the best position to make decisions in response to these new requirements. Our first Alert dealt with the implementation of the new health flexible spending account limits; our second Alert provided guidance on reporting the cost of health care coverage on Form W-2; and our most recent Alert provided a step-by-step process for determining if your business will be an “applicable large employer” subject to the employer shared responsibility (“pay or play”) requirements in 2014.
At this point, most of the regulatory guidance needed has either not yet been issued or has only been issued in proposed form. Therefore, we will provide the best possible guidance based on existing knowledge.
February 18, 2013
On February 1, 2013, the Centers for Medicare & Medicaid Services (“CMS”) issued long-awaited final regulations with a lengthy preamble (collectively referred to herein as “Final Regulations”) relevant to Section 6002 of the Patient Protection and Affordable Care Act, also known as the “Physician Payment Sunshine Act.” The Final Regulations are available online.
January 24, 2013
The re-election of President Obama and the lack of change in the control of the houses of Congress effectively ensure that the provisions of Health Care Reform will remain in place and will continue along the path of implementation.
This is the third Alert in a series designed to help employers understand and address the effects of Health Care Reform on your businesses so you are in the best position to make decisions in response to these new requirements. Our first Alert dealt with the implementation of new health flexible spending account limits; our second Alert provided guidance on reporting cost of health care coverage on form W-2. At this point, most of the regulatory guidance needed has either not yet been issued or has only been issued in proposed form. Therefore, we will provide the best possible guidance based on existing knowledge.
January 17, 2013
By Greta Ravitsky
I wrote the January 2013 edition of Take 5: Views You Can Use, a newsletter published by the Labor and Employment practice of Epstein Becker Green.
In it, I summarize five actions that hospitality employers should consider taking in 2013 as the DOL steps up its audit efforts under the leadership of the reenergized Obama administration,
- Assess the Workforce
- Choose Whether to “Pay” or to “Play”
- Evaluate Existing Wellness Programs and/or Implement New Wellness Programs to Enhance Employees’ Health Profiles and to Avoid or Minimize the “Cadillac Tax”
- Understand and Be Ready to Comply with New Tax-Related Changes and Requirements
- Conduct Self-Audits to Ensure Compliance
January 4, 2013
Please join Epstein Becker Green’s Health Care & Life Sciences and Labor & Employment practitioners as we continue to review the Affordable Care Act and its ongoing impact on hospitality employers and their group health plans.
In less than a year, hospitality employers employing at least 50 full-time employees will be subject to the Employer Shared Responsibility provisions. Under these provisions, if hospitality employers do not offer health coverage or do not offer affordable health coverage that provides a minimum level of value to their full-time employees, they may be subject to a tax penalty under the proposed regulations just issued by the Internal Revenue Service.