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Thousands of businesses took a wait-and-see attitude towards the
Patient Protection and Affordable Care Act ("ACA"),
believing that the Supremes would eventually invalidate the ACA.
Well, they didn't and whether you agree or disagree with the
decision upholding the ACA's constitutionality, it's time
to take the proverbial head out of the sand and act. The full law
goes into effect in 2014 and employers who don't start
preparing now may very well find themselves in a "taxing"
situation.
To meet the numerous ACA mandates that will unfold over the next
few years, businesses should focus on the three C's –
communication, compliance, and cost control. Employers should plan
now for how they will capture and store employee data, organize it
in a reportable form to the government and ensure compliance with
all reporting requirements. Keep in mind that the ACA requires much
more than a few report filings and company-wide health insurance
audits.
Even if the ACA does not apply to your company because you have
fewer than 50 employees, consideration should be given to the tax
credits and improved small business growth opportunities available
if you do comply. Even if you think that your current health care
plan is "grandfathered," understand that the employer
mandate is tricky and retaining grandfathered status is not so
easy.
If the sand is looking mighty tempting to burrow in for just a
little while longer, remember that 2014 is less than eighteen
months away ....
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A female employee traveling for her employer met a "friend" and at her motel room with him became "injured whilst engaging in sexual intercourse when a glass light fitting above the bed was pulled from its mount and fell on her."
The "just cause" standard has long been a cornerstone of traditional labor law (under many collective bargaining agreements, employees generally cannot be discharged except with "just cause").
The Affordable Care Act provides employees who are not offered health coverage by their employers with the option of purchasing health coverage through new health insurance marketplaces (also known as health insurance exchanges) that will operate in every state.
Beginning in 2014, the Affordable Care Act will require "large" employers to offer their full-time employees healthcare coverage that meets certain standards or pay a penalty.
The Affordable Care Act’s employer shared responsibility rules will require large employers to make an offer of minimum essential coverage to at least 95% of their full-time employees or pay a non-deductible excise tax on all their full-time employees.
The Defense of Marriage Act (DOMA) defines marriage at the federal level as a legal union between one man and one woman and excuses states from any obligation to recognize same-sex marriages recognized in any other state.
Employers have until October 1, 2013, to provide notice to current employees of coverage options available through the Health Insurance Marketplace established under the Affordable Care Act.
Issues After The Election
