Objectives of the Presentation
This webinar will describe the top ten traps for the unwary that are buried in health care reform. The first of these traps relates to COBRA. This webinar will describe how some employers may think they are helping employees by paying for COBRA for a few months, but in fact, they may be hurting the employees. The next trap is about individual health insurance policies. The webinar will discuss the latest guidance related to employer payments for individual health insurance policies and the looming Cadillac tax.
This webinar will discuss the Cadillac tax, which has now been delayed until 2020, the current political environment related to efforts to repeal or modify the tax and strategies for avoiding the tax. The change in definition of a small employer in some states is another trap for the unwary. Fortunately, states now have the option to keep the old definition, but not all states are doing so. The certifications that must go on the new Form 1094-C, due at either the end of February or the end of March, depending on whether an employer is filing electronically, is going to take some employers by surprise.
This webinar will describe the rules employers must have followed to be eligible for transition relief based on either the number of employees or the start of the plan year. There are also rules regarding affordability that too many employers do not understand. This webinar will describe the pros and cons of the different safe harbors for affordability-W-2, rate of pay and federal poverty level. There are rules regarding the use of staffing companies that employers must follow to avoid problems. Misclassifying employees as independent contractors has always been an issue; however, the penalties under health care reform make it a potential disaster. The rules regarding the definition of a full-time employee are complex and many employers are still wrestling with them.
This webinar will describe the rules related to measurement, administrative and stability periods that apply for new hires, who are part-time, seasonal or variable hour employees and the measurement, administrative and stability periods for ongoing employees. The new reporting requirements are burdensome and the transmittal form due at either the end of May or the end of June is much more complicated than most IRS transmittal forms. This webinar will describe the new reporting requirements that apply to large employers and self-funded health plans, including which employers must report, the employees for whom they must report, the forms that must be filed and the deadlines for reporting.
Why Should you Attend
The rules regarding health care reform (the Affordable Care Act-ACA) are constantly changing. Employee benefit professionals need to keep up with the latest developments, including regulatory changes. Compliance is not optional and what you don't know can hurt you!
Some of the new regulations apply to or will affect virtually all employers. Do you know if you are a large employer subject to reporting requirements and penalties? Do you know about the penalties that could be imposed on employers that do not offer minimum essential coverage to virtually all full-time employees? Do you know about the penalties that could be imposed on employers that do not offer minimum value, affordable coverage to all full-time employees? Do you know if you are an employer subject to these penalties? Penalties are triggered when employees receive subsidies in the new Exchanges (Marketplaces). Do you know the rules regarding when employees can and cannot receive subsidies? Are your independent contractors really independent contractors or are they your employees? If you have 50 to 99 employees, did you qualify for transition relief (it is not automatic)? If you have a non-calendar year plan, do you qualify for a delayed effective date for penalties? Do you know which benefits you offer are subject to health care reform rules and which benefits are not? Do you know the pros and cons of each affordability safe harbor? Have you established your measurement and stability periods for all employees? Are you ready to comply with the reporting requirements? Have you been reimbursing employees for individual health insurance policies? If so, you need to stop right away!
Who can Benefit
- Health care reform
- Definition of a large employer
- Transition relief
- The definition of full-time employee
- Reporting requirements
- Vice President of Human Resources
- Director of Compensation & Benefits
- Benefit Manager
- Benefit Specialist
- Insurance Agent
- Insurance Broker
- Employee Benefits Consultant
- Group Insurance Representative