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Showing 7 posts in Employer Mandate.

HIPAA Considerations In The Event Of Employee Death or Incapacitation

The Health Insurance Portability and Accountability Act of 1996, otherwise known as HIPAA, acts in part to provide federal protection for identifiable health information retained by covered entities, which includes most businesses that offer company health plans. While many employers have policies and procedures in place to ensure HIPAA compliance in routine, every day matters relating to the management of employee health data, few employers have developed policies or even considered how to manage protected health information in the unfortunate event of employee death or incapacitation.

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THE ACA AND OSHA ENFORCEMENT

Soon, all employers with 50 or more full-time employees must offer health care coverage to their employees or be fined.  In order to be counted as full-time under the Affordable Care Act (ACA), an employee must work at least 30 hours per week.  Some employers might decide to use more temporary workers and contractors to avoid the employer mandate under the ACA.  In doing so, employers must be aware that still have certain obligations to protect the safety and health of those temporary or contract workers. More >

The Affordable Care Act & Small Business Recap

On February 4, McBrayer and Business Lexington presented a panel discussion on how small businesses can navigate the Affordable Care Act.  Attendees received real-world advice on how to traverse the new landscape of health insurance. A huge thank you to the panelists: Jon Carroll, Beverly Clemons, Betsy Johnson, Cris Miller, and Garry Ramsey.

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Supreme Court To Consider Employers’ Arguments Regarding Contraceptive Mandate

The United States Supreme Court will revisit the Affordable Care Act (“ACA”) requirement that most employers provide contraceptive coverage in employee health insurance plans. On November 26, 2013, the Court accepted two cases which center on the issue, each of which resulted in a different outcome. The ACA currently provides an exemption to certain non-profit religious organizations, but there is no such exemption for private employers. More >

Employer Mandate Delayed

On behalf of McBrayer, McGinnis, Leslie & Kirkland, PLLC More >

Are You Going to Play or Pay? Part II

On Monday, we discussed how to determine if you are a “large employer” for purposes of the ACA’s employer mandate. Once you know whether the mandate is applicable, the next step is to know what you will be signing up for if you decide to “play.”  The mandate requires you to offer “minimum essential health coverage” that is “affordable” to all full-time employees in 2014. Of course, you need to know what these vague terms really mean. Here’s a general description:

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Are You Going to Play or Pay?

The Affordable Care Act (“ACA”) includes an “Employer Mandate” that every employer should understand. Although the mandate will not take effect until January 2014, now is the time to learn about it.  The mandate requires “large employers” to offer health coverage for “full-time employees” (and their dependents) or pay a penalty tax. The system has become known as “play or pay.” While the requirement may appear quite simple, do not be fooled. It requires a complicated analysis and employers will likely need professional advice to decide whether or not they are going to play or pay in the coming year.

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