ACA’s Play-Or-Pay Safe Harbors And Guidelines: How To Determine If You Have To Pay
|Date / Time:
The countdown to the federal government's individual mandate under the Patient Protection and Affordable Care Act is on. The mandate takes effect in January 2014 - and that's when play or pay takes effect, too.
The ACA's play-or-pay provision mandates that employers with 50 or more full-time-equivalent employees must offer group health benefits to full-time employees working, on average, 30 or more hours per week - or potentially pay a penalty. Even if you offer to coverage to such employees, you could still pay a penalty if the coverage is not affordable or doesn't provide minimum value.
That leaves less than a year for affected employers across the country to identify who is full time, notify those employees, and enroll them in coverage within that timeframe.
Recently, the Internal Revenue Service issued safe-harbor guidance to help employers identify full-time employees for purposes of calculating any penalties due under the shared responsibilities/play-or-pay provisions. Safe harbors have also been issued to help employers determine whether coverage is affordable or not and proposed rules have been issued defining when coverage provides minimum value.
Don't get caught off guard - get up to date on the latest information, learn how to stay in compliance, and start preparing your organization and your employees now.
Participate in this interactive webinar, and you'll learn:
- Who is an applicable large employer and how to determine if you are subject to the new rule
- What the penalties are for non-compliance
- Who is considered a full-time employee for purposes of the rule
- Applicable measurement periods under the safe harbor
- Subsequent stability periods during which employees must be treated as full-time or not
- How safe harbor impacts employers with plans that don't operate on a calendar year
- How intermittent or temporary employees should be treated
- Who is considered a seasonal employee
- What happens in terms of measurement when an employee terminates employment and is later rehired
- If it's okay to impose a waiting period without being subject to a penalty
- What happens if an employee waives coverage
- Differences in how you must treat new hires and ongoing employees
- When coverage is considered affordable and provides minimum value
You'll get real-world guidance on meeting emerging health-care reform compliance challenges, all without leaving your office, in just 90 minutes. Register now risk free for this informative and timely event.
About your Speaker:
Attorney Ashley Gillihan is a member of Alston &Bird LLP's Employee Benefits and Executive Compensation and ERISA Litigation Groups. Mr. Gillihan focuses his practice exclusively on health and welfare employee benefit compliance and litigation issues for employers, health plan administrators, and other health and welfare benefit plan service providers. He also has extensive experience assisting financial institutions and insurance companies who serve as Health Savings Account trustees or custodians.
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All US States: 1.5
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