Eighty-nine pages of proposed regulations confirm that employers may not impose a group health plan waiting period of more than 90 days. No surprise there – the prohibition already was set forth in the 2010 health care reform law. A waiting period that provides for coverage to start on the first day of the month following 90
Health Care Reform
Health Care Reform – Minimum Value Calculator Available
Last week, the Department of Health and Human Services (“HHS”) and Internal Revenue Service (“IRS”) released a minimum value calculator to determine whether the percentage of the total allowed costs of benefits provided under a group health plan is at least 60% – a requirement in order for the employer plan to be treated as…
Government Proposes Expanded Relief From Contraceptive Mandate
As explained in an earlier post, the 2010 health care reform law requires health plans to provide women’s preventive care and services without cost sharing. Regulations issued August 1, 2011 included all FDA-approved contraception for women in the definition of women’s preventive care and services. That includes abortion and abortifacient drugs (like the so-called…
Employer Relief – Extension for Issuing Health Care Reform Exchange Coverage Notice
As expected, the government issued guidance (in the form of frequently asked questions posted on the Department of Labor’s website) postponing the due date for employers to issue notices regarding the availability of health coverage under state exchanges.
Under the 2010 health care reform law, a provision added to the Fair Labor Standards Act requires…
Health Care Reform Resource Center
We are pleased to announce the launch of Jackson Lewis’ Health Care Reform Resource Center. Our Resource Center provides one convenient place for you to obtain key health care reform-related law, agency guidance, Jackson Lewis articles and related information. We hope you find this resource helpful.
IRS Releases Proposed Regulations on Employer Penalty under Health Care Reform Law
The IRS released proposed regulations last week that amplify and modify earlier guidance issued on the 2010 health care reform law’s employer penalty provision.
Highlights of the proposed regulations include:
- For purposes of determining whether an employer has the threshold 50 full-time employees, an employer can use any consecutive 6-month period in 2013, instead of
…
The DOL Has Started Auditing Group Health Plans for PPACA, as well as GINA and Wellness Program Compliance
The DOL has begun to audit PPACA compliance, is your plan ready?
Continue Reading The DOL Has Started Auditing Group Health Plans for PPACA, as well as GINA and Wellness Program Compliance
More Health Care Reform Fees – Redistribution of Risk
Employers wrestling with how to budget for the additional costs associated with the 2010 health care reform law have one more cost to consider: the “transitional reinsurance program” fee. Barely discussed in the public forum up to now (probably because the amount per plan was not determinable), the government has clarified how this fee could impact…
How Employers Can Approach Health Care Reform’s Shared Responsibility Penalty
Many employers put off making plans to deal with the employer shared responsibility penalty provision of the 2010 health care reform law until after the November elections. With President Obama’s re-election and no real possibility of legislative repeal, procrastinating further would be ill-advised. Employers need to understand now the way the penalty can be triggered…
Proposed Wellness Regulations Would Raise Maximum Rewards, Among Other Changes
Federal agencies (IRS/HHS/DOL) issue proposed regulations concerning wellness programs…
Continue Reading Proposed Wellness Regulations Would Raise Maximum Rewards, Among Other Changes