I wanted to share my story since so many people were affected by what just happened to myself and my coworkers yesterday. I was hired in as a full-time non-career employee. This meant that I had the ability to work 40 hours a week while learning about working for the State Of Michigan while I…
There are a few reasons you may not be offered coverage under the employer mandate.
Per Diem employees can be considered full-time employees under the ACA if the work over 30 hours on average a year. Employers can use a look-back period of up to 12 months and reasonable methods of crediting hours to determine eligibility of full-time employees for health insurance. If an employee works more than 30 hours a week on average (or 28 as a safe harbor) they must be offered coverage as long as they maintain full-time status.
The mandate is meant to ensure that large employer provide coverage that cost no more than 9.56% of household income.
Employer requiring I join their group plan or be fired.
The Employer Mandate / Employer Penalty The ObamaCare Employer Mandate / Employer Penalty, originally set to begin in 2014, was delayed until 2015 / 2016. ObamaCare’s “employer mandate” is a requirement that all businesses with 50 or more full-time equivalent employees (FTE) provide health insurance to at least 95% of their full-time employees and dependents up…
We explain the Trump administration plan to roll back the mandate for employers to provide plans that cover birth control.
Can an employer mandate a waiting period before employees are eligible for Insurance coverage based on length of employment.
The Trump administration had attempted to weaken the ACA’s contraceptive mandate for employers. However, a California federal district court judge issued an injunction. However, according to CNN, “the injunction only applies in the coalition of 13 Democratic states, plus the District of Columbia, that brought the lawsuit.” In other words, states with Republican leadership and…
Repealing the individual mandate means from 2019 forward there is no fee for not getting covered. This can be good for those who don’t want coverage, but will likely raise costs for everyone else.
Anyone taking Trump and the GOP literally could be in for a shock. ObamaCare’s mandate and fee are repealed by the 2017 Tax Act, but not until 2019.
The Trump administration will expand exemptions to an ObamaCare rule requiring employers to provide plans that cover birth control.
We explain Trump’s executive order on ObamaCare’s individual mandate (the fee for not having insurance) and the employer mandate (the fee for not providing coverage to full-time employees).
It is likely Republicans will repeal both the individual and employer mandates, but for now we should assume they will remain in place until 2018.
There are a number of measurement periods an employer can use and methods of accrediting hours that allow employers to deal with termination, new hires, and re-hires. This allows employers to accurately address full-time and FTE employees in a number of common and uncommon situations.
When calculating the fee for the employer mandate you would subtract 30 full-time employees from full-time employees (with each 30 FTE hours counting as one employee for purposes of the mandate).
Employees can get free contraceptive coverage on employer plans, even if an employer is exempt from offering contraception for religious reasons. Coverage is provided through a third party and is not provided by the employer.
If a dependent has access to affordable employer sponsored coverage they can’t get ObamaCare’s cost assistance, but can qualify for Medicaid / CHIP.
Under the employer mandate no employer can force an employee to accept coverage, an employer may have to offer, but the employee can always decline.
If the Supreme Court rules against ObamaCare’s subsides the GOP has offered to allow subsidies to continue until 2016, in exchange for gutting the mandates. This isn’t the only proposal we have seen from the GOP in this regard, but is instead it is the common theme behind a number of different GOP based ideas.…
5.8 million of 6 million firms have over 50 employees. Only 0.2% of small business who have over 50 don’t already provide coverage (or about 10 thousand firms).
An employer can’t refuse coverage to a full-time employee, regardless of job classification, however they can credit hours in such a way that it may not qualify you.
An employer can’t pay for a plan an employee choses if they have to comply with the employer mandate, but can reimburse a group plan.
Employer payment plans are valid under the ACA, count as group health plans, and are subject to market reforms (no pre-exiting conditions, no dollar limits, etc).
Employers can use Health Reimbursement Arrangements (HRAs), Employer Payment Plans, and Flexible Spending Accounts (FSAs) to save money on healthcare. We take a look at healthcare arrangements to find out how they can benefits employers and employees alike. We will also look at how they affect employer and employee taxes and penalties. It’s important to understand…