During a 90 day or less waiting period for employer health insurance you should keep your current insurance, get COBRA, or get a Marketplace plan.
For some purposes of the ACA a temp agency and the client may be a joint-employer. A joint or primary employer must comply with the employer mandate.
If your business has over 50 full-time equivalent employees full-time employees must be offered coverage. Since it seems you will end up having to offer coverage it would be smart to include benefits
Insurers can charge a group health plan as a whole more based on health status, but not individuals or families. The law doesn’t actually protect groups of people for being charged more
It is not true that a restaurant can make you wait 52 weeks for insurance, large employers must offer coverage to all employees with over 30 hours. The max waiting period is 90 days.
If you have access to an employer health plan you can’t get ObamaCare’s subsidies, you can keep the plan without subsidies or switch to an employer plan.
If you get a job that offers health insurance you’ll want to drop your ObamaCare cost assistance and most likely want to switch to the employer plan.
When you lose employer coverage you can either enroll in Health Insurance Marketplace coverage or get COBRA.
You can continue COBRA for your allotted time until you elect to obtain coverage from another source including another employer.
Employers must give employees at least a 30 day notice prior to recession of a health plan and a 60 day notice for material benefit changes.
Employees of a small business can be covered under a group health plan provided by the business if the business chooses to offer one, but small business owners need to get a private health plan and can’t use the group health coverage provided by the business.
You’ll find form 1095-C here. The 2015 draft should be released before the official version, but we don’t have an exact date on either.
Your employer has to offer coverage, but you do not have to accept coverage. You can refuse coverage for a dependent or drop a dependent from the plan.
If you or a family member have access to employer coverage they must take employer coverage and can’t get cost assistance under ObamaCare.
An employer can offer coverage to an employee and the employee can simply decline coverage. The mandate says an employer has to offer coverage, not that an employee has to accept it.
Grandfathered employer group plans established before March 23, 2010 can discriminate prices based on gender and don’t have to follow the ACA’s rules.
If you are reimbursing an employee for individual Marketplace coverage you don’t have to apply for the exemption for this until after June 30, 2015.
If you are losing employer coverage you can switch to Marketplace coverage by enrolling in the Marketplace no less than 15 days before employer coverage ends.
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.
Under ObamaCare HHS eliminated composite ratings which allowed group plans to charge uniform premiums and now must use individual rates or state specific versions.
A qualifying employer must offer health coverage regardless of what other coverage options an employee has.
Employers can have a 90 waiting period for new hires, but if they are required to provide coverage must provide it every month or pay a monthly fee.
Typically an employer pays 50% of an employee premium. They must do this to meet ACA requirements and claim a tax credit
If an employer offers a wellness program and you don’t participate, and thus your premium is “unaffordable” you can use the Marketplace.
There are a few reasons you may not be offered coverage under the employer mandate.