Tip Tuesday! Deadline for Submitting Information for Transitional Reinsurance Program Extended to 12/19/2014 -Clarification

By Larry Grudzien

Clarification:

This extension only applies to reinsurance insurers and not to health plans.  The deadline for employer health plans remains December 5, 2014.

Today  CMS extended deadline for contributing entities to submit their 2014 enrollment counts for the transitional reinsurance program contributions under 45 CFR 153.405(b).  The deadline has now been extended until 11:59 p.m.  EST on December 19, 2014.  The January 15, 2015 and November 15, 2015 payment deadlines remain the same.

For a copy of the announcement, please click on the link below:

https://www.regtap.info/uploads/library/DDC_InitialDataSubmissionDeadlineAdjustment_5CR_120514.pdf
  

4 keys to calculating full-time employees under Affordable Care Act

By Sheryl Southwick

Employers have 11 months to nail down just how many full-time employees they have before Obamacare’s employer mandate kicks in. The problem is, the law’s formula is tricky. To help with the math, 15-year benefits compliance vet Sheryl Southwick has some advice for employers.
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Under the Affordable Care Act’s (ACA) shared responsibility provision, a large employer (who employs at least 50 full-time equivalent employees on average) must offer affordable medical coverage to at least 95% of its full-time equivalent employees and their dependent children age 26 or younger — or face stiff penalties.
But who exactly is a “full-time equivalent employee?” Under the ACA rules, generally an employee is considered full-time if he or she is reasonably expected to work on average at least 30 hours per week, or 130 hours per month. Variable hour and seasonal employees may also be considered full-time under the new ACA rules.

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2 Obamacare strategies the feds kill in new guidance

By Jared Bilski

The feds’ latest health reform guidance contains some unwelcome news for employers.
That’s because the Treasury, Department of Health and Human Services (HHS) and the Department of Labor’s (DOL) latest guidance specifically prohibits two strategies that a number of firms had been using to curb healthcare costs.
Here’s what the feds’ recent FAQ — the 22nd document in the series — says employers can’t do:

1. Offer cash to employees

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Here’s a look at Millennials that might surprise you

By Tim Gould

Those so-called Millennials might not be the selfish slackers they’re often described to be.  

The standard narrative is that these 18-to 30-somethings are lazy, feel entitled and don’t have good work ethic. But a recent survey from Bentley University in Massachusetts says different.

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Tip Tuesday!. . . Better Not Cry; Better Not Use a Three Month Measurement Period, We’re Tellin’ You Why

By R. Pepper Crutcher, Jr.

The preamble to the IRS Employer Shared Responsibility Cost final rules said, “Under the look-back measurement method for ongoing employees, an applicable large employer member determines each ongoing employee’s full-time employee status by looking back at a standard measurement period of at least three months but not more than 12 months, as determined by the employer.”  79 Fed. Reg. 8,554 (Feb. 12, 2014).  Addressing comments about the three month measurement period, the preamble further said:

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The single health condition that costs employers $175 billion a year

By Tim Gould

If your wellness program doesn’t have a component that’s dedicated exclusively to preventing and managing diabetes, you’ll probably want to add one soon.  

If your wellness program doesn’t have a component that’s dedicated exclusively to preventing and managing diabetes, you’ll probably want to add one soon.

That’s one of the major takeaways from a recent comprehensive report on the impact of diabetes.
It’s no secret that diabetes is a condition that can wreak havoc on employees’ health — and employers’ bottom lines.

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Tip Tuesday! Can Employers Pay for Employees in Exchanges? No.

By Keith McMurdy

On November 6, the DOL issued FAQ Part 22, which directly addresses some recent efforts by employers to reimburse employees for participation in the exchange through Code Section 105, or through some type of other arrangement.  Here are the questions, with shortened answers.  For a complete copy of the notice, click this link.

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