Federal Courts Issue Conflicting Rulings on Subsidies in Federal Exchanges

On July 22, 2014, two federal appeals courts—the District of Columbia Circuit Court and the 4th U.S. Circuit Court—issued inconsistent rulings on the availability of subsidies in states with FFEs.

In the more prominent of the two (because of the potential ramifications to the Affordable Care Act), the D.C. Circuit Court ruled in a 2-1 opinion that the IRS cannot authorize subsidies in states that use federally funded exchanges.

However, the 4th Circuit Court unanimously upheld the availability of the ACA’s subsidies in states that use federally funded exchanges.

You can read more about the rulings and their impact on employers in the bulletin below.

Federal Courts Issue Conflicting Rulings on Subsidies in Federal Exchanges

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Supreme Court Rejects Contraceptive Mandate for Some Companies

On June 30, 2014, the U.S. Supreme Court issued its ruling in two related cases challenging the Affordable Care Act’s (ACA) contraceptive coverage mandate. In these cases, three closely held for-profit corporations—Hobby Lobby Stores, Mardel and Conestoga Wood Specialties—argued that they should not be required to comply with the contraceptive mandate because covering certain types of contraceptives under their health plans violates their sincere religious beliefs.

The ruling was in favor of these companies.  For more information, please read the document below.

Supreme Court Rejects Contraceptive Mandate for Some Companies

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2015 Health Care Reform Compliance Checklist

As we all continue planning for the 2015 plan year, it is important to know what you need to do to stay in compliance with the Affordable Care Act.  This health care reform compliance checklist can help you do just that.

Included in the document below is information on:

  • Grandfathered plan status
  • 2015 cost-sharing limits
  • Flexible Spending Account contributions
  • Reinsurance fees
  • HIPAA certification
  • Employer penalty rules
  • What establishes a company as a large employer
  • Determining your large employer status
  • What allowances are given to medium-sized employers
  • Transition relief for non-calendar year plans
  • Monthly measurement period guidelines
  • Look-back measurement period guidelines
  • Affordability of coverage (the 9.5% rule)
  • Minimum value plans
  • Reporting of coverage

As you can tell, there is a lot to get ready for.  You do not want to be on the outside looking in on these things, so make sure you are in compliance.  While there are a lot of rules to consider, they all can be managed.

If you would like to discuss further, feel free to contact us.

Health Care Reform 2015 Compliance Checklist

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When to Begin Tracking Employee Hours for Affordable Care Act Purposes

One of the most common questions we get is related to tracking employee hours for health insurance eligibility under the Affordable Care Act.  When to begin tracking the hours and how long to track them are important things to consider when determining whether your employees are considered full-time.

Back in February, the IRS published final regulations on the employer shared responsibility rules (another post in this subject can be found here).  The brief linked below details more information, such as:

  • Which companies must track employee hours (do small employers have to track hours?)
  • How to identify full-time employees
  • What is the Monthly Measurement Method
  • What is the Look-back Measurement Method
  • When to begin tracking employee hours for both calendar year plans, and non-calendar year plans

Getting the measurement period correct is crucial to making sure you are offering benefits to the right people, which will keep you out of trouble.

Contact us if you would like to discuss further.

Pay or Play Penalty – When to Begin Tracking Employee Hours

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Supreme Court Hears Religious Challenge to Contraceptive Coverage Mandate

On March 25, 2014, the U.S. Supreme Court heard arguments in two related cases challenging the Affordable Care Act’s contraceptive coverage mandate. In these cases, for-profit businesses argue that they should be exempt from the contraceptive coverage mandate based on their religious beliefs. This Health Care Reform Compliance Bulletin summarizes the legal challenge to the contraceptive coverage mandate and what it means for other employers.

Supreme Court Hears Religious Challenge to Contraceptive Coverage Mandate

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