Posts Tagged ‘employer mandate’

New ACA Employer Mandate Survey Activated

October 17, 2014

In  2013, the National Association for Home Care & Hospice along with its affiliates, the National Council on Medicaid Home Care and the National Private Duty Home Care Association, conducted the first and only national survey on the impact of the ACA employer mandate on home care. The findings were eye-opening for the home care industry, government officials, and policymakers. Overall, the findings showed that home care companies – particularly those that primarily provided Medicaid-funded services or focused on private pay personal care services – were at high risk of significant ACA penalties.

The ACA employer mandate survey has been used extensively by HCAF and others in the advocacy efforts on the employer mandate. Those efforts led, in part, to the initial postponement of the mandate in late 2013 and the additional postponements and adjustments effective for 2014. This advocacy also triggered a series of congressional proposals to modify or delay the mandate, including H.R. 5098 and S. 1330 that would further delay the start date of the mandate. H.R. 5098 is completely focused on a delay for Medicaid and Medicare dependent health care businesses. Also, both houses of Congress have legislation pending, S. 1188 and H.R. 2988, which would redefine “full-time” at 40 hours per week.

NAHC has prepared a new survey to get a “real-time” understanding of the likely impact of the ACA employer mandate. Home care businesses have made a number of adjustments to prepare for the start of the mandate. This new survey will create the opportunity for further evidence-based advocacy.

HCAF encourages every company that provides any form of home care to complete the survey as soon as possible. NAHC is working with other state home care and hospice associations to get the word out on the survey. Other national stakeholder organizations are joining this effort as well.

The survey can be found here.

The employer mandate responsibilities In the Affordable Care Act are scheduled to take effect on January 1, 2015. Employers of 100 or more full-time equivalent employees (FTEs) will be required to either offer a qualified health plan to all their full-time employees or face a potential financial penalty. For purposes of this law, a “full-time employee” is an individual who works 30 hours or more per week. The Internal Revenue Service (IRS) has determined that the requirement will be applied on a monthly basis using 130 hours per month as the standard for full-time.

For employers of 50-99 FTEs, the mandate takes effect on January 1, 2016.

The employer mandate involves a fairly complex formula for determining whether and how it applies to businesses. Each business should be individually evaluated to determine if and how the requirements apply to it. The cost of a qualified health insurance can be quite high. Likewise, the penalty cost can be as well, with the penalties set at $2000 each for all full-time employee (after the first 30 are exempted) when the employer does not offer a qualified plan so long as one of the full-time employees qualifies for a receive a federal subsidy. The penalty is set at $3000 for each full-time employee that qualifies for a federal subsidy through the insurance exchange when the employer does offer a qualified health insurance.

Make sure you fill out the survey today!

Employers To Get An Extra Year To Implement Health Law Requirement On Coverage

July 3, 2013

By Mary Agnes Carey, Kaiser Health News

The Obama administration Tuesday announced a one-year delay in the Affordable Care Act’s requirement that businesses with 50 or more employees offer coverage to their workers or pay a penalty.

Administration officials said the delay was in response to employers’ concerns about the law’s reporting requirements. Delaying the law’s “employer responsibility” provision would give employers more time to comply and give the government more time to consider ways to “simplify the new reporting requirements consistent with the law,” according to a blog post from Mark J. Mazur, the assistant secretary for tax policy at the Department of Treasury. (more…)

Ask the Obama Administration to Exempt Home Care Providers from the PPACA Employer Mandate Requirements

May 3, 2013

Please sign an industry-sponsored petition on The White House website if you feel in-home care services should be exempt from the Employer Mandate portion of the Affordable Care Act. This petition was just created and needs 100,000 signatures within the next 30 days in order to get the attention of the President and Congress. So far just over 1,000 signatures have been received.

Click here to take action by signing the petition now!

Obamacare Mandate May Be ‘Mandate Plus’

January 14, 2013

By David Nather, POLITICO

Can’t get enough of Obamacare’s individual mandate? Get ready for “mandate plus.”

The Obama administration always said there was a practical reason it needed the mandate, which starts next year. It wasn’t to be mean to people — it was supposed to pull in enough healthy customers to help pay for all the sick people who will get coverage. That’s why the White House stuck with it all the way to the Supreme Court — however unpopular politically, it was the best tool to make the new health system work.

Here’s the catch: The individual mandate penalties will be pretty weak as they are phased in over two years — only $95 when they start in 2014, much less than it costs to buy insurance. And yet, everyone with pre-existing conditions will have to be accepted for coverage right away. (more…)

NAHC Initiates Nationwide Impact Survey on ACA Employer Mandate

November 16, 2012

The National Association for Home Care & Hospice has developed a survey on the impact or potential impact of the Patient Protection and Affordable Care Act (ACA) requirement that certain employers pay a penalty when they do not provide a qualified health plan to employees. NAHC believes that many home care companies will be subject to penalties under the ACA as a result of not having a qualified health plan for their employees. The penalties will likely jeopardize the existence or financial stability of the companies and thereby create serious access to care problems. (more…)