ACA Reform - What's Next?
ACA Reform - What's Next?

ACA Reform - What's Next?

President Trump says his plan for ACA reform will provide insurance for everyone at a lower cost. Earlier this month, Congressional Republicans released plans for the American Health Care Act (AHCA), which may or may not do that.

Confused? You’re not alone. Significant changes may be coming, but moving a gigantic bureaucracy is like steering a yacht (or maybe a battleship). Course corrections don’t happen quickly and proposals are the name of the game.

According to Workforce, what’s next will depend on which health care reform changes reach final proposal. To be prepared, here’s what you should be watching for:

Employer mandates

  • There’s a good chance pay or play components of IRC 4980H will be revised or eliminated altogether.
  • Requiring minimum essential coverage, offering affordable coverage or meeting minimum value requirements could be eliminated.
  • ACA reporting could be replaced with more simplified reporting.

Coverage provisions

  • All current coverage provisions are in jeopardy.
  • Those being reviewed include cost limitations, preventative care, pre-existing condition exclusions, coverage for dependent children up to age 26, limitations on waiting periods, full-time employee definitions and purchasing coverage across state lines.

Cadillac tax

  • It’s practically a given that the Cadillac Tax — the unpopular 40% excise tax that applies to the value of employer-provided health policies whose benefits exceed specified thresholds — will not survive. (In any case, implementation is delayed until 2020.)

HSAs and FSAs

  • Health Savings Accounts could see increased contribution limits and new eligibility rules.
  • Restrictions on Flexible Spending Accounts could be revised or eliminated.

Clear as mud? We’ll have to wait and see. In the meantime, know this: employers are required to comply with the established ACA regulations.

That’s where we come in

Paycor has delivered a trusted ACA solution that’s helped thousands of organizations file accurately and on time. Click here to learn more about our limited-time ACA offer to keep you compliant.

Learn more about this limited-time offer.

And to make sure your organization doesn’t fall victim to employee lawsuits or government audits, review our compliance guide today.

Sources: Workforce & HR Dive

More to Discover

Payroll Errors: 12 Common Mistakes You Might Be Making

Payroll Errors: 12 Common Mistakes You Might Be Making

Payroll Matters The payroll process is a necessary component of any business and The Department of Labor (DOL) keeps a close eye on businesses to help ensure they pay their employees correctly, and the Internal Revenue Service (IRS) and state taxing authorities are always going to make sure they receive the appropriate tax payments. 12 Common Errors to Avoid Everyone makes mistakes, and we’re hopeful they’re caught before anything bad happens. But it’s imperative to make sure that you’re not making any of these relatively common payroll mistakes if you manually calculate payroll in-house. Misclassifying employees and contractors In the gig economy, temps, freelancers, consultants and other independent contractors are commonly found in...

Dayrise Residential Outgrows Their PEO

Dayrise Residential Outgrows Their PEO

Dayrise Residential had a great problem. Founded in 2011, this multifamily housing and operations company now manages nearly 80 properties in eight states and employs, at any given time, close to 500 people. As the Dayrise business grew, they found that their HR and Payroll needs were outgrowing their PEO. Dayrise needed to streamline their recruiting process to keep pace with the demands of filling new positions. And once the recruiting problem was solved, they needed help onboarding and training employees. They also needed access to their data and analytics—and their rigid PEO partner just couldn’t make it happen. So Dayrise met with Paycor. What impressed them right away was that Paycor is not in the business of flashy demos and “...

HR

Lunch Break Laws By State

Lunch Break Laws By State

Lunch Breaks Aren’t a Requirement for Employers Most employers provide their employees with a paid or unpaid lunch break and some provide additional rest break periods. But did you know that breaks aren’t required by law? Federal law, anyway. The Fair Labor Standards Act (FLSA), the law that governs wages and hours, does not mandate that employers provide meal or rest breaks to employees. Like many other federal laws in the human resources space, some states have stepped in to bridge the gap. Here's What You Need to Know The federal law dictates that if an employee gets meal or rest breaks, the company does not have to pay them for that time unless: State law requires paid breaks The employee works through a break time (e.g., if they eat...

HR

Age Discrimination in the Workplace

Age Discrimination in the Workplace

Take a Quick Scan of Your Job Descriptions Do they ask for “a recent graduate,” a person “with 1-3 years of experience,” a “digital native” or worst of all, someone who would be a great fit for your “young and cool” team? Do you have an age requirement for certain jobs (excluding businesses that sell alcohol and require the person to be at least 21 years old, of course)? If so, your company could be headed to the courtroom to defend itself against an age discrimination lawsuit. Workers Ages 40+ Aren’t the Only Protected Class In 1967, President Lyndon Johnson passed the Age Discrimination in Employment Act (ADEA), which is designed to protect job candidates and employees 40 and up from age discrimination in the workplace. While it doesn’...