Embed Size (px)
Citation preview
Business Owner Decisions Surrounding Health Care Reform
82-895 | HCR-P13-1030
insperity.com800-465-3800
HR and Business Performance Solutions from Insperity: Workforce Optimization | Human Capital Management Payroll Services | Time and Attendance | Performance Management | Organizational Planning | Recruiting Services Employment Screening | Financial Services | Expense Management | Retirement Services | Insurance Services
Learn how Insperity can help your business
For more information on how Insperity can help
you with health care reform, visit insperity.com/HCR
or call 866-210-7415.
insperity.com/hcr 15
Why Insperity
We’ve led the HR and benefits administration industry for more than 27 years. And ever since health care reform was enacted in early 2010, we’ve been studying and monitoring it to help ensure that our Workforce Optimization™ clients are prepared and in compliance.
We are proud of the confidence and stability we provide to thousands of America’s best businesses. And we’re ready to help you.
With Insperity Workforce Optimization as the centerpiece of its business model, Insperity offers:
• A solution that is unique in the marketplace and addresses evolving health care issues and complex government regulations
• A health plan structure that provides a competitive edge throughout the multiyear implementation of health care reform
• More than 27 years of experience dealing with the issues of health care compliance, complexity and cost; for Insperity, meeting the requirements of health care reform is another way to demonstrate our value to client owners, employees and their families
• Stability in an uncertain environment
• Continuing guidance to assist businesses in optimizing their workforces to ensure that they can timely and flexibly respond to the competitive pressures they face
• A commitment to offering a comprehensive health care solution for any-sized client and their employees
Table of Contents
What Does Health Care Reform Mean? 4
Health Care Reform Means Added 5 Compliance, Complexity and Cost Concerns
Calculating the Number of 6 – 7 Full-time Employees
“50 or More” 8 – 9
“49 or Fewer” 10 – 11
How Insperity Can Help 13
Contact Us 15
Providing Certainty in Uncertain TimesFor many business owners, the Patient Protection and Affordable Care Act (PPACA) introduces confusion into an already complicated business environment.
Insperity offers a powerful competitive advantage to our Workforce OptimizationTM clients by providing stability during this uncertain time. Over our 27-year history, we’ve helped thousands of companies prosper by managing their employment administration and compliance burdens so they can focus on growth. Health care reform is another opportunity for us to do more of the same.
insperity.com/hcr 3
What Does Health Care Reform Mean?The primary goal of PPACA, or health care reform, is to provide quality, affordable health care for all Americans. This chart explains the challenges of the current health care system and what health care reform will mean to businesses and individuals.
Challenge Response Limited AccessMillions of Americans are denied coverage due to pre-existing conditions, lifetime limits and other exclusionary practices instituted by insurance companies.
Poor QualityMany plans do not offer adequate coverage to promote the basic health and well-being of participants.
High CostsMillions of individuals and businesses are unable to afford health care insurance because costs are prohibitively high.
How to Pay for Health Care ReformHow will the government pay for the expanded programs and increased access to coverage?
Expand Coverage• Eliminationofpre-existingconditionexclusions• Waitingperiodmaximumsetat90days• Dependentscanbecovereduntilage26• Coverageprovidedthroughstate/federal exchanges for individuals and small businesses• Establishestemporaryhigh-riskpool
Improve Standards• Preventivecareprovidedfreeofcharge• Eliminationofannualandlifetimedollarlimitson essential benefits• Coveragerescissionsnolongerallowed• Essentialbenefitsmustbeincludedinallindividual and small group policies• Minimumvaluerequirementsforcertain employer-sponsored plans
Lower Costs• Subsidiesandtaxcreditsavailableforqualifying individuals in state exchanges• Limitoncostschargedtoemployeesincertain employer sponsored plans and state exchanges• Limitondeductiblesandout-of-pocketmaximums• Taxcreditoffsetscostsforsomesmallbusinesses
Raise Revenue• Newlimitandreductionofreimbursableitemsfor health care flex spending accounts• Newfees/taxesoncarriers• Newfees/taxesoncertainmedicalindustries• Individualsmusthavecoverageorpaypenalty• Increasedpenaltiesfornon-qualifyingdistributions from HSAs/MSAs• Newtaxonhigh-cost“Cadillac”coverage• Employertaxpenaltyfor“playorpay”violations
Schedule benefits orientations for all locations
Determine benefits package to offer employees
File state and federal health care reform mandated reports
and disclosures and pay any applicable penalties
Your Steps With Insperity
insperity.com/hcr 13
Compliance Complexity Cost
Health Care Reform Means Added Compliance, Complexity and Cost ConcernsHealth care reform is full of new compliance requirements and increased complexities that have been and will continue to be challenging for business owners and employees. New costs associated with health care reform must also be factored into any business owner’s decision about providing health coverage for employees.
What are the demographics of my employee population and how do they affect my coverage decisions?
How does the availability of health care tax credits or subsidies affect my purchasing decisions?
What products (beyond medical) will exist in state-based exchanges?
Should I obtain health coverage through a public exchange?
Will I need to have separate plans or policies if I have employees in multiple states?
New 105(h) non-discrimination test for fully insured group health plans (delayed)
Annual reporting to IRS on health plan coverage for some employers
New reporting requirements on Form W-2
Auto-enrollment of new employees for some employers
Detailed calculations to determine “play or pay” status and ongoing eligibility
Employer tax penalty for “play or pay” violations
New taxes and fees levied on insurers and other health care related entities will be passed on to plan sponsors and individual consumers
Requirement for all individuals to have coverage may increase employee participation in plan.
Payroll tax increase on high-wage earners
Change in rating methodologies may increase costs for small businesses
Analyze/understand all regulations governing
employee benefits and employer plan sponsorship
Incorporate plan design elements into IT/data management systems
Develop procedures for IRC Section 105(h) non-
discrimination testing and reporting (when effective)
Provide enrollment confirmations to
each enrollee
Stay abreast of state and federal regulations governing
employee benefits
Define participant eligibility requirements
(as required by law)
Schedule benefits orientations for all locations
Administer employee benefits during leave
of absence
Manage benefits plan(s) for cost containment
and stability
Track employee status and hours for FTE
calculation and eligibility and enrollment purposes
Manage insurance carrier relationships to ensure
negotiated coverages and services are delivered
File Form 5500 annual reports for each benefits
plan sponsored (as required by law)
Determine scope of benefits programs to offer employees
Prepare benefits education and enrollment collateral
for employees
Determine coverage options to offer based on region/cost/affordability analysis
Transmit eligibility files to each insurance carrier
Annually report cost of health coverage on employees’ Form W-2
Create Summary Plan Descriptions (SPDs) for
each benefits plan sponsored (as required by law)
Conduct benefits enrollment and orientation
at all locations
Provide all COBRA notices and process COBRA enrollments
Determine benefits package to offer employees, contribution
rates and eligibility
Provide mandated benefits communications to employees
(including new health care reform communications)
Monitor aggregate claims data provided by carriers to stay abreast of usage trends
that might require plan design amendments for
cost containmentAssist with collection of
employment and benefits data required to comply
with federal and state health care reform reporting
requirements
Create cafeteria plan(s) to govern employee
pre-tax contributions
Deploy online content updates and begin
circulation of new employee orientation collateral
Negotiate contract(s) with and evaluate proposals of
selected insurance carriers
Monitor dependent eligibility
Assist with subsidy certification or appeal as
required by state exchanges
Develop procedures for IRC Section 125 non-
discrimination testing and reporting (as required by law)
Implement and comply with auto-enrollment rules
(when effective)
Transmit COBRA enrollment files to each insurance carrier
Update payroll system to administer employee pre-tax salary reduction for employee benefits
Provide 24/7 employee self service benefits information via Web
Reconcile monthly statements and pay
insurance carriers
File state and federal health care reform
mandated reports and disclosures and pay any
applicable penalties
Your Steps Without Insperity
*Items outlined in red were introduced by health care reform insperity.com/hcr 5
Do you understand how health care reform defines full-time employees?Beginning in 2015, businesses with more than 50 full-time employees (as defined by health care reform) will be required to provide health insurance or be subject to penalties (referred to as the “play or pay” rule). The health care reform definition of a full-time employee is unconventional and can be complicated for some businesses. It is critical that business owners understand this definition and its potential impact, and begin planning now. RESPONSIBILITIES
•Distribution of SBCs and exchange notices
•Complex ongoing monitoring of employee status and hours for purposes of annual play or pay calculations
• Section 105(h) non-discrimination testing (final regulations pending)
RESPONSIBILITIES•New reporting requirements
anticipated• Subsidy certification or appeal as
required by state exchanges
Review medical options
Conduct employee enrollment meetings
Receive employee enrollmentpaperwork
Paperworkcomplete?
Return forcorrections
Processpaperwork
Determine new plan administration responsibilities
under health care reform
Determine new employer reporting responsibilities under health care reform
Annual review of full-time employee calculation and benefits offerings
Schedule employee meetings and arrange
for representation at meetings
Set up new benefits options in systems
Prepare new benefits communications/
order materials/update company collateral
Establish Section 125 cafeteria plan for employee pre-tax
contributions
Finalize plan design
Do I want to offer additional benefits
(dental, vision,life, etc.)?
Select benefits options
Proposal suitable?
YES
NO
NO
YES
YES
insperity.com/hcr 11
CONSIDERATIONS •Full-time employee calculations
•Employee demographics
•Multistate employers
•Multiple businesses
•Employee subsidy eligibility in state exchanges
•Loss of tax advantages if coverage not offered
•Impact of individual mandate on employee participation
•Equalization through compensation adjustments
•Impact on productivity
•Impact on employee recruiting and retention
•Impact on culture
•Existing and future reporting requirements
•Additional plan administration requirements
Employees must find coverage or face a
tax penalty
Employees can purchase after-tax coverage through state exchanges
Employees can purchase after-tax
coverage on the open market
Employees responsible for
100% of premium
Do I want to offer benefits?
Employees may be eligible for
advance tax credit or subsidy based on household income
Subsequent subsidy reconciliation may
require repayment of subsidy by employee
Employee must annually review medical options, subsidies and tax credits
NO
49 or Fewer Full-Time EmployeesSTART HERE
FINAL STEP
Health care reform guidelines are unconventional. Follow these steps to determine your specific number of full-time employees.
If your total is 50 or more, turn to page 8. If your total is 49 or fewer, turn to page 10.
Is your business in a controlled group? If your business is part of a controlled group, or affiliated service group, data from other companies in the group will need to be factored into the calculations below.
Understand the rules. Full-time employees are defined as employees working, on average, 30 or more hours per week. Individuals who are not considered common law employees, such as partners and sole proprietors, are excluded from the calculation. The calculation period is the prior calendar year. Seasonal employees working full-time hours may be excluded in some circumstances.
Determine the number of full-time employees. For each month in the prior calendar year, determine the number of full-time employees.
Determine the number of full-time equivalent employees. For each month in the prior calendar year, add the hours worked by part-time employees (which may include employees working on a seasonal or temporary basis) and divide by 120 to determine the number of full-time equivalent employees for each month.
Finalize the calculation. Add together the monthly number of full-time employees in Step 3 with the monthly number of full-time equivalent employees in Step 4 and divide by 12 to determine the total number of full-time employees.
1
2
3
4
5
insperity.com/hcr 7
CONSIDERATIONS •Full-time employee calculations
•Employee demographics
•Multistate employers
•Multiple businesses
•Employee subsidy eligibility in state exchanges
•Penalties for not offering coverage or for offering coverage that fails to meet minimum value and affordability requirements
•Impact of individual mandate on employee participation
•Loss of tax advantages if coverage not offered
•Equalization through compensation adjustments
•Impact on productivity
•Impact on employee recruiting and retention
•Impact on culture
•Existing and future reporting requirements
•Additional plan administration requirements
How does this impact my employees?
How does this impact my business?
Employer sharedresponsibility
mandate applies
Employer could incur tax penalty of $2,000 times the number of full-time employees minus the first 30 if
any full-time employee receives a tax credit
or subsidy for exchange coverage
Annual full-time employee and
compliance evaluation required
Employees must find coverage or face a
tax penalty
Employees responsible for
100% of premium
Do I want to offer benefits?
Employees can purchase coverage
after-tax on the open market
Employees can purchase coverage after-tax through state exchanges
Employees may be eligible for advance
tax credit or subsidy based on
household income
Subseqent subsidy reconciliation may
require repayment of subsidy by employee
Employee must annually review medical options, subsidies and tax credits
NO
50 or More Full-Time EmployeesSTART HERE
FINAL STEP
RESPONSIBILITIES•Distribution of SBCs and exchange
notices•Complex ongoing monitoring of
employee status and hours for purposes of annual play or pay calculations as well as for application of play or pay eligibility rules for variable hour employees
•Auto enrollment (awaiting regulations)
• Section 105(h) non-discrimination testing (final regulations pending)
RESPONSIBILITIES•New state and federal reporting
requirements•New W-2 reporting for employers
filing 250+ Form W-2s• Subsidy certification or appeal as
required by state exchanges
Review medical options
Evaluate how the affordability and minimum value
requirements impact my decision
Conduct employee enrollment meetings
Receive employee enrollmentpaperwork
Paperworkcomplete?
Return forcorrections
Processpaperwork
Determine new plan administration responsibilities
under health care reform
Determine new employer reporting responsibilities under health care reform
Annual review of full-time employee calculation and benefits offerings
Schedule employee meetings and arrange
for representation at meetings
Set up new benefits options in systems
Prepare new benefits communications/
order materials/update company collateral
Establish Section 125 cafeteria plan for employee pre-tax
contributions
Finalize plan design
Employer could incur tax penalty of $3,000 times the number of full-time employees
who receive a tax credit or subsidy for exchange coverage
Do I want to offer additional benefits
(dental, vision,life, etc.)?
Select benefits options
Proposal suitable?
YES
NO
NO
YES
YES
insperity.com/hcr 9
CONSIDERATIONS •Full-time employee calculations
•Employee demographics
•Multistate employers
•Multiple businesses
•Employee subsidy eligibility in state exchanges
•Penalties for not offering coverage or for offering coverage that fails to meet minimum value and affordability requirements
•Impact of individual mandate on employee participation
•Loss of tax advantages if coverage not offered
•Equalization through compensation adjustments
•Impact on productivity
•Impact on employee recruiting and retention
•Impact on culture
•Existing and future reporting requirements
•Additional plan administration requirements
How does this impact my employees?
How does this impact my business?
Employer sharedresponsibility
mandate applies
Employer could incur tax penalty of $2,000 times the number of full-time employees minus the first 30 if
any full-time employee receives a tax credit
or subsidy for exchange coverage
Annual full-time employee and
compliance evaluation required
Employees must find coverage or face a
tax penalty
Employees responsible for
100% of premium
Do I want to offer benefits?
Employees can purchase coverage
after-tax on the open market
Employees can purchase coverage after-tax through state exchanges
Employees may be eligible for advance
tax credit or subsidy based on
household income
Subseqent subsidy reconciliation may
require repayment of subsidy by employee
Employee must annually review medical options, subsidies and tax credits
NO
50 or More Full-Time EmployeesSTART HERE
FINAL STEP
RESPONSIBILITIES•Distribution of SBCs and exchange
notices•Complex ongoing monitoring of
employee status and hours for purposes of annual play or pay calculations as well as for application of play or pay eligibility rules for variable hour employees
•Auto enrollment (awaiting regulations)
• Section 105(h) non-discrimination testing (final regulations pending)
RESPONSIBILITIES•New state and federal reporting
requirements•New W-2 reporting for employers
filing 250+ Form W-2s• Subsidy certification or appeal as
required by state exchanges
Review medical options
Evaluate how the affordability and minimum value
requirements impact my decision
Conduct employee enrollment meetings
Receive employee enrollmentpaperwork
Paperworkcomplete?
Return forcorrections
Processpaperwork
Determine new plan administration responsibilities
under health care reform
Determine new employer reporting responsibilities under health care reform
Annual review of full-time employee calculation and benefits offerings
Schedule employee meetings and arrange
for representation at meetings
Set up new benefits options in systems
Prepare new benefits communications/
order materials/update company collateral
Establish Section 125 cafeteria plan for employee pre-tax
contributions
Finalize plan design
Employer could incur tax penalty of $3,000 times the number of full-time employees
who receive a tax credit or subsidy for exchange coverage
Do I want to offer additional benefits
(dental, vision,life, etc.)?
Select benefits options
Proposal suitable?
YES
NO
NO
YES
YES
insperity.com/hcr 9
CONSIDERATIONS •Full-time employee calculations
•Employee demographics
•Multistate employers
•Multiple businesses
•Employee subsidy eligibility in state exchanges
•Loss of tax advantages if coverage not offered
•Impact of individual mandate on employee participation
•Equalization through compensation adjustments
•Impact on productivity
•Impact on employee recruiting and retention
•Impact on culture
•Existing and future reporting requirements
•Additional plan administration requirements
Employees must find coverage or face a
tax penalty
Employees can purchase after-tax coverage through state exchanges
Employees can purchase after-tax
coverage on the open market
Employees responsible for
100% of premium
Do I want to offer benefits?
Employees may be eligible for
advance tax credit or subsidy based on household income
Subsequent subsidy reconciliation may
require repayment of subsidy by employee
Employee must annually review medical options, subsidies and tax credits
NO
49 or Fewer Full-Time EmployeesSTART HERE
FINAL STEP
Health care reform guidelines are unconventional. Follow these steps to determine your specific number of full-time employees.
If your total is 50 or more, turn to page 8. If your total is 49 or fewer, turn to page 10.
Is your business in a controlled group? If your business is part of a controlled group, or affiliated service group, data from other companies in the group will need to be factored into the calculations below.
Understand the rules. Full-time employees are defined as employees working, on average, 30 or more hours per week. Individuals who are not considered common law employees, such as partners and sole proprietors, are excluded from the calculation. The calculation period is the prior calendar year. Seasonal employees working full-time hours may be excluded in some circumstances.
Determine the number of full-time employees. For each month in the prior calendar year, determine the number of full-time employees.
Determine the number of full-time equivalent employees. For each month in the prior calendar year, add the hours worked by part-time employees (which may include employees working on a seasonal or temporary basis) and divide by 120 to determine the number of full-time equivalent employees for each month.
Finalize the calculation. Add together the monthly number of full-time employees in Step 3 with the monthly number of full-time equivalent employees in Step 4 and divide by 12 to determine the total number of full-time employees.
1
2
3
4
5
insperity.com/hcr 7
Do you understand how health care reform defines full-time employees?Beginning in 2015, businesses with more than 50 full-time employees (as defined by health care reform) will be required to provide health insurance or be subject to penalties (referred to as the “play or pay” rule). The health care reform definition of a full-time employee is unconventional and can be complicated for some businesses. It is critical that business owners understand this definition and its potential impact, and begin planning now. RESPONSIBILITIES
•Distribution of SBCs and exchange notices
•Complex ongoing monitoring of employee status and hours for purposes of annual play or pay calculations
• Section 105(h) non-discrimination testing (final regulations pending)
RESPONSIBILITIES•New reporting requirements
anticipated• Subsidy certification or appeal as
required by state exchanges
Review medical options
Conduct employee enrollment meetings
Receive employee enrollmentpaperwork
Paperworkcomplete?
Return forcorrections
Processpaperwork
Determine new plan administration responsibilities
under health care reform
Determine new employer reporting responsibilities under health care reform
Annual review of full-time employee calculation and benefits offerings
Schedule employee meetings and arrange
for representation at meetings
Set up new benefits options in systems
Prepare new benefits communications/
order materials/update company collateral
Establish Section 125 cafeteria plan for employee pre-tax
contributions
Finalize plan design
Do I want to offer additional benefits
(dental, vision,life, etc.)?
Select benefits options
Proposal suitable?
YES
NO
NO
YES
YES
insperity.com/hcr 11
Compliance Complexity Cost
Health Care Reform Means Added Compliance, Complexity and Cost ConcernsHealth care reform is full of new compliance requirements and increased complexities that have been and will continue to be challenging for business owners and employees. New costs associated with health care reform must also be factored into any business owner’s decision about providing health coverage for employees.
What are the demographics of my employee population and how do they affect my coverage decisions?
How does the availability of health care tax credits or subsidies affect my purchasing decisions?
What products (beyond medical) will exist in state-based exchanges?
Should I obtain health coverage through a public exchange?
Will I need to have separate plans or policies if I have employees in multiple states?
New 105(h) non-discrimination test for fully insured group health plans (delayed)
Annual reporting to IRS on health plan coverage for some employers
New reporting requirements on Form W-2
Auto-enrollment of new employees for some employers
Detailed calculations to determine “play or pay” status and ongoing eligibility
Employer tax penalty for “play or pay” violations
New taxes and fees levied on insurers and other health care related entities will be passed on to plan sponsors and individual consumers
Requirement for all individuals to have coverage may increase employee participation in plan.
Payroll tax increase on high-wage earners
Change in rating methodologies may increase costs for small businesses
Analyze/understand all regulations governing
employee benefits and employer plan sponsorship
Incorporate plan design elements into IT/data management systems
Develop procedures for IRC Section 105(h) non-
discrimination testing and reporting (when effective)
Provide enrollment confirmations to
each enrollee
Stay abreast of state and federal regulations governing
employee benefits
Define participant eligibility requirements
(as required by law)
Schedule benefits orientations for all locations
Administer employee benefits during leave
of absence
Manage benefits plan(s) for cost containment
and stability
Track employee status and hours for FTE
calculation and eligibility and enrollment purposes
Manage insurance carrier relationships to ensure
negotiated coverages and services are delivered
File Form 5500 annual reports for each benefits
plan sponsored (as required by law)
Determine scope of benefits programs to offer employees
Prepare benefits education and enrollment collateral
for employees
Determine coverage options to offer based on region/cost/affordability analysis
Transmit eligibility files to each insurance carrier
Annually report cost of health coverage on employees’ Form W-2
Create Summary Plan Descriptions (SPDs) for
each benefits plan sponsored (as required by law)
Conduct benefits enrollment and orientation
at all locations
Provide all COBRA notices and process COBRA enrollments
Determine benefits package to offer employees, contribution
rates and eligibility
Provide mandated benefits communications to employees
(including new health care reform communications)
Monitor aggregate claims data provided by carriers to stay abreast of usage trends
that might require plan design amendments for
cost containmentAssist with collection of
employment and benefits data required to comply
with federal and state health care reform reporting
requirements
Create cafeteria plan(s) to govern employee
pre-tax contributions
Deploy online content updates and begin
circulation of new employee orientation collateral
Negotiate contract(s) with and evaluate proposals of
selected insurance carriers
Monitor dependent eligibility
Assist with subsidy certification or appeal as
required by state exchanges
Develop procedures for IRC Section 125 non-
discrimination testing and reporting (as required by law)
Implement and comply with auto-enrollment rules
(when effective)
Transmit COBRA enrollment files to each insurance carrier
Update payroll system to administer employee pre-tax salary reduction for employee benefits
Provide 24/7 employee self service benefits information via Web
Reconcile monthly statements and pay
insurance carriers
File state and federal health care reform
mandated reports and disclosures and pay any
applicable penalties
Your Steps Without Insperity
*Items outlined in red were introduced by health care reform insperity.com/hcr 5
What Does Health Care Reform Mean?The primary goal of PPACA, or health care reform, is to provide quality, affordable health care for all Americans. This chart explains the challenges of the current health care system and what health care reform will mean to businesses and individuals.
Challenge Response Limited AccessMillions of Americans are denied coverage due to pre-existing conditions, lifetime limits and other exclusionary practices instituted by insurance companies.
Poor QualityMany plans do not offer adequate coverage to promote the basic health and well-being of participants.
High CostsMillions of individuals and businesses are unable to afford health care insurance because costs are prohibitively high.
How to Pay for Health Care ReformHow will the government pay for the expanded programs and increased access to coverage?
Expand Coverage• Eliminationofpre-existingconditionexclusions• Waitingperiodmaximumsetat90days• Dependentscanbecovereduntilage26• Coverageprovidedthroughstate/federal exchanges for individuals and small businesses• Establishestemporaryhigh-riskpool
Improve Standards• Preventivecareprovidedfreeofcharge• Eliminationofannualandlifetimedollarlimitson essential benefits• Coveragerescissionsnolongerallowed• Essentialbenefitsmustbeincludedinallindividual and small group policies• Minimumvaluerequirementsforcertain employer-sponsored plans
Lower Costs• Subsidiesandtaxcreditsavailableforqualifying individuals in state exchanges• Limitoncostschargedtoemployeesincertain employer sponsored plans and state exchanges• Limitondeductiblesandout-of-pocketmaximums• Taxcreditoffsetscostsforsomesmallbusinesses
Raise Revenue• Newlimitandreductionofreimbursableitemsfor health care flex spending accounts• Newfees/taxesoncarriers• Newfees/taxesoncertainmedicalindustries• Individualsmusthavecoverageorpaypenalty• Increasedpenaltiesfornon-qualifyingdistributions from HSAs/MSAs• Newtaxonhigh-cost“Cadillac”coverage• Employertaxpenaltyfor“playorpay”violations
Schedule benefits orientations for all locations
Determine benefits package to offer employees
File state and federal health care reform mandated reports
and disclosures and pay any applicable penalties
Your Steps With Insperity
insperity.com/hcr 13
Why Insperity
We’ve led the HR and benefits administration industry for more than 27 years. And ever since health care reform was enacted in early 2010, we’ve been studying and monitoring it to help ensure that our Workforce Optimization™ clients are prepared and in compliance.
We are proud of the confidence and stability we provide to thousands of America’s best businesses. And we’re ready to help you.
With Insperity Workforce Optimization as the centerpiece of its business model, Insperity offers:
• A solution that is unique in the marketplace and addresses evolving health care issues and complex government regulations
• A health plan structure that provides a competitive edge throughout the multiyear implementation of health care reform
• More than 27 years of experience dealing with the issues of health care compliance, complexity and cost; for Insperity, meeting the requirements of health care reform is another way to demonstrate our value to client owners, employees and their families
• Stability in an uncertain environment
• Continuing guidance to assist businesses in optimizing their workforces to ensure that they can timely and flexibly respond to the competitive pressures they face
• A commitment to offering a comprehensive health care solution for any-sized client and their employees
Table of Contents
What Does Health Care Reform Mean? 4
Health Care Reform Means Added 5 Compliance, Complexity and Cost Concerns
Calculating the Number of 6 – 7 Full-time Employees
“50 or More” 8 – 9
“49 or Fewer” 10 – 11
How Insperity Can Help 13
Contact Us 15
Providing Certainty in Uncertain TimesFor many business owners, the Patient Protection and Affordable Care Act (PPACA) introduces confusion into an already complicated business environment.
Insperity offers a powerful competitive advantage to our Workforce OptimizationTM clients by providing stability during this uncertain time. Over our 27-year history, we’ve helped thousands of companies prosper by managing their employment administration and compliance burdens so they can focus on growth. Health care reform is another opportunity for us to do more of the same.
insperity.com/hcr 3
Learn how Insperity can help your business
For more information on how Insperity can help
you with health care reform, visit insperity.com/HCR
or call 866-210-7415.
insperity.com/hcr 15
Business Owner Decisions Surrounding Health Care Reform
82-895 | HCR-P13-1030
insperity.com800-465-3800
HR and Business Performance Solutions from Insperity: Workforce Optimization | Human Capital Management Payroll Services | Time and Attendance | Performance Management | Organizational Planning | Recruiting Services Employment Screening | Financial Services | Expense Management | Retirement Services | Insurance Services
