Affordable Care Act

Time & Money

Another update from the HR jungle….

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Back in December, Sue, the HR director, decided she needed to review the employee handbook to ensure that all the information is still accurate. Now that her rum hangover from her cruise is gone, she’s focusing on this project.

Sue revised individual sections of the employee handbook over the past two years as the laws changed. For example, she changed the definition of employees eligible for health insurance. Under the old criteria, employees had to work at least 32 hours a week to be eligible. But under the Affordable Care Act (ACA), employees who average 30 hours per week are eligible for health coverage.

Of course, this piecemeal approach means that she may have missed something. She also knows that her company added employees since the handbook was last updated and she thinks that the increased number of employees means that additional employment laws now apply to the company. As she surveys the scope of the project, Sue worries about how she’ll manage to review and update the handbook while still keeping up with her regular duties.

What are Sue’s options?

  1. She can research federal and state government websites to collect information about employment laws and regulations that apply to employers with the number of employees that her company has.
  2. She can attend a seminar for HR professionals to learn about recent changes to federal and state employment laws, although the update won’t include existing laws that haven’t been revised and that may apply to her company.
  3. She can convince her employer that it is a better use of her time and their money to outsource this project to a subject matter expert.

Need help with HR issues? Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff when the policies are implemented.

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Pay Now or Pay Later.

Another update from the HR jungle….

9098832-a-set-of-tools-for-repairs-vector-illustrationBarb owns a small home repair business with six employees. She pays them wages higher than the industry average so that they won’t defect to larger competitors who can offer more benefits. She’d like to add a group health plan as another incentive to remain loyal to her company.

But, once again, the health insurance quotes Barb received gives her sticker shock. There’s no way she can pay the employer’s portion of the premium for a group health plan. She’s already paying a fortune for her worker compensation premiums.

She knows her employees can’t afford the employee’s portion of the premium on a group health plan. Don Juan Smith’s paycheck is subject to the maximum allowed payroll deductions due to the court-ordered child support he owes to two girlfriends. High Risk Randy’s wages are being garnished for old debts and he’s never paid voluntarily for any employee benefit.

What options are available to Barb?

  1. She can remind her employees that annual open enrollment for the Exchange (a/k/a Marketplace) began on November 15th. They can apply for individual health policies or apply for an individual exemption to the requirement of having health insurance.
  2. She can tell her employees to talk to a health insurance agent about coverage options for the employee or for the employee’s family.

Is your business struggling to understand the Affordable Care Act and how it affects your company and employees? Corporate Compliance Risk Advisor can provide an overview of how the ACA affects employers and employees and answer specific questions you may have.

Join the HR Compliance Jungle today. Click here!

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Visit us: http://www.complianceriskadvisor.com/