Small employers were presented with a holiday gift – the opportunity to reimburse their employees for premiums paid for insurance purchased in the individual market. This practice had been prohibited under the Affordable Care Act (“ACA”). The new law, passed as part of the 21st Century Cures Act, allows small employers to adopt qualifying reimbursement programs effective as early as January 1, 2017. Please read this article to determine whether this new opportunity is right for your organization.
Employee wellness plans have become more common in recent years. Their increased popularity reflects the belief that encouraging healthy habits among workers will improve employees’ health and overall quality of life, resulting in decreased health-insurance costs and lower employee absenteeism. Both the Health Insurance Portability and Accountability Act (HIPAA) and the Affordable Care Act restrict the types of wellness programs that may be offered and whether an employer may charge an employee additional health insurance premiums if the employee is a smoker or otherwise engages in unhealthy practices. State laws also regulate these programs. Miller & Chevalier has prepared a legal alert that gives a brief overview of the rules regarding wellness plans. Please
Please note that in addition to the legal disclaimer above, this article contains information that is based, in whole or in part, on the laws of the District of Columbia. As a result, the information may not be appropriate for organizations operating outside the District of Columbia.
When the one year delay in employer reporting and “pay or play” penalties was announced, many employers thought they could stop compliance considerations for a year at least. The Affordable Care Act (ACA) is not going away and most provisions are effective January 1, 2014. ACA applies to employers, including nonprofits, and to essentially all individuals.
This webinar will help you understand:
• Are you a large employer (50 or more) that must “pay or play;”
• What is the “individual mandate” and how does it affect your employees;
• What can the insurance “Exchange” offer your organization; and
• What other ACA provisions may apply to your organization.
Presenter: Kathy Solley, Nelson Mullins
To view the archived version of this webcast, click here.
Does my organization have to provide benefits to employees? What is a 403(b) plan? What is a cafeteria plan? Find the answers to these and other employee benefits questions in this helpful article.
What are your obligations as an employer when it comes to providing health insurance coverage to former employees?
This article will help you understand the requirements under Federal law (COBRA) and Georgia law. Find out whether your nonprofit is governed by COBRA or state continuation coverage and determine whether you have to offer coverage and for how long.
Nonprofits often request medical information from clients and volunteers. The Health Insurance Portability and Accountability Act (“HIPAA”) establishes rules about the collection and protection of health information. Do nonprofits need to comply with HIPAA and, if so, what does HIPAA require?
During this one hour webcast, our speaker addresses:
- Who is subject to HIPAA?
- If your organization is subject to HIPAA, what does it need to do to comply?
- What are the recent and anticipated changes to HIPAA, and how do they affect your organization?