Interim Final Rules were released and became effective on October 6, 2017, allowing a greater number of employers to opt out of providing contraception to employees at no cost through their employer-sponsored health plan.
Health Care Reform
Health care reform is complicated. Our resources help employers stay informed and manage changes in benefits compliance and labor laws.
On the evening of October 12, 2017, President Trump announced that cost sharing reductions for low income Americans in relation to the Patient Protection and Affordable Care Act (ACA) would be stopped.
The order directs various federal agencies to explore options relating to association health plans, short term limited-duration coverage, and health reimbursement arrangements, within the next 60 to 120 days.
Reporting is required by employers with 50 or more full-time (or full-time equivalent) employees, insurers, or sponsors of self-funded health plans, on health coverage that is offered.
The COBRA payment process is subject to various rules in terms of grace periods, notification, premium payment methods, and treatment of insignificant shortfalls.
A health flexible spending account (FSA) is a pre-tax account used to pay for out-of-pocket health care costs for a participant as well as a participant's spouse and eligible dependents.
A dependent care flexible spending account (DCFSA) is a pre-tax benefit account used to pay for eligible dependent care services.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) allows qualified beneficiaries who lose health benefits due to a qualifying event to continue group health benefits.
On June 22, 2017, the U.S. Senate released a “Discussion Draft” of the “Better Care Reconciliation Act of 2017” (BCRA), aimed at "repealing and replacing" the Patient Protection and Affordable Care Act (ACA).