The DOL has a clear message for employers: Preparing for a health reform audit should be a top priority.Click to continue
Popular Healthcare Reform Articles
HR pros have their hands full making sure summary plan descriptions (SPDs) and other benefits documents are updated to reflect the constantly changing healthcare reform law’s mandates. But for a number of reasons, the employee handbook is often forgotten during …
Employers can breathe a massive sigh of relief. Perhaps the biggest, and most confusing, requirement under President Obama’s healthcare reform law has been delayed until after the midterm elections.
There are very few exceptions to the rule that health plan participants can’t change their elections in the middle of the plan year. Up until recently, those exceptions didn’t account for Obamacare and the new insurance exchanges.
The healthcare reform law has left employers with a lot of important decisions to make. But further complicating matters is a tricky section in the Employee Retirement Income Security Act (ERISA).
You’re well aware of the two most costly Obamacare penalties: the $2,000-per-employee penalty for not offering healthcare coverage, and the $3,000-per-worker penalty for offering “unaffordable” coverage. Both apply to large employers. But there are plenty of other health reform penalties …