Next year promises to be a busy year for healthcare reform compliance — so the IRS has already begun issuing…Click to continue
Popular Healthcare Reform Articles
Employers have 11 months to nail down just how many full-time employees they have before Obamacare’s employer mandate kicks in. The problem is, the law’s formula is tricky. To help with the math, 15-year benefits compliance vet Sheryl Southwick has …
When the Department of Labor (DOL) provided firms with new model COBRA notices, it also tucked away other key health reform info in that document — info that has been largely overlooked.
When it comes to Obamacare compliance, most employers are preoccupied with the number of full-time workers they have on staff. But there’s another shared-responsibility factor that has the potential to blindside many firms.
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.
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 …