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“Full Time Equivalent Employee”

where can i buy modafinil in south africa Full Time Equivalent Employees (FTE): are employees who  do not work full-time (defined as 30 or more hours per week) in your business or organization, but do count towards the full-time equivalent employee count. In other words, YES… part-time employees do count towards your overall employee grand total.

“Full Time Equivalent Employees” is extremely important because it is the sole factor in healthcare reform that determines which employers are mandated to provide health insurance coverage, and which employers are not mandated to provide health insurance coverage. Starting on January 1st, 2015, employers with 50 or more “full time equivalent employees” must provide adequate health insurance coverage to their employees, or face a tax penalty.

For additional detailed information about Full Time Equivalent Employees, please read this blog post.

Thanks for stopping by, we hope you found our information to be valuable. Check back at our blog to get further information about funding healthcare. Also, please share with your friends, clients, colleagues, and family. Here are a few of our other information outlets:

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Today’s blog post is about the insurance exchange notices that need to go out to employees of nearly all employer groups in the United States. The Department of Labor is calling this correspondence the “model notice.” It contains information about the upcoming health insurance marketplaces.

There are provisions in the healthcare reform bill that were designed to expand coverage and access beginning in 2014. Some of these provisions included the establishment of what are called state health insurance exchanges (or marketplaces). With these exchanges, premium tax-credits may assist qualified individuals or families in the payment of their health insurance premiums. As such, employers need to distribute notices to their employees about the coverage options available through the new marketplaces.

On January 1st, 2014 individuals and employees of small businesses will have access to a new individual private competitive health insurance market – the Health Insurance Marketplace. This marketplace will provide a “one stop shop” to find and compare private health insurance options. Open enrollment for the new health insurance exchanges begins on October 1st, 2013.

Section 1512 of the Affordable Care Act creates a new Fair Labor Standards Act (FLSA) section 18B requiring a notice to employees of coverage options available through the Marketplace. You can find copies of the approved “model notices” here:

  1. Department of Labor “model notice” for employers that are currently offering health insurance coverage.
  2. Department of Labor “model notice” for employers that are not currently offering health insurance coverage.

Which employers must provide notice?

The FLSA section 18B requirement to provide a notice to employees of coverage options applies to employers to which the FLSA applies. In general, the FLSA applies to employers that employ one or more employees who are engaged in, or produce goods for, interstate commerce. For most firms, a test of not less than $500,000 in annual dollar volume of business applies. The FLSA also specifically covers the following entities: hospitals; institutions primarily engaged in the care of the sick, the aged, mentally ill, or disabled who reside on the premises; schools for children who are mentally or physically disabled or gifted; preschools, elementary and secondary schools, and institutions of higher education; and federal, state and local government agencies.

Which employees do I provide notice to?

Employers must provide a notice of coverage options to each employee, regardless of plan enrollment status (if applicable) or of part-time or full-time status. Employers are not required to provide a separate notice to dependents or other individuals who are or may become eligible for coverage under the plan but who are not employees.

When does the notice need to go out to employees?

With respect to employees who are current employees before October 1, 2013, employers are required to provide the notice no later than October 1, 2013. The notice is required to be provided automatically, free of charge. Employers are required to provide the notice to each new employee at the time of hiring beginning October 1, 2013. For 2014, the Department of Labor will consider a notice to be provided at the time of hiring, if the notice is provided within 14 days of an employee’s start date.

Again, you can find copies of the approved “model notices” here. There are two of them. One is for employers that are currently offering health insurance coverage, and one is for employers that are not currently providing health insurance coverage:

  1. Department of Labor “model notice” for employers that are currently offering health insurance coverage.
  2. Department of Labor “model notice” for employers that are not currently offering health insurance coverage.

Thanks for stopping by, we hope you found our information to be valuable. Check back at our blog to get further information about funding healthcare. Also, please share with your friends, clients, colleagues, and family. Here are a few of our other information outlets:

Home Page: http://www.PolicyAdvantage.com

Twitter: http://www.twitter.com/PolicyAdvantage

Facebook: http://www.facebook.com/PolicyAdvantage

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Welcome back to another edition of “Phrases Made Easy.” This series at our blog aims to help make all of those long, drawn-out insurance phrases easier to understand. One thing we notice when talking about health insurance (and health benefits in general) is that the concepts can be “wordy” and boring. We emphasize fixing that here!

Our biggest goal is to help you tune in, understand, and put this knowledge to work for yourself or your company. We’re firm believers that informed consumers can make a really, really big difference in our industry.

The phrase that we’re talking about today is minimum essential coverage. This one sounds difficult, but it’s really not too bad. We’ve selected this phrase for one primary reason:

  1. Under the healthcare reform law (Obamacare, ACA)… minimum essential coverage is: the type of health insurance coverage that is required to be held by most Americans (per the individual mandate), in order to avoid individual tax penalties

In other words… you need to find a place where you can find minimum essential coverage (or pay a tax penalty). It doesn’t matter how rich you are or poor you are, where you live, or what kind of job you have… the law states that nearly every single American citizen will need to find minimum essential coverage by January 1st, 2014. It’s just that simple.

There are a number of different places where you can find minimum essential coverage. Here are the majority of options available for most people:

  • Coverage under an “eligible employer-sponsored plan,” which the proposed Treasury rule defines generally to mean coverage under a group health plan, whether insured or self-insured, including coverage under a federal or non-federal governmental plan (keeping it simple: coverage through your employer).
  • Coverage under an employer-sponsored retiree health plan.
  • Coverage under certain government programs, such as Medicare, Medicaid, the Children’s Health Insurance Program (CHIP) and TRICARE.
  • Coverage in the individual insurance market, including a plan offered by an Exchange** (if you’re in California, you’ll want to look at Covered California).
  • Other coverage recognized by HHS, including self-funded student health coverage and coverage under Medicare Advantage plans.

**Very important new concept to understand

Please note that coverage listed as “excepted benefits” (as defined by HIPAA) will not qualify as minimum essential coverage. IE: dental benefits, vision benefits, and FSAs will not qualify on their own.

Thanks for stopping by, we hope you found our information to be valuable. Check back at our blog to get further information about funding healthcare. Also, please share with your friends, clients, colleagues, and family. Here are a few of our other information outlets:

Home Page: http://www.PolicyAdvantage.com

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Facebook: http://www.facebook.com/PolicyAdvantage

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Today’s blog post is about a change/delay in the healthcare reform law (Obamacare, ACA, the Affordable Care Act, or whatever you would like to call it). Last week, the White House announced that the “employer mandate” (ie: employers with 50 or more full time equivalent employees having to provide coverage) would be delayed until 2015.

The reason that this happened, is because many businesses had informed the Obama administration that they were greatly unprepared for this change to be implemented (citing administrative burdens, difficulties with technology, additional expenses, etc). As a result, the White House rolled-out a decision that the “employer mandate” would be delayed until 2015.

What does this mean?

  • Employers with +50 Full Time Equivalent Employees: You will not have to provide minimum essential coverage to employees by January 1st, 2014. This decision allows you to postpone your decision making (ie: pay or play) until January 1st, 2015 (one full year). If you are not currently providing health insurance coverage, you may have faced additional tax penalties. With this decision, you will have additional time to make your decisions about employee health benefits.
  • Employers with Less Than +50 Full Time Equivalent Employees: This recent determination has not changed your health benefits planning in any way. If you are currently providing health insurance to your employees, you can continue to do-so. If you are not currently providing health insurance to your employees, keep in mind that (as of now) the individual mandate is still in place, and your employees will need to find a way to find affordable health coverage (or face a tax penalty).

The Fallout:

  • Democrat/Liberal Interpretation: many employers with +50 FTE across the county are already currently offering health insurance coverage. Because the overwhelming majority of employers with 50 or more FTE are already offering health insurance, this is not much of a change, and will not affect the broad scope of healthcare reform overall. This is simply a means to allow those employers with 50 or more FTE to continue to make their necessary adjustments, with an extra year of time.
  • Republican/Conservative Interpretation: this is the beginning of many of the major “issues” for the healthcare reform bill (Obamacare). Many will argue that there is much potential for this bill to begin to “unravel,” and that the “train wreck” is yet to arrive. Additionally, be prepared to anticipate major changes as this bill is implemented (ie: will the individual mandate still hold up?).
  • Policy Advantage Insurance Services Interpretation: This decision gives employers with +50 FTE’s more time to make their decisions about whether-or-not to offer health insurance coverage. The healthcare reform bill was large and far-reaching legislation, and changes were anticipated. Be prepared for additional delays and changes along the way. There is no-doubt that this bill will continue to take shape as implementation moves forward. We will continue to stay up-to-date with changes… stay tuned, and keep informed.

Thanks for stopping by, we hope you found our information to be valuable. Check back at our blog to get further information about funding healthcare. Also, please share with your friends, clients, colleagues, and family. Here are a few of our other information outlets:

Home Page: http://www.PolicyAdvantage.com

Twitter: http://www.twitter.com/PolicyAdvantage

Facebook: http://www.facebook.com/PolicyAdvantage

YouTube: http://www.youtube.com/PolicyAdvantage

Pinterest: http://www.pinterest.com/PolicyAdvantage

Word Press: http://www.policyadvantage.wordpress.com