As posted here yesterday and explained in our client alert, President Obama announced that the employer mandate, the “Play or Pay” requirement, has been postponed until 2015. While many employers breathed a sigh of relief, employers should not stop their preparations for PPACA. The announcement stated that the state exchanges will go forward as planned as well as other PPACA requirements. Employers will still have responsibilities under PPACA. With the postponement of the employer mandate, employers will now have time to carefully look at the design of their group health plans, and will also be able to focus on what… Read more
Tag: health care reform
Breaking News: PPACA’s Employer Mandate Postponed Until 2015
Today, the Obama administration delayed a key requirement under PPACA. The employer mandate, the requirement for large employers to “Play or Pay” will be postponed until 2015. This means that employers will not be required to either (1) provide health coverage that is “affordable” and meets certain minimum requirements for its employees, or (2) pay a penalty for not providing such coverage. The administration cited the need to simplify reporting requirements and give businesses more time to adapt their health plans. However, please note that the requirement to have individual health coverage has not been postponed, and the new exchanges… Read more
Does Your Wellness Program Make the Grade?
Authored by: Kate Bongiovanni On June 3, 2013, the Departments of Health and Human Services, Treasury, and Labor released final regulations implementing the changes to employer-sponsored wellness programs under the Patient Protection and Affordable Care Act (“PPACA”). The final regulations adopt the distinction between the following types of wellness programs: Participatory Wellness Programs – wellness programs that do not condition a reward on an individual satisfying a health standard (or do not provide a reward at all) (e.g., reimbursements for fitness center membership costs); and Health-Contingent Wellness Programs – wellness programs that require an individual to satisfy a standard related… Read more
Health Care Reform Forces Employers to ‘Play or Pay’
Authored by Laura Miller Andrew When the Patient Protection and Affordable Care Act was passed in 2010, many employers took a “wait and see” approach to compliance. Employers received a wake-up call June 28 when the Supreme Court upheld the major elements of PPACA. Time is almost up for employers, as the “Play or Pay” requirements become effective in 2014. Following are steps employers can take now to prepare: – Determine if your company is required to “Play or Pay.” As of Jan. 1, 2014, PPACA requires “applicable large employers” to offer “minimal essential coverage” to 95 percent of their full-time employees… Read more