An overview of the Pregnant Workers Fairness Act and how it intersects with the Americans with Disabilities Act, South Carolina’s Pregnancy Accommodations and Lactation Support Acts, and the Family Medical Leave Act
As noted in our blog post on the
Continue Reading Pregnant Workers Fairness Act and Interplay with Other Laws
President Trump issued an Executive Order yesterday which purports to suggest three avenues for offering health insurance at a decreased cost to small employers and consumers for the overall goal of reducing healthcare costs on the grounds that the Affordable
Continue Reading Can the President Nullify the Affordable Care Act by Issuing Executive Orders?
President Trump issued the “Executive Order Minimizing the Economic Burden of the Patient Protection and Affordable Care Act Pending Repeal” on January 20, 2017, one of his very first actions upon taking the oath of office. The Executive Order directs
Continue Reading President Trump’s First Official Action regarding the Affordable Care Act
For more information, please visit https://www.irs.gov/pub/irs-drop/n-16-04.pdf.
Continue Reading Deadlines for 6055 and 6056 Reporting Have Been Extended!
During 2015, employers with an aggregate number of full-time and full-time equivalent employees between 50 and 99 have enjoyed a reprieve from the Patient
Protection and Affordable Care Act (“ACA”) Employer Mandate. Although these employers qualify as Applicable Large Employers (“ALE’s”) under the ACA – and therefore must offer their full-time employees affordable, minimum value health insurance coverage or pay a penalty – the Government promised not to impose such penalties if ALE’s with less than 100 full-time and full-time equivalent employees (“Small ALE’s”) did not comply with the Employer Mandate during 2015. However, beginning on January 1, 2016, Small ALE’s must comply with the Employer Mandate or be subject to potentially significant monetary penalties.
As the January 1, 2016 deadline looms, many Small ALE’s are struggling to analyze and select what they consider to be the lesser of two evils: (1) bear the likely onerous costs of offering affordable health insurance coverage (that is, the employee’s share of employee-only premium cannot exceed 9.5% of the employee’s income) to at least 95% of their full-time employees and their dependents; or (2) pay a potentially significant tax penalty. In addition, even if these employers offer coverage, it may be difficult for the employer to offer affordable coverage to its lower-income employees.
Over the past several years, many ALE’s have assumed that the “Sledgehammer Penalty” – that is, the penalty for not offering coverage to at least 95% of their full-time employees and one of those employees obtains a premium tax credit – is $2,000 per year ($167 per month) per full-time employee (less 30 employees beginning in 2016). Likewise, ALE’s have assumed that the “Tackhammer Penalty” – the penalty if an ALE offers coverage to at least 95% of its full-time employees but fails to offer coverage to at least one full-time employee who obtains a premium tax credit – is $3,000 per year ($250 per month) for each such employee. However, ALE’s must be aware that beginning in 2015, those amounts have increased and likely will continue to increase annually.Continue Reading Thinking of Rolling the Dice? Think Again: PPACA Employer Mandate Penalties Have Increased
In a 6-3 ruling issued June 25th, the U.S. Supreme Court rendered its opinion in the case of King v. Burwell (slip op. June 25, 2015). In this case, the Court was asked to interpret language contained in the Patient
Continue Reading U.S. Supreme Court Upholds IRS PPACA Rule Regarding Subsidies