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Healthcare Reform Tips for Employers
With so much being said and written about healthcare reform, many employers don't know where to begin to find practical information about how the law will affect the workplace and what they should be doing to prepare, even now.
More importantly, employees are being bombarded with information they don't understand, or even downright misinformation, and are looking to their employers to help them wade through this complicated maze of new legislation. This article will hopefully clear up some of the confusion and provide a practical roadmap to what is already in effect and what is coming down the road.
3 Issues to Address Now
Although much of the healthcare law takes effect years down the road, there are a number of provisions which are of immediate impact to employers. Three examples are addressed below: new whistleblowing protections, the right to privacy for workplace nursing, and deciding whether to "grandfather" your health plan.
First, all employers should understand that the healthcare reform law dramatically expands whistleblower protections in the workplace. For example, an employee who makes a complaint about a perceived violation of the new healthcare law is protected from retaliation.
Similarly, if an employee opts out of an employer's plan and chooses to be covered in one of the new healthcare exchanges scheduled to start in 2014, that act is protected from retaliation.
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Comments are moderated. Please be patient.
Lorelie N (10/7/2010 at 5:55 AM)
The health care reform has been a hot debate in the government. This is what Peter Orszag trying to point out in an op-ed column in the New York Times, health professionals must do more if America is to achieve any real health care reform. Doctors must work weekends to improve patient care, and hospitals must adopt a uniform system of care evaluation and record-keeping. This is what the economist demanded.