Employer's Guide to Healthcare Reform Law
In 2014, the most significant changes to the healthcare law will take effect. Every individual will be mandated to have health insurance and employers with more than 50 employees who do not offer heath insurance will be penalized. Each state will implement healthcare exchanges where individuals can buy health insurance as part of a larger group for cost savings. Employees earning less than 400% of the federal poverty level will receive federal subsidies to purchase health insurance.
The last step to be implemented is the 40% tax on expensive healthcare plans, dubbed "Cadillac plans." These high cost health plans are defined as having a value of $10,200 for a single employee or $27,500 for a family. The law contains certain exclusions for high risk jobs and other special occupations.
Healthcare reform will have a far-reaching effect on companies in the United States. Armed with the information necessary to make educated decisions, however, companies will be able to implement the requirements of reform in a timely, and efficient manner and make good strategic decisions on how their business goals fit within the new law.
David Barron and Daniel Schuch are attorneys at Epstein Becker Green Wickliff & Hall, P.C. (www.ebglaw.com) and represent management exclusively in labor and employment matters.
- As Medicare Advantage Cuts Loom, Disagreement Over Program's Stability
- Doctors Feel Pressure to Accept Risk-based Reimbursement
- Surgical Checklists Unused in 10% of Hospitals, CMS Data Shows
- Centralizing the Revenue Cycle Protects the Bottom Line
- A Fresh Look at End-of-Life Care
- CA Fines 8 Hospitals for Medical Errors
- 3 in 4 Patients Want E-mail Consultations
- Heart Attack Patient Costs Skyrocket Beyond 30 Days
- ACGME Chief Sees 'Huge' Risk of Error in Proposed Assistant Physician Licensure
- 3 Insider Tips on Cutting Costs without Strangling Growth