Nexsen Pruet • March 10, 2014
As physicians search for new revenue streams in response to declining reimbursement and additional administrative complexity, a new law passed in 2013 should provide added flexibility and time to expand practices through the use of physician assistants. The health care markets continue to realign as the Affordable Care Act is implemented and if all goes as planned, there will be more patients.
Littler Mendelson, P.C. • March 07, 2014
Despite the many Affordable Care Act (ACA) implementation delays, rules governing the healthcare law’s various provisions have not stopped coming. On Wednesday, the IRS released two new rules related to ACA employer reporting requirements. The first rule, Information Reporting by Applicable Large Employers on Health Insurance Coverage Offered Under Employer-Sponsored Plans, implements the information reporting requirements under § 6056 of the Internal Revenue Code (IRC), while the second rule, Information Reporting of Minimum Essential Coverage, implements the requirements imposed by IRC § 6055. These reporting requirements become effective with respect to the 2015 calendar year.
Franczek Radelet P.C • March 05, 2014
The IRS issued final regulations regarding the employer shared responsibility provisions under the Affordable Care Act (ACA), also known as the “pay or play” rules. Please see our separate alert, which covers this item in more detail.
Jackson Lewis P.C. • March 04, 2014
The Internal Revenue Service, the Department of Labor, and the Department of Health and Human Services have issued final rules implementing the Affordable Care Act’s prohibition on requiring eligible workers to wait more than 90 calendar days (including weekends and holidays) for their employer-sponsored insurance to take effect.
Littler Mendelson, P.C. • February 25, 2014
On January 10, 2014, the Internal Revenue Service (IRS) released final regulations governing the employer shared responsibility provisions of the Affordable Care Act (ACA).1 The final rule addresses application of the so-called "play or pay" requirement that was added by the ACA. Under this requirement, employers with 50 or more full-time employees (as such term is defined in the rules) must offer health coverage to full-time employees and their dependents or pay a penalty. Even employers that offer coverage may incur a penalty if that coverage does not provide "minimum value" to plan participants or if it is not "affordable." Originally slated to become effective in 2014, the IRS had previously delayed the effective date of the employer responsibility provision until 2015. The long-awaited final rule further delays the effective date for employers with between 50 and 99 full-time employers until 2016. The final rule also provides that employers with 100 or more full-time employees must offer health coverage to only 70% of full-time employees in 2015, instead of 95%. The delay is certainly welcome news for employers and provides some much-needed clarity. Nonetheless, the final rule calls upon employers to make critical decisions in the months ahead as uncertainty about the play-or-pay requirement remains.
Littler Mendelson, P.C. • February 21, 2014
The federal agencies charged with implementing provisions of the Affordable Care Act (ACA) have issued a final rule that implements the 90-day limit on waiting periods for obtaining health coverage. The ACA prohibits group health plans and group health insurance issuers from imposing a waiting period that exceeds 90 days after an employee is otherwise eligible for health coverage. A “waiting period” is defined as the period that must pass before coverage for an individual who is otherwise eligible to enroll under the terms of a group health plan can become effective. The final rule establishes the guidelines governing the relationship between a plan’s eligibility criteria and the 90-day waiting period limitation.
Ogletree Deakins • February 21, 2014
As many small employers rejoice over a delayed effective date, large employers should be rolling up their sleeves to adapt their evolving shared responsibility compliance strategies for 2015 to a new final rule from the U.S. Department of Treasury and Internal Revenue Service (IRS).
Vedder Price • February 20, 2014
The IRS issued final regulations on the employer shared responsibility provisions of the Patient Protection and Affordable Care Act (ACA), often referred to as the "play or pay" mandate, on February 9, 2014. The final regulations contain 227 pages of detailed rules implementing these provisions.
FordHarrison LLP • February 20, 2014
Executive Summary: Under final regulations issued by the U.S. Treasury Department on February 10, 2014, employers with at least 50 but fewer than 100 employees will not be required to comply with the employer shared responsibility provision of the Affordable Care Act (ACA) until January 1, 2016. Employers with at least 100 employees will be required to comply with this provision beginning January 1, 2015.
Phelps Dunbar LLP • February 17, 2014
On February 6, 2014, the Centers for Medicare and Medicaid Services (CMS) published a final rule entitled, “CLIA Program and HIPAA Privacy Rule; Patients’ Access to Test Reports.” The February 6 final rule modifies the implementing regulations to the Clinical Laboratory Improvement Amendments of 1988 (CLIA) as well as the Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy Rule to impose significant new patient access obligations on CLIA and CLIA-exempt laboratories.