by Geralyn Isler | November 15, 2023 | Employer Guidance, Health Care Reform
Applicable large employers (ALEs) are required to report information about the health coverage they offered, or did not offer to employees for 2023. ALEs are generally entities that employed 50 or more full-time and full-time-equivalent (FTE) employees in the prior... by Geralyn Isler | October 5, 2023 | Employer Guidance, Health Care Reform, Recommended Articles
The Gag Clause Attestation is a newly required process requiring health plans and employer plan sponsors to annually attest to the absence of a gag clause in their health plan. The Consolidated Appropriations Act of 2021 (CAA) prohibits employer sponsored group... by Lee Arkenau | September 20, 2023 | Medicare & Individual
The rules for determining your Medicare effective date have recently changed. Previously, if you applied for Medicare any time during the month in which you turn 65, your effective date would have been the first of the month in which you turned 65. Now, your effective... by Geralyn Isler | September 19, 2023 | Employee Benefits, Employer Guidance, Health Care Reform, Recommended Articles
In a recent Notice the IRS announced another decreased percentage that will be used to determine whether employees’ share of their 2024 premiums are considered affordable for purposes of the employer mandate. Applicable Large Employers, for the 2024 plan year,... by Angel Carrier | September 11, 2023 | Uncategorized
Employers who provide prescription drug coverage to those who are or may become eligible for Medicare Part D, must notify both plan members and CMS on whether the coverage provided is deemed “creditable” or “non-creditable” per the Medicare Modernization Act (MMA) of...
