In 2012, the maximum penalty for non-compliance was $105 a month, or $1,260 a year. The maximum penalty this year for those with incomes that exceed 300 percent of the federal poverty level will be $106 for each month that an individual is not covered by health insurance, or $1,272 a year.
Finding a qualified partner in the employee benefits industry can help companies adjust to the ACA regulatory landscape. Accreditations are enhancing their knowledge.Read More
Concern over the long-term implications of prescribing narcotic pain medications to injured workers has grown during the past two years.Read More
Steep prices of specialty drugs—such as Humira or Enbrel, which can cost more than $14,000 annually—are prompting employers to focus on managing the expense. But the question is how. “There are lots of cogs in this wheel and that complicates the management of these drugs,” says Cheryl Larson, vice president of the Midwest Business Group on Health.Read More
The massive $2,000-per-full-time-employee penalty will not apply so long as employers offer coverage to at least 95 percent of their full-time employees and their dependents up to age 26, the IRS said.Read More
The U.S. Department of Health and Human Services has given tentative approval to applications filed by Minnesota and Rhode Island to launch health insurance exchanges in 2014.Read More
A survey of 123 insurers and benefits administrators, released Dec. 17, indicated that group health care plan cost increases through June 2013 will be between 0.2 percent and 0.6 percent lower than they were in the first half of this year.Read More
The U.S. Department of Health and Human Services law requires most employers to provide cost-free coverage for birth control prescriptions, sterilization, preventative screenings and other forms of women's preventative care.Read More
The American Heart Association and American Cancer Society are among the groups providing guidance on how organizations can design outcomes-based incentives programs that don't discriminate against employees.
For companies considering healthy programs, it's important to create a wellness culture, one executive says. “If you're doing it just to attack claims, don't do it. It won't succeed.”Read More