the Affordable Care Act – which here are small employers?
The options that you should consider when choosing a payment to employees
We apply good law on access to care (ACA), and the effect of this legislation is felt by many small employers.
First, employers must determine how qualified they are small (less than 50 employees). It's not as easy as it seems. The employer may be 48 employees who work 30 hours or more, and conclude that they are small employer. But if they have 10 employees working part-time, less than 30 hours a week, the staff of part-time work must be translated into equivalent full-time employees.
Since each of these single-parent employees is equivalent to half a full-time employee in that particular employer has five additional full-time employees, or the equivalent of 53 full-time equivalent and full-time employees. This company is really qualified as a major employer and must abide by the rules that apply to large employers.
If specified, the next question a small employer will ask: they continue to offer coverage – whether their business afford? What happens if they do not offer coverage – if they can still attract and retain high talent? These are complex questions with different results depending on the decision of the employer.
If the employer decides to continue to provide coverage, they need to consider their options. Or they provide benefits in the health program, small business, or in the shop of the Federal Stock Exchange? To date, the store employers may offer only one option planning, and staff can be credited only on paper. (In 2015, it is expected that the registration will be available on the Internet.)
Medical plans are submitted to the store, and must be offered outside the program. So what are the benefits?
Small employers who decide to employ workers through the store shopping, can claim a tax credit for small business, which is not available outside the shopping market. To be eligible, the employer shall reimburse 50 percent of the costs only for the employee and at least 25 staff members, including their equivalents, and wages on the average should be less than 50,000 dollars a year.
Another advantage of the shop is that full-time employees are defined as those who work 30 hours or more per week. Outside the boutiques, on the New Jersey law, full-time employees is defined as those working 25 hours or more per week.
Another problem for small employers – private exchanges and the use of certain contributions.
Private exchanges are similar to store, except that an employer can offer up to six different variants of the plan that the employee can choose from, depending on what best suits their needs. Certain contributions – a fixed dollar amount ( "defined contribution"), provided by the company, the employee chooses how to spend.
Choice of private exchange in conjunction with the approach seems to be a contribution to the future of wave. When the traditional employer-sponsored health plans for employers to build their advantage around a particular plan chosen by the employer. When approaching a specific employer contribution builds its benefits in the amount of approximately US dollar. This allows employers to predict what will be on health costs.
At a certain contribution to the employees give a virtual "gift card" with the installed amount of money that they can use to shop for their own insurance provided by the employer from among several options of benefits. It's a win / win for everyone. The employer can set your budget, and the employee has several options from which to choose.
In 2014, the majority of employers have decided to stay with private carriers, as they offer more options plan. In addition, some employers have their premiums reduced by as much as 45 percent, because the plans they were very rich, and eliminate many carriers plan options. Before the ACA come into force, carriers could offer employers 30 plans. Now they can offer only 10. On the other hand, the update (increase in premiums for) increased to 88 percent.