Webcasts
In Depth Explanation - Differences in the Way Health Reform Law Defines Seasonal Workers (Alternative Format) - May 2, 2013
April’s Compliance Corner webinar focused on how employers need to track variable hour employees to comply with the law’s employer mandate
requirements. Due to the popularity of that session, we’ve decided to delve a little deeper for our May webinar and will focus specifically
on how employers must consider seasonal employees, which can include holiday workers, interns, summer help and more. The webinar will cover
the differences in the way the health reform law treats seasonal workers as opposed to other federal requirements, show how employers account
for the seasonal worker exemption when it comes to the applicability of the employer mandate and provide options for employers who definitely
are subject to the law’s employer responsibility requirements in terms of managing and tracking the hours of their seasonal workers. The
session will also cover how the law treats seasonal employees who may not be residents of the United States.
Click here to view the PowerPoint.
NAHU’s April 2013 Compliance Corner webinar focused specifically on the health reform law’s new employer responsibility requirements relative to counting employees. Beginning in 2014, employers with more than 50 full-time equivalent employees will have to offer coverage to all of their full-time workers. How to count those employees, particularly those that work variable hours, and determine if they are full-time or not is tricky business. Plus, many employer are unaware that they need to be thinking about counting and getting their methodologies in place NOW to be prepared for 2014 since the methods chosen can have a significant impact on an employer’s liability moving forward. Please join NAHU CEO Janet Trautwein for a one-hour webinar to discuss how the new measurement and stability periods work and how you can use this information to provide strategic advice to your employer clients. Click here to view the PowerPoint and click here to the supporting document on the employer responsibility rule and variable hour and seasonal employees. The Basics of a Department of Labor Audit II (Alternative Format) - March 7, 2013
This month's webinar focuses on the very specific employer compliance changes that the DOL will be looking for relative to health reform implementation. Ruthann Laswick, President of Bluewater Benefit Consulting and NAHU Professional Development Committee Vice Chair, joined NAHU’s Jessica Waltman for the presentation. Click here to view the PowerPoint. The Basics of a Department of Labor Audit (Alternative Format) - February 7, 2013
The Federal Department of Labor is responsible for enforcing ERISA requirements for all group health plans and many of the new PPACA requirements for employers through plan audits. The DOL recently increased its auditing and enforcement budget and estimates that three out of four plans audited have at least one ERISA violation. While the vast majority of these violations are unintentional, the possibilities for errors and significant penalties abound when it comes to group health plan administration. Benefit professionals need to be prepared for the possibility of their clients being subject to DOL audits, given their increasing frequency. More importantly, NAHU members need to be able to ensure that all of their clients are prepared to pass an audit before they ever receive a summons. This one-hour webinar, featuring Senior Vice President of Government Affairs Jessica Waltman and NAHU President-Elect Thomas Harte, will focus on DOL audit basics and what members and employer clients need to document and have at the ready should an audit notice arrive. Click here to view the PowerPoint. Understanding the New Proposed PPACA Employer Rules (Alternative Format) - January 16, 2013
NAHU’s retained counsel, Anne Phelps and Heather Meade of Washington Council Ernst and Young, presented a one-hour webinar on Wednesday, January 16 to discuss a proposed regulation outlining how the health reform law’s employer responsibility requirements will work that was issued by the IRS on January 2, 2013. Click here to view the PowerPoint. Strategic Considerations in Group Health Insurance—Walking Through 2014 Options - December 19, 2012
Jessica Waltman, Senior Vice President of Government Affairs, presented a one-hour webinar on Wednesday, December 19 that provided valuable information to help you walk through new 2014 options for clients to help them make strategic decisions that make the most long-term financial and competitive sense for them as well as for their employees. Click here to view the PowerPoint. The Impact of the 2012 Presidential and Congressional Elections on the Health Reform Policy Agenda - November 7, 2012
NAHU CEO Janet Trautwein and Senior Vice President of Government Affairs Jessica Waltman presented a one-hour member's only webcast on Wednesday, November 7 and discussed the results on the 2012 presidential and congressional elections. This session covered the impact the election results will have on health reform generally, as well as on NAHU's specific policy agenda. Click here to view the PowerPoint. Administration Releases Notices on Certain Employer Requirements Under the ACA - September 26, 2012
The Department of the Treasury released Notice 2012-58 regarding the definition of full-time employee for purposes of the assessment of the employer tax penalties under the Affordable Care Act ("ACA"), and the Departments of Labor, Treasury and Health and Human Services together released Notice 2012-59 on the ACA's 90-day limitation on waiting periods. The notices state that employers can rely on the guidance in the documents at least through the end of 2014. Heather Meade Washington Council Ernst & Young presented a one hour webinar covering highlights of the notices on the definition of a full time employee, tax penalties, types of safe harbor methods and 90- day waiting period limitations. Click here to view the PowerPoint. Summary of Benefits and Coverage: Final Rules Issued, Requirement Effective Beginning September 23, 2012 - September 21, 2012
The Affordable Care Act created a new disclosure requirement for group health plans and issuers: the summary of benefits and coverage (SBC). The September Compliance Corner webinar will go over in detail the requirements to provide an SBC, notice of modification, and uniform glossary applied for disclosures to participants and beneficiaries who enroll or re-enroll in group health coverage through an open enrollment period. For disclosures to plans, and to individuals and dependents in the individual market, these requirements are applicable to health insurance issuers beginning on September 23, 2012. Click here to view the PowerPoint or Click here to view a PDF of an overview of the summary of benefits and coverage. The Affordable Care Act: Summary of Employer Requirements - August 14, 2012
The August Compliance Corner webinar reviewed in detail all of the upcoming requirements our nation's employers will have to deal with in the coming years as a result of the passage of the Patient Protection and Affordable Care Act (PPACA) with a focus on how health insurance agents and brokers can best advise their clients about the coming changes to the world of employee benefits. Particular attention is paid to the new coverage requirements for employers so that attendees understand exactly how the employer mandate and penalty provisions of the law will work. In addition, we covered the information all employers will need to report to the federal government about their benefit plans and what responsibilities employers have with regard to the new health insurance exchanges. Presenters for this one-hour program are Anne Phelps, a partner at Washington Council Ernst and Young and NAHU CEO Janet Trautwein. Click here to view the PowerPoint. Health Reform in a Post-Supreme Court World - July 11, 2012
The United States Supreme Court announced its decisions on the four interrelated issues that made up the constitutional challenge to the Patient Protection and Affordable Care Act. The court has decided the individual mandate is a tax and thereby constitutional, and that the Medicaid expansion is also legal, although its provisions were limited. The entire measure stands as is except that the federal government's power to terminate states' Medicaid funds has been reduced. For purposes of implementation, virtually all of the law and all resulting regulations and deadlines proceed as scheduled. The only part of the law that will change has to do with the level of funds states may receive based on choices they make relative to their Medicaid programs. With regard to the constitutionality of the individual mandate, the Justices voted 5 to 4 that Congress was within its authority to require that all Americans have health insurance coverage using its power of taxation. Justices Roberts, Ginsberg, Breyer, Sotomayor and Kagan voted to uphold the mandate. Justices Kennedy, Scalia, Alito and Thomas opposed the decision. The court also ruled that PPACA may allow states to expand their Medicaid programs. However, in the majority opinion, the Justices made it clear that if states do not want to participate in the PPACA expansion of Medicaid, they can continue to receive their existing level of funding for the rest of the program. Since the Court voted to uphold the individual mandate and Medicaid expansion provisions of the law, the question of whether or not these provisions of the law are severable is moot. The majority opinion also made it clear that the federal Anti-Injunction Act does not apply because the label "tax" is not controlling. Click here to view the PowerPoint or here for the Q&A section of the webinar. This Summer's PPACA Compliance Requirements-Preventive Care, MLR Rebates and Getting Ready for the New Coverage Summaries - June 7, 2012
Several key provisions of the health reform law need to be implemented by employers later this summer and in the fall. Even though the law's future is currently questionable, given the pending decision by the Supreme Court and the upcoming November elections, responsible employers and brokers need to be making implementation plans, just in case. Click here to view the PowerPoint or here for more information about PPACA Compliance Requirements. Exchanges and Employer Sponsored Health Plans - May 9, 2012
In March 2012, the federal Department of Health and Human Services released final rules for health insurance exchanges. According to the health reform law, each state must have a qualified health insurance exchange up and running by January 1, 2014 to serve its individual and small group health insurance marketplace. If a state doesn't act in time to create an exchange, the federal government will step forward to create and operate one for the state. Employers have significant responsibilities relative to the exchanges, even if they don't elect to buy coverage there. Click here to view the PowerPoint. New Guidance on Summary Plan Benefits and Other Recent Regulations Part II - April 9, 2012
The Departments of Health and Human Services (HHS), Labor and Treasury continue to issue guidance implementing the Patient Protection and Affordable Care Act that will affect health plans and your business. Learn about recently issued guidance on the new summary of benefits requirements, auto-enrollment, 90-day wait period, treatment of newly hired employees, annual and lifetime limits and other important issues. Click here to view the PowerPoint or here for more information about summary plan benefits. New Guidance on Summary Plan Benefits and Other Recent Regulations - March 1, 2012
The Departments of Health and Human Services (HHS), Labor and Treasury continue to issue guidance implementing the Patient Protection and Affordable Care Act that will affect health plans and your business. Learn about recently issued guidance on the new summary of benefits requirements, auto-enrollment, 90-day wait period, treatment of newly hired employees, annual and lifetime limits and other important issues. Click here to view the PowerPoint. It is 2012 and the New Form W-2 Reporting Requirement is in Effect - February 2, 2012
Beginning in 2012, the Patient Protection and Affordable Care Act requires employers to report the cost of employer-provided healthcare on all Form W-2s issued after January 1, 2013. NAHU's benefits attorney, Heather Meade, from Washington Council Ernst & Young, provided a refresher on what types of coverage should be included in the reporting, valuation, transition relief for small employers, and an update on the recently issued IRS interim guidance Notice 2012-9. The update is of particular interest given some of the new guidance relating to HSAs, HRAs, FSAs, and Section 125 salary reductions. Click here to view the PowerPoint presentation only. Click here to view interim guidance on informational reporting to employees of the cost of their group health insurance coverage. COBRA Subsidy Extension: Key Changes - January 6, 2010
With the President's signature this week, the federal COBRA subsidy for involuntarily separated individuals has been extended and slightly modified. This goes into effect immediately so that individuals who are eligible for the subsidy will get up to 15 months of subsidized COBRA coverage.
This informative web recording will update and prepare you for the extension and how to best educate and prepare your clients for the new law's impact on the subsidy program.
How to Comply with New COBRA, GINA, HIPAA, Mental Health and Michelle's Law - January 7, 2010
*During this webcast, it was mentioned that the DOL was tasked with publishing a model CHIP notice for employers to use to satisfy their notice obligations under CHIPRA. Please click here to read a short client alert on the notice requirements.
GINA generally prohibits a group health plan from collecting or using genetic information (including family medical history) at or prior to enrollment. This affects health plans, wellness programs and FSAs. Compliance is required as early as January 1, 2010, but current actions for the upcoming plan year are also affected.
President Obama just signed a bill extending the federal COBRA subsidy by six months. It goes into effect immediately. The nine-month, 65% premium subsidy has been extended to a total of 15 months. Plus, the subsidy is available to employees or dependents who lose coverage under a group health plan through Feb. 28, 2010 — changed from Dec. 31, 2009.
HIPAA was recently amended to add new breach notification rules and to apply HIPAA requirements directly to business associates. Revisions to your HIPAA policies and business associates agreements are needed by February 2010.
Additional changes have occurred as a result of Michelle's Law (affecting students), the Mental Health and Substance Abuse Equity Act (mandating minimum levels for covered mental health and substance abuse) and many state laws (e.g. mandatory dependent coverage through certain ages). These changes affect both insured and self-insured plans. Cost saving approaches may be available.
New Regulations Have An Impact on Employers
In addition to the health care reform debate ongoing in Washington, a number of employment law issues have been passed or new regulations adopted that affect employers. David Smith, vice president of Health and Welfare Benefits with Financial Directions Group will bring you up to speed on the recent changes made to the Americans with Disabilities Act, Family Medical Leave Act, various discrimination laws, the Genetic Information Nondiscrimination Act and the Lilly Ledbetter Act so that you are aware of these new federal laws.
New HIPAA Breach Notification Regulations
Regulations were issued August 24th regarding notification requirements for breaches of unsecured PHI. The regulations are effective September 23, 2009, and generally affect "covered entities" such as employer health plans (e.g., medical, dental, vision, and health flexible spending accounts) and their business associates under the HIPAA privacy and security rules.
Under the new regulations, certain breaches of unsecured PHI that may cause financial, reputational, or other harm to an individual must be reported to the individual and to the federal government. A covered entity is required to train its workforce with respect to the new breach notice requirements, provide for a complaint procedure, set up breach notification policies and procedures, and meet other requirements in the new regulations.
Join Ric Joyner, David Smith and Tom Jacobs for a 90 minute webcast and find out how employers with group health plans should act now.
Mental Health Parity
Significantly expanded mental health parity requirements were enacted as part of the Emergency Economic Stabilization Legislation signed into law on October 3, 2008. Calendar-year health plans must be in compliance by January 1, 2010, yet new regulations are not expected until after implementation. Unfortunately, that leaves many open questions as the employer-sponsored plan industry struggles to implement the new requirements by the deadline.
Listen in on the review of the new requirements, hear insight as to how other companies are responding where there are open questions (including important strategy considerations), and listen to a discussion of how behavioral health management may be a valuable tool for compliance with the new law.
Presented by: Susan Relland, Miller Chevalier, and Patrick Gauthier, AHP Behavioral Health Consulting Group
As the focus on health care reform continues, it becomes increasingly important to understand the changing role of the agent/broker in supporting consumers. Though consumer concern around health care financial exposures continues to increase and overall consumers are shopping more, their purchases are not increasing. We will share a selection of insights generated from McKinsey & Company's Retail Health Care Consumer Survey, including:
- How are agents viewed by consumers?
- What are consumers doing to manage their health and financial risks?
- What are the key factors that drive consumers' purchasing decisions?
- How can agents/brokers better influence and support consumer decision making?
Presented by: Jenny Cordina, McKinsey & Company
For more information, please contact Farren Baer.