Preparing For PPACA Pt. 3

Last week, we began explaining the details of how the PPACA would be changing the way you do business. Regardless of what industry you are in, human resources compliance requires you to meet these specific healthcare regulations. We are summarizing some of the most complex issues, but you can read ADP’s entire report by clicking here.

Shared Responsibility Requirements

“Health Care Reform does not require you to provide healthcare coverage to full-time employees, but it will impose a potential penalty on those employers with at least 50 employees who fail to do so,” warns ADP. There are very specific requirements in place that employers can use to ensure that they are avoiding this issue.

The author suggests actively managing potential issues by integrating automated time and labor management tools, payroll services, and benefits administration. In this way you can manage assigned hours to reduce exposure to additional healthcare costs and/or federal penalties; help ensure that employees who should be eligible for coverage are actually made eligible in a timely and compliant fashion; and gain ready access to the data needed to track and reconcile with the government for those employees who choose to utilize a Public Exchange.

The PPACA has a broad reach, and could impact many aspects of your company. If you have any questions or concerns about the PPACA, feel free to contact us.

Next week, we’ll be examining some other aspects of healthcare reform, and exploring the plausibility of one of the most controversial Medicare changes.

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Pam Argeris is a thought leader in the Healthcare Industry and possesses extensive, hands-on experience with CMS compliance, and multiple regulatory bodies such as NCQA, JACHO, and DOI. In her role at Merrill Corp., Pam focuses on developing solutions for compliance and quality assurance, delivered in a cost effective manner to improve beneficiary and prospect communications. You can contact Pam at Pamela.Argeris@merrillcorp.com.