On July 31, 2013, the first of various fees will be due that are imposed by the Affordable Care Act on self-insured group health plans andor issuers
Some laws are fairly straightforward.
Now that the Supreme Court has handed down its decision regarding the PPACA, employers must move forward quickly to prepare for the employer mandate, which is the most significant PPACA provision to affect employers in 2014.
On April 12, 2012, the Internal Revenue Service (IRS) issued proposed regulations implementing fees on certain health insurance issuers and self-funded group health plan sponsors to help finance the Patient-Centered Outcomes Research Institute established under the Patient Protection and Affordable Care Act (PPACA).
The U.S. Departments of the Treasury, Labor (DOL) and HHS (collectively, the "Departments") recently released final regulations governing the summary of benefits and coverage and the uniform glossary for group health plans and health insurance coverage.
Recently the U.S. Departments of Labor, Treasury and HHS (the "Departments") jointly released frequently asked questions (FAQs) addressing implementation of PPACA and the Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA).
Arguably one of the most fundamental tasks remaining under PPACA is to define the package of “essential health benefits” that certain health insurance plans will be required to offer beginning in 2014.
PPACA radically changes the way health, accident and sickness insurance is to be bought, sold and provided in the U.S., principally by reorganizing the commercial health insurance marketplace, generally starting June 21, 2010, and ending December 31, 2013.
The health care reform bills signed into law last month by President Obama (together, the "2010 Act") radically change the way health, accident and sickness insurance is to be bought, sold and provided in the United States.
While the pending healthcare reform legislation will affect how healthcare providers furnish goods and services within the larger healthcare delivery system, providers also should consider how the reform legislation will affect them as employers and as the recipient of other workers' personal services.