Overview: Health care benefits are an important part of the overall compensation package and employee benefit program that employers use to attract and retain workers. Employees value health care benefits because they soften the financial impact of a catastrophic, unanticipated illness or injury.
Employees are typically provided an opportunity to participate in the employer's group health plan. Eligibility for participation may depend on a number of factors including working for a required period of time and/or an individual's employment status (e.g., full time or part time).
Most health care benefit packages include medical and prescription drug coverage, but many employers offer more comprehensive packages that include dental and vision benefits as well. Basic health insurance covers costs related to hospital care, including hospitalization, inpatient surgery and doctor fees related to the hospitalization.
Trends: The requirements of the Affordable Care Act pose some real challenges for HR professionals and its requirements have a significant impact on how both employers and employees view health care benefits.
Author: Tracy Morley, SPHR, Legal Editor
XpertHR provides an insider's look at a Supreme Court case that asks if an employer may deny contraceptive coverage to its employees on religious grounds under the Affordable Care Act. Hear why this might be the most significant dispute of the Court's term.
A divided Supreme Court heard lively 90-minute arguments on March 25 in a major employment case that asks whether corporations may deny contraceptive coverage to their employees on religious grounds under the Affordable Care Act. A decision is expected by late June.
Two Employment Law Manual sections and a Legal Insight have been updated to reflect final ACA information reporting requirements.
A Worked Example and LiveFlo have been updated to reflect final ACA regulations recently issued by the Obama administration.
The Patient Protection and Affordable Care Act of 2010 (ACA), often referred to as Health Care Reform, was enacted to establish near universal health care in the United States. This Legal Insight covers the ACA provisions that employers need to know.
Employer-sponsored health care benefits are an important part of the overall compensation package used to attract and retain employees. Employers, however, face a number of issues when deciding on employee health care benefits. This section assists HR professionals in understanding the different types of benefit plans (e.g., traditional indemnity, managed care), the benefits that may be offered (e.g., prescription drug, dental, vision), how cafeteria plans work and the impact of the Patient Protection and Affordable Care Act (PPACA).
The newly updated content reflects changes resulting from the final regulations.
The US Department of the Treasury and the Internal Revenue Service released two final rules implementing annual information reporting requirements under the Affordable Care Act .
The requirements of the Affordable Care Act (ACA) go into effect over several years. The following is a summary of major provisions of health reform that are already in effect as well as those that will become effective over the next several years.
Under the Affordable Care Act an employer, regardless of for-profit or not-for-profit status qualifies as an applicable large employer for a calendar year if it employs, on average, at least 50 full-time employees, including full-time equivalent employees (FTEs) on business days during the preceding calendar year. This How To will help an employer determine if it is an applicable large employer and subject to the employer shared responsibility requirements.
HR guidance on understanding the value of health care benefits.