The implementation of the ACA—the Patient Protection and Affordable Care Act and the Health Care and Education Reconciliation Act, which amended it a week later, in March of 2010—has involved a constantly morphing set of interlocking issues. Legal challenges began almost immediately. Some provisions of the law have been dropped. Timelines for compliance with some provisions have changed. Enforcement of other provisions has been delayed. A major obstacle in implementation was removed in June, when the U.S. Supreme Court upheld the law, except for one penalty provision. States that postponed creating exchanges are now behind the curve and others have opted out altogether. Implementation will bring more changes as thousands of pages of new and final regulations are written and released. The outcome of the national election is also expected to bring changes, one way or another: technical corrections if Obama wins; a significant deconstruction if Romney wins.
Over the last several months, I have been talking with members of many sales teams about their knowledge of the ACA. The general consensus is confusion.
Healthcare reform is here. Like it or not, the traditional egg we have known as employee group healthcare has been broken and everyone is scurrying around to scramble, poach, sunny side up, or create an omelet out of the results.
There are several Patient Protection and Affordable Care Act (ACA) provisions that will require action in the near future from your PEO’s HR department. Below are some of the most pressing issues occurring in the remainder of 2012 and 2013.
It is known by many names: The Patient Protection and Affordable Care Act, PPACA, ACA, Healthcare Reform, Obamacare, and other names that would garner an R rating from the motion picture industry.
As a former PEO founder and owner with primary sales responsibility, I learned that prospects are typically drawn to one or more of the three main hot buttons that will win them over...
Here are NFIB’s picks for great business books published in 2012—so far.
At its recent meeting, the NAPEO Board of Directors requested that the association’s Unemployment Insurance Task Force review NAPEO’s position on unemployment insurance.
Q. What is a medical loss ratio (MLR) rebate and what are our obligations as employers?
As I write this, I have recently returned from a very successful 2012 Professional Employer and Marketplace—my first NAPEO annual conference. As you’ll see in the special section starting on page 41 of this issue of PEO Insider,® what a conference it was! We had our highest attendance since 2008, packed rooms for the program sessions, and 83 exhibitors in NAPEO’s Marketplace.
We live in a world of constant change, and both as individuals and as an industry, our success hinges on our ability to adapt. We must understand what lies ahead and know exactly how we as an industry plan to learn, adapt, and change with the success of our PEO members and their clients in mind.
You started your PEO in 1992 and joined NAPEO in 1996. How did your PEO get its start, how did you learn about NAPEO, and why did you join?
Many American employers are facing an unexpected challenge in a time of chronic high unemployment—an insufficient supply of skilled and educated workers. Statistics show that 3.4 million jobs sit vacant because businesses simply can’t find qualified workers to fill them.
If you read a history of the presidency of Harry Truman, his come-from-behind victory in the 1948 presidential election is always highlighted. It is a great story and one that can be enjoyed even if you are not a political junkie.
On June 28, 2012, in the case of National Federation of Independent Business, et al. v. Sebelius, Secretary of Health and Human Services, et al., the United States Supreme Court surprised most court-watchers with a decision upholding the vast majority of the Patient Protection and Affordable Care Act (ACA), the Obama administration’s far-reaching and controversial healthcare reform law.