<p style="text-align: justify;">Healthcare<i> </i>Laws and regulations<i> for </i>Business employers<i> </i>have become<i> vastly </i>more difficult<i> over just the past </i>three years<i>. </i>As the<i> Affordable Care Act (Obamacare) provisions </i>have come<i> into play year by year, </i>companies<i> are </i>discovering<i> themselves having to make </i>adjustments<i> to their </i>businesses<i> </i>to lower<i> </i>the charges<i> that the many new healthcare regulations </i>impose<i> on</i>managers<i>.</i></p>
<p style="text-align: justify;">Now that<i> 2014 has </i>come<i>, </i>the bulk of<i> </i>the newest<i> </i>rules<i> </i>have recently<i> </i>entered into<i> effect. While a </i>complete<i> </i>write-up on<i> the law</i>is way<i> outside the </i>scope<i> of this article, </i>I will<i> </i>tackle<i> </i>some of the most<i> </i>important<i> items of </i>issue<i> for </i>business employers<i>.</i></p>
<p style="text-align: justify;">For businesses<i> that employ </i>under<i> 50 people full-time, no </i>insurance<i> is required to be </i>furnished by<i> the </i>business<i> by law. Likewise, for </i>firms<i> of between 50 and 99 full-time </i>staff members<i>, the </i>insurance policy coverage<i> requirement is suspended untilJanuary 1, 2016, upon which date </i>they are going to<i> be </i>expected to<i> </i>supply the<i> </i>insurance policy coverage<i>. </i>Companies<i> with 100 or more full-time </i>staff members are<i> </i>instructed to<i> provide </i>insurance policy coverage<i> for at least 70 percent of them by 2015. No</i>company<i> is required by law to provide </i>insurance coverage<i> for their part-time </i>staff members<i>.</i></p>
<p style="text-align: justify;"><img class="aligncenter size-full wp-image-2966" alt="How To Find A Qualified Caregiver For Your Aging Parent" src="https://medusamagazine.com/wp-content/uploads/2015/02/Medical-Laws-and-Regulations-For-Businesses.jpg" width="540" height="619" /></p>
<p style="text-align: justify;">Healthcare coverage has to be<i> </i>viewed as<i> affordable, which is </i>presently<i> defined as costing 9.5 percent of </i>family<i> income or less. Full-time </i>staff members<i> who </i>pay out<i> more than 9.5 percent of their </i>family<i> income for their </i>protection<i> </i>are eligible for<i> a tax credit </i>to lessen their<i> healthcare </i>costs<i>. The </i>insurance<i> must also be considered </i>complete<i>, which </i>means<i> it must </i>pay for<i> at</i>minimum<i> 60% of the covered healthcare </i>costs<i>.</i></p>
<p style="text-align: justify;">Penalties are evaluated<i> </i>on the grounds<i> of the number of full-time </i>personnel<i> in the </i>enterprise<i>. The penalty for a </i>business<i> that’s required to </i>offer<i> healthcare </i>insurance<i> and doesn’t is $2,000 per full-time </i>employee<i>. In addition, </i>staff members<i> who </i>receive the<i>tax credit cost their </i>corporations<i> $3,000 per head.</i></p>
<p style="text-align: justify;">While there have been<i> many </i>organizations<i> in the U.S. who </i>offer<i> health </i>insurance policy coverage<i> for their </i>staff<i> </i>prior to<i> the Affordable Care Act, the enactment of the law changes everything. The </i>extent<i> to which this is a good or bad thing </i>is determined by<i> who you ask. On one hand, the law means that full-time </i>staff members<i> will be </i>guaranteed<i> a basic minimum of health </i>coverage<i>, but on the other hand, the </i>significant<i> increase in cost and </i>complexness<i> to </i>businesses<i> could amount to a major blow to the economy.</i></p>
<p style="text-align: justify;">Already, there are businesses<i> announcing rounds of layoffs so that they can get their </i>staff<i> count under 50 to be exempt from the </i>insurance<i> requirements. Others have </i>cut<i> the hours of their pull-time </i>workforce<i>, effectively turning them into part-time</i>personnel<i>, because they’re not require to pay </i>insurance coverage<i> for part-timers. In addition, because health </i>insurance<i> is so</i>costly<i>, even under the Affordable Care Act, some </i>recruiters<i> may opt to pay the fees of $2,000 per full-time </i>employee<i> rather than </i>supply the<i> </i>insurance<i>. This may seem like a petty thing to do, but a lot of these </i>corporations<i> </i>run on<i> </i>narrow<i> margins, and if providing coverage costs even $1,000 more than pay the fee, it may make sense for some to pay the fee.</i></p>
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Medical Laws and Regulations For Businesses
