As we inch closer to full implementation of the Patient Protection and Affordable Care Act (PPACA), the nation’s employers are facing a deadline about whether or not they will “play or pay,” with regard to offering employee benefits. Unfortunately, many still do not fully understand the options and various implications of their PPACA-related decisions.
United Benefit Advisor’s 2013 Health Plan Survey shows that a majority of employers (76.58%) continue to be firmly committed to the value of providing group health insurance to active employees and their dependents, but how those benefits are structured can vary greatly and have a significant impact on the bottom line.
No two employers face the same set of circumstances under PPACA and each should base its insurance solutions on its own size, industry, region, workforce characteristics, financial considerations, and strategic goals for employee health.
In UBA’s white paper, The Employer’s Guide to “Play or Pay,” employers are educated about how to move beyond “compliance with health care reform” and what they should do to take a more strategic look at cost control.
Topics to consider (and covered in the white paper) include:
- The facts about penalties and the pros and cons of “playing” or “paying”
- Compensation issues and how seemingly small decisions can have significant ramifications for all employers and employees (regardless of whether or not they offer benefits)
- Seven issues to consider beyond penalties; for example, lost tax advantages, reporting burdens, recruitment and retention challenges, and more
- How location, compensation, subsidies, Medicaid, family size, and income affect decisions