On March 30, 2010, the Patient Protection and Affordable Care Act (PPACA) became law. In addition to making sweeping changes to the health care system in America, this law also profoundly alters the landscape of employer compliance with federal and state law.

The PPACA adds an additional layer of compliance onto the ERISA, HIPAA and COBRA laws and that, coupled with the fact that employers are now subject to benefit program audits by the Departments of Labor (DOL), Health and Human Services (HHS) and the Internal Revenue Service (IRS), makes it imperative that employers of all sizes create partnerships with firms who know the law and the requirements.

Der Manouel Insurance Group is dedicated to educating our clients on the ever-changing policies that continue to result from the enactment of the new law, and assisting them in developing benefit programs that meet the needs of their employees, fall within their budgets and comply with the law.

Our staff of Benefits Consultants are continually being kept aware of the law and upcoming employer requirements by our in-house subject matter expert, Vic Gunderson. Vic has more than 35 years’ experience in the benefits compliance arena, and has received the Certificate of Health Care Reform Studies from the American College. Vic works closely with the DMIG ERISA attorney, attends monthly advanced compliance and annual continuing education conferences to keep the DMIG team and our clients current with the latest in regulatory requirements.

Please visit this page often, as we will periodically post samples of the memorandums and bulletins that we regularly provide to our clients. If you have any questions regarding Health Care Reform or any other employee benefit compliance issue, please contact us!

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In The News

Annual Deductible Limit Repealed

Annual Deductible Limit Repealed for Small Health Plans

For 2014 plan years, small group health plans were subject to annual deductible limits. A new law repeals the ACA’s annual deductible limit, effective retroactively.

Employer Mandate Delay

Employer Mandate Delayed until 2016 for Medium Sized Employers

On February 12, 2014, the Treasury published final regulations on the employer Mandate, granting relief for Applicable Large Employers who have fewer than 100 full-time employees.

Employer Mandate Final Rules

Final Employer Shared Responsibility Regulations Issued

The requirement to offer coveragge to 95 percent of full-time employees will be phased in over two years.
Full-time status is clarified for certain groups.

Final Regulations on the 90 day Waiting Period

Final Regulations Released on the 90-day Waiting Period Limit

On February 20, 2014, the Departments issued two rules on the 90-day waiting period limit.
The rules apply for plan years beginning on or after Jan. 1, 2015.

Pay or Play Transition Relief Extended for 2015

Employer Mandate Transition Relief Extended for 2015

Certain 2014 transition relief is extended, including relief for non-calendar year plans.
In 2015, employers can determine ALE status using any six consecutive months in 2014.

IRS Final Rules on Individual Mandate Penalties

IRS Issues Final Rules on Individual Mandate Penalties

On August 27, 2013, the IRS issued final regulations on the individual mandate.
The rules clarify whether certain types of coverage qualify as acceptable.