• Short-Term Health Insurance Soon Available For Up to 36 Months

    New Rule Loosens Current Restrictions

    Effective October 3, 2018, a new rule will allow individuals to purchase short-term, limited-duration health insurance coverage for a period of less than 12 months, and renew such coverage for up to 36 months. Under current law, the maximum coverage period for short-term, limited-duration health insurance is less than 3 months, and these policies cannot be renewed.

    Notably, short-term, limited-duration health insurance is:

    • Not required to comply with the Affordable Care Act’s ban on pre-existing condition exclusions and lifetime and annual dollar limits.
    • Not required to comply with the Affordable Care Act’s essential health benefits requirement, which requires individual health insurance policies to cover, among other things, hospitalizations, emergency services, and maternity care.
    • Not “minimum essential coverage,” meaning that policyholders may remain liable for an individual mandate penalty for any month in 2018.

    Click here to read the new rule. A fact sheet is also available.

    Check out our Health Care Reform section for more on the Affordable Care Act.

    To access your HR library, please visit www.HR360.com/login.


    Health Care Reform Updates provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

    The information provided herein is intended solely for the use of our clients and members. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included herein, without the express permission of the Publisher. Kindly read our Terms of Use and respect our Copyright.

    Copyright © 2018 HR 360, Inc., All rights reserved.

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  • Nash Insurance Voted One of the Best Insurance Agents in Park City

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  • Short-Term Health Insurance Soon Available For Up to 36 Months

    Effective October 3, 2018, a new rule will allow individuals to purchase short-term, limited-duration health insurance coverage for a period of less than 12 months, and renew such coverage for up to 36 months. Under current law, the maximum coverage period for short-term, limited-duration health insurance is less than 3 months, and these policies cannot be renewed.

    Notably, short-term, limited-duration health insurance is:

    • Not required to comply with the Affordable Care Act’s ban on pre-existing condition exclusions and lifetime and annual dollar limits.
    • Not required to comply with the Affordable Care Act’s essential health benefits requirement, which requires individual health insurance policies to cover, among other things, hospitalizations, emergency services, and maternity care.
    • Not “minimum essential coverage,” meaning that policyholders may remain liable for an individual mandate penalty for any month in 2018.

    Click here to read the new rule. A fact sheet is also available.

     

    Health Care Reform Updates provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

    Copyright © 2018 HR 360, Inc., All rights reserved.

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  • Protect Your Business Against Spear-Phishing Emails

    Tips to Protect Against Damage from Spear-Phishing Emails

    Cyberattacks and resulting data breaches often begin with a spear-phishing email. Spear phishing differs from regular email phishing in its use of extensive research to target a specific audience, which allows the spear phisher to pose as a familiar and trusted entity in its email to a mark. Spear phishers seek a company’s valuable information-such as credentials providing access to customer lists, trade secrets, and confidential employee information-and some of their methods include:

    • Directing email recipients to fake (but authentic-looking) websites that ask for information like account numbers, and passwords or other credentials.
    • Inducing recipients to click on links or attachments that download malware onto the recipient’s computer. The malware often allows the phisher to steal passwords and sensitive data by, for example, tracking keystrokes.

    The IRS offers the following tips to protect against spear phishing:

    1. Educate all employees about phishing in general and spear phishing in particular.
    2. Use strong, unique passwords with a mix of letters, numbers, and special characters. Also remember to use different passwords for each account.
    3. Never take an email from a familiar source at face value, especially if it asks you to open a link or attachment, or includes a threat about a dire consequence that will result if you fail to take action.
    4. If an email contains a link, hover your cursor over the link to see the web address (URL) destination. If it’s not a URL you recognize, or if it’s an abbreviated URL, don’t open it.
    5. Poor grammar and odd wording are warning signs of a spear-phishing email.
    6. Consider calling the sender to confirm the authenticity of an email you’re unsure of, but don’t use the phone number in the email.
    7. Use security software that updates automatically to help defend against malware, viruses, and known phishing sites.

    Click here for additional information about protecting yourself from spear-phishing attacks.

    Check out our Employee Records and Files section for more on how to protect confidential employee information.

     

     

    HR News Alerts provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

    The information provided herein is intended solely for the use of our clients and members. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included herein, without the express permission of the Publisher. Kindly read our Terms of Use and respect our Copyright.

    Copyright © 2018 HR 360, Inc., All rights reserved.

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  • Federal Workplace Poster Requirements

    Various federal workplace poster requirements apply to employers across the United States. This Federal Workplace Poster Requirements chart includes helpful information and links to download the following posters:

    • Minimum Wage Posters
    • OSHA Posters
    • FMLA Posters
    • Workers with Disabilities Posters

    Click on the image below to download the chart.

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  • Employers in 7 States Lose Exemption

    The federal Occupational Safety and Health Administration (OSHA) recently announced that covered establishments in all states-including establishments in California, Maryland, Minnesota, South Carolina, Utah, Washington, and Wyoming-must electronically submit data from their 2017 OSHA Form 300A to OSHA by July 1, 2018. Previously, employers in those seven states were deemed exempt.

    As a reminder, the following establishments-if currently required to comply with OSHA’s recordkeeping requirements-are required to electronically submit data from their 2017 Forms 300A to OSHA:

    Click here to read the OSHA announcement. To submit your establishment’s data, click here.

    To learn more, check out our Electronic Recordkeeping Requirementpage.

    To access your HR library, please visit www.HR360.com/login.

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  • Small Businesses May Be Able to Keep Existing Health Coverage Through 2019

    Policies Renewed Under Extended Transitional Policy Must End by December 31, 2019

    A previously extended transitional policy which allows health insurance issuers, at their option, to continue group coverage that would otherwise be terminated or cancelled has been further extended to policy years beginning on or before October 1, 2019, provided that all policies end by December 31, 2019. Health insurance issuers that renew coverage under the extended policy are required to provide standard notices to affected small businesses for each policy year.

    Policies subject to the transitional relief will not be considered to be out of compliance with key Affordable Care Act provisions, including:

    • The requirement to cover a core package of items and services known as essential health benefits;
    • The requirement that any variations in premiums be limited with regard to a particular plan or coverage to age, tobacco use, family size, and geography;
    • The requirements regarding guaranteed availability and renewability of coverage; and
    • The requirements relating to coverage for individuals participating in approved clinical trials.

    Click here to review the extended transitional policy.

    Visit our ACA by Year & Company Size section for an overview of other requirements related to Health Care Reform.

    To access your HR library, please visit www.HR360.com/login.

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  • 2019 Cost-Sharing Limits for Most Group Health Plans Released

    Health Care Reform Updates

    by Team Nash

     

    HHS Issues Key Rule for 2019

    A new rule from the U.S. Department of Health and Human Services (HHS) addresses, among other things, the requirement under the Affordable Care Act that non-grandfathered group health plans limit annual out-of-pocket cost-sharing for coverage of essential health benefits under the plan. Under the rule, these out-of-pocket expenses may not exceed $7,900 for self-only coverage or $15,800 for family coverage in 2019.

    Please visit our Health Care Reform section for other employer requirements.

    To access your HR library, please visit www.HR360.com/login.

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  • Individual Mandate Exemptions Available for 2017 Tax Returns

    Affordability, Tax Filing Threshold, and Other Exemptions Available

    Under the Affordable Care Act’s (ACA) ”individual mandate” (also called individual shared responsibility) provision, every individual must have minimum essential health coverage for each month, qualify for an exemption, or make a payment when filing his or her federal income tax return for tax year 2017.

    Among other exemptions, individuals may claim the following exemptions from the individual mandate by filing Form 8965, Health Coverage Exemptions, along with his or her 2017 tax return:

    • Affordability Exemption: The lowest-priced coverage available to the individual, through either a Health Insurance Marketplace or employer-based group health plan, would have cost the individual more than 8.16% of his or her household income for plan years beginning in 2017, as computed on the tax return.
    • Tax Filing Threshold Exemption: The individual’s gross income or household income was less than the applicable minimum threshold for filing a tax return (see ”2017 Federal Tax Filing Requirement Thresholds”).
    • Short Coverage Gap Exemption: The individual went without coverage for less than three consecutive months during the year.
    • Medicaid Expansion Exemption: The individual’s household income is below 138% of the federal poverty line for his or her family size, and at any time during the year, the individual resided in a state that did not participate in the Medicaid expansion under the ACA. States that did not expand Medicaid for all of 2017 include: Alabama, Florida, Georgia, Idaho, Kansas, Maine, Mississippi, Missouri, Nebraska, North Carolina, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Wisconsin, and Wyoming.

    Click here to learn more about individual mandate exemptions.

    Be sure to visit our Individual Mandate (Individual Shared Responsibility)section for additional details.

    To access your HR library, please visit www.HR360.com/login.

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  • Living Planet Aquarium

    This is a great cause that Team Nash has been behind since the beginning. Please donate what you can.

    You can easily donate here: https://www.gofundme.com/livingplanetaquarium

     

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