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As the number of reported cases of the novel coronavirus (COVID-19) continues to rise, employers are increasingly confronted with the possibility of an outbreak in the workplace. This document provides a summary of the compliance issues facing employers in this type of situation.
On March 18, 2020, the U.S. Senate passed a coronavirus relief bill, called the Families First Coronavirus Response Act, that was passed by the House of Representatives over the weekend. President Trump is expected to sign the bill into law.
Paid Sick Leave
Among other measures, the law requires 80 hours of paid sick leave for government workers and employees of companies with fewer than 500 employees. Compensation caps apply.
Leave would be available to workers who:
Paid FMLA Leave
The bill would also require partially paid leave under the Family and Medical Leave Act when an employee is unable to work or telework due to a school or child care closure related to the coronavirus.
This benefit would be available to individuals who have worked for their employer for at least 30 days.
Benefits under the law expire Dec. 31, 2020.
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(Salt Lake City, Utah) – Celia Nash has been nationally recognized for her dedication to helping consumers enroll in and manage qualified health coverage through the Health Insurance Marketplace.
This nationwide recognition from the Centers for Medicare & Medicaid Services (CMS) as a member of the 2020 Marketplace Elite Circle of Champions highlights Celia’s success in actively enrolling 100 or more consumers during this Open Enrollment Period.
“We thank Celia Nash for providing her trusted advice and exceptional service to consumers to help them enroll in coverage,” said Randy Pate, Director of the Center for Consumer Information & Insurance Oversight within CMS, which oversees the Marketplace. “Helping 100 consumers during the Open Enrollment Period is an achievement to be proud of.”
The Marketplace Circle of Champions program recognizes the hard work, expertise and service of Marketplace-registered agents and brokers. Agents and brokers who assist 20 or more consumers qualify for the Marketplace Circle of Champions – with those who enroll 100 or more consumers earning the Elite designation.
Consumers with questions about their coverage or who would like help enrolling, can contact Celia here: link.
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Need Help with Dental Costs? Join Direct Access Dental Discount Plans and Save 20%-60% on Dental Procedures.
Join now and receive a special promotion: Use promo code NASH15 to receive 15% off your first year of membership.
Enroll Now: https://
What is Direct Access?
You can think of a discount plan like a membership club with volume pricing. Discount dental plans negotiate discounted rates with participating providers. When a member receives care from a participating provider, they save 20% to 60% or more off of that provider’s regular fees. There is no waiting, no forms to file, no limits on use, and no annual limits.
Membership Includes:
20%-60% average savings on dental procedures
300,000+ participating locations
Unlimited Use
Start Saving Today—No Waiting!
Plans as low as $8/month
What Our Members Are Saying:
“It saved me $1,044 on my implant. When you live on a limited income, that is really significant” – Harvey
“In the last year, Direct Access has saved our family over $800 in dental care costs. Thank you!” – Elizabeth H.
Discount plans are not insurance and do not pay anything towards the cost of treatment. But, they do generate substantial savings through discounts for their members. Members can save a lot or a little, depending on how much work they need to have done. With Direct Access, it is not uncommon for members to save more than their annual membership fee on just one visit to the dentist.
Read moreThe IRS has announced that the contribution limit for health flexible spending arrangements (health FSAs) will be $2,750 in 2020. For 2019, the contribution limit is $2,700.
To access your HR library, please visit www.HR360.com/login.
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Under the employer shared responsibility (“pay or play”) provisions of the Affordable Care Act, applicable large employers-generally those who have 50 or more full-time employees (including full-time equivalent employees)-may be subject to a penalty if they do not offer affordable coverage that provides minimum value to their full-time employees and their dependents.
For plan years beginning in 2020, the Internal Revenue Service has announced that coverage will generally be considered affordable if the employee’s required contribution for the lowest-cost self-only health plan offered is 9.78% or less of his or her household income for the taxable year. For plan years beginning in 2019, the applicable percentage is 9.86%.
Given that employers are unlikely to know an employee’s household income, they may use a number of safe harbors to determine affordability, including reliance on Form W-2 wages.
To access your HR library, please visit www.HR360.com/login.
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A new final rule lets all employers offer health reimbursement arrangements (HRAs) to pay for employees’ individual health insurance policy premiums, if certain conditions are met. Currently, many employers are prohibited from offering such HRAs. The rule was released by the U.S. Departments of Labor, Health and Human Services, and the Treasury on June 13; it takes effect for plan years beginning on or after Jan. 1, 2020.
In general, the final rule permits an HRA to reimburse premiums for individual health insurance policies only if:
The final rule also allows employers to offer “Excepted Benefit HRAs” in conjunction with traditional group health plans, if certain conditions are met.
For more information, see Questions and Answers prepared by the Department of Health and Human Services.
To access your HR library, please visit www.HR360.com/login.
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The IRS has announced the 2020 inflation-adjusted amounts for Health Savings Accounts (HSAs) as determined under the Internal Revenue Code.
Annual Contribution Limitation
For calendar year 2020, the annual limitation on deductions for an individual with self-only coverage under a high deductible health plan is $3,550 (up from $3,500 for 2019). The annual limitation on deductions for an individual with family coverage under a high deductible health plan is $7,100 (up from $7,000 for 2019).
High Deductible Health Plan Amounts
For calendar year 2020, a “high deductible health plan” is defined as a health plan with an annual deductible that is not less than $1,400 for self-only coverage or $2,800 for family coverage, and annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) that do not exceed $6,900 for self-only coverage or $13,800for family coverage.
Click here to read the IRS announcement.
To access your HR library, please visit www.HR360.com/login.
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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 $8,150 for self-only coverage or $16,300 for family coverage in 2020.
To access your HR library, please visit www.HR360.com/login.
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At Team Nash, our number one priority is you, the customer.
