Compliance Newsletter
June 2017 Edition
  
  
The Patient Protection and Affordable Care Act (ACA) was signed into law on March 23, 2010, bringing many changes for employers and health plans.  The law continues to evolve as regulations are released.  This monthly alert brings you information on the major provisions and regulations coming from Washington, connects you to valuable tools in understanding and complying with the law, and keeps you informed of Michigan legislation enacted in response to ACA. 
On Friday, January 20, 2017, President Trump signed his first Executive Order, titled "Minimizing the Economic Burden of the Patient Protection and Affordable Care Act Pending Repeal."
The Executive Order instructs the Secretary of the Department of Health and Human Services (HHS) and the heads of all other executive departments and agencies with authority, or responsibility, under the ACA to exercise all authority and discretion to waive, defer, grant exemptions from, or delay the implementation of any provision or requirement of the ACA that would impose a fiscal burden on any state, or cost a fee, tax, penalty, or regulatory burden on individuals, families, health care providers, health insurers, patients, recipients of health care services, purchasers of health insurance, or makers of medical devices, products, or medications.
44North recommends that employers wait for confirmation from various federal agencies that regulations they are in the process of complying with (notably, ACA-related reporting) are on hold for the time being. We are, unfortunately, in a "wait and see" period.

BCRABETTER CARE RECONCILIATION ACT
Senate Releases Proposed Healthcare Bill; Differs from House AHCA
On June 22, 2017, the United States Senate released a "Discussion Draft" of the " Better Care Reconciliation Act of 2017" (BCRA), which would substitute the House's House Resolution 1628, a reconciliation bill aimed at "repealing and replacing" the Patient Protection and Affordable Care Act (ACA). The House bill was titled the "American Health Care Act of 2017" (AHCA). Employers with group health plans should continue to monitor the progress in Washington, D.C., and should not stop adhering to any provisions of the ACA in the interim, or begin planning to comply with provisions in either the BCRA or the AHCA.
Next Steps
  • The Congressional Budget Office (CBO) released its cost estimate on Monday, June 26, 2017.
  • The Senate will begin the voting process on the bill after the Fourth of July holiday.
  • The Senate and House versions will have to be reconciled.  This can be done with a conference committee, or by sending amendments back and forth between the chambers.  With a conference committee, a conference report requires agreement by a majority of conferees from the House, and a majority of conferees by the Senate (not both together).  Alternatively, the House could simply agree to the Senate version, or start over again with new legislation.
The BCRA
Like the AHCA, the BCRA makes numerous changes to current law, much of which impact the individual market, Medicare, and Medicaid with effects on employer sponsored group health plans. Also like the AHCA, the BCRA removes both the individual and the employer shared responsibility penalties. The AHCA also pushes implementation of the Cadillac tax to 2025 and permits states to waive essential health benefit (EHB) requirements.
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The BCRA would change the excise tax paid by health savings account (HSA) owners who use their HSA funds on expenses that are not medical expenses under the Internal Revenue Code from the current 20 percent to 10 percent. It would also change the maximum contribution limits to HSAs to the amount of the accompanying high deductible health plan's deductible and out-of-pocket limitation and provide for both spouses to make catch-up contributions to HSAs. The AHCA contains those provisions as well.
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Like the AHCA, the BCRA would remove the $2,500 contribution limit to flexible health spending accounts (FSAs) for taxable years beginning after December 31, 2017.
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The BCRA would also return permissible age band rating (for purposes of calculating health plan premiums) to the pre-ACA ratio of 5:1, rather than the ACA's 3:1. This allows older individuals to be charged up to five times more than what younger individuals pay for the same policy, rather than up to the ACA limit of three times more. This is also proposed in the AHCA.
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The ACA's cost sharing subsidies for insurers would be eliminated in 2020, with the ability of the President to eliminate them earlier. The ACA's current premium tax credits for individuals to use when purchasing Marketplace coverage would be based on age, income, and geography, and would lower the top threshold of income eligible to receive them from 400 percent of the federal poverty level (FPL) to 350 percent of the FPL. The ACA allowed any "alien lawfully present in the US" to utilize the premium tax credit; however, the BCRA would change that to "a qualified alien" under the definition provided in the Personal Responsibility and Work Opportunity Reconciliation Act of 1996. The BCRA would also benchmark against the applicable median cost benchmark plan, rather than the second lowest cost silver plan.
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payPAY OR PLAY
IRS Begins Coverage Reporting Penalty Process
Under the Patient Protection and Affordable Care Act (PPACA), individuals are required to have health insurance, while applicable large employers (ALEs) are required to offer health benefits to their full-time employees. In order for the Internal Revenue Service (IRS) to verify that (1) individuals have the required minimum essential coverage, (2) individuals who request premium tax credits are entitled to them, and (3) ALEs are meeting their shared responsibility (play or pay) obligations, employers with 50 or more full-time and full-time equivalent employees (Forms 1094-C and 1095-C) and insurers will be required to report on the health coverage they offer (Forms 1094-B and 1095-B).
The potential penalties for the 2015 calendar year could reach $500 per form ($250 for not furnishing the form to individuals and $250 for not filing copies with the IRS) - up to a total annual penalty liability of $3 million.
Employers that failed to furnish the forms and file copies may receive the IRS letter, Request for Employer Reporting of Offers of Health Insurance Coverage (Forms 1094-C and 1095-C).  Employers that receive this letter will have 30 days to complete and return the form, which requires the following information:
  • Employer already complied;
  • Employer did not comply but encloses forms with return letter;
  • Employer will comply within 90 days (or later, if further explained);
  • Employer was not an Applicable Large Employer for year in question; or
  • Other (requiring a statement explaining why returns were not filed, and any action planned).
An employer that receives the letter should contact its benefits advisor immediately and plan to respond within the 30-day limit.  It may be necessary to request an extension.  The IRS did offer good faith relief from filing penalties for timely filed but incomplete or incorrect returns for 2015 and 2016, but relief from penalties for failures to file entirely is available only upon a showing of "reasonable cause," which is narrowly interpreted (for instance, due to fire, flood, or major illness).
 
Large employers should not look to coming ACA repeal and replacement processes for relief from filing duties and potential penalties.
 
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PCORIPCORI FEE
44North hosted a webinar focused on the what and how of filing Form 720 on Tuesday, June 27th, at 11am.  Click here to view the webinar.
The IRS revised Form 720 (Quarterly Federal Excise Tax Return) in 2013 to include the reporting and payment of patient-centered outcomes research institute (PCORI) fees.  The Patient Protection and Affordable Care Act imposes the PCORI fee on certain health insurers and self-insured health plan sponsors for policy or plan years ending on or after October 1, 2012 and before October 1, 2019 to help fund clinical effectiveness research.  
The insurer or plan sponsor filing Form 720 must report the average number of covered lives under health insurance policies and self-insured health plans subject to the PCORI fee.  The instructions briefly explain the alternative methods for calculating the average number of covered lives, which include special transition rules.  The average number of covered lives is then multiplied by the rate per covered life ($2.00 as adjusted per year) to determine the amount of the fee.

recapCOMPLIANCE RECAP
May 2017
May was an active month in the employee benefits world.
House Passes AHCA Bill
On May 4, 2017, the U.S. House of Representatives passed House Resolution 1628, a reconciliation bill aimed at "repealing and replacing" the ACA. The AHCA will now be sent to the Senate for debate, where amendments can be made, prior to the Senate voting on the bill.
It is widely anticipated that in its current state the AHCA is unlikely to pass the Senate. Employers should continue to monitor the text of the bill and should refrain from implementing any changes to group health plans in response to the current version of the AHCA.  
IRS Releases Employer Shared Responsibility 2018 Affordability Percentage
The Internal Revenue Service (IRS) released its Revenue Procedure 2017-36 that sets the required contribution percentage to determine whether employer-sponsored health coverage is affordable at 9.56 percent for calendar year 2018.
IRS Releases 2018 Amounts for HSAs
The IRS released Revenue Procedure 2017-37 that sets the dollar limits for health savings accounts (HSAs) and high-deductible health plans (HDHPs) for 2018.
For calendar year 2018, the annual contribution limit for an individual with self-only coverage under an HDHP is $3,450, and the annual contribution limit for an individual with family coverage under an HDHP is $6,900.
For calendar year 2018, a "high deductible health plan" is defined as a health plan with an annual deductible that is not less than $1,350 for self-only coverage or $2,700 for family coverage, and the annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) do not exceed $6,650 for self-only coverage or $13,300 for family coverage.
CMS Plans to End SHOP Exchange
On May 15, 2017, the Centers for Medicare & Medicaid Services (CMS) announced that it will issue rules to essentially end the Federally Facilitated SHOP Exchange (FF-SHOP) at the end of 2017.
Under the rules that CMS intends to propose, HealthCare.gov will continue to make FF-SHOP participation eligibility decisions for small employers regarding the Small Business Health Care Tax Credit, but the FF-SHOP will stop handling SHOP functions, such as processing premium payments or handling employer or employee enrollment, for SHOP plans taking effect on or after on January 1, 2018. CMS intends to allow employers to directly enroll with insurers offering SHOP plans or through FF-SHOP-registered brokers or agents .

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HRHR CORNER
Warm Weather Reminders
Summer is officially here! It is a perfect opportunity to provide employees with a dress code refresher. Here are some tips:
  1. Remind employees about the dress code. Send out a reminder memo with a copy of the dress code or address it at the next company-wide meeting.
  2. Immediately address anyone who is dressing inappropriately. Be direct with them, yet be tactful and respectful. Follow any procedures for dress code violations that are contained in the policy.
  3. Maintain your company norms. New employees look around and see how people act, behave and dress - and they do the same.
  4. Maintain a dress code that is consistent with your culture. If you're a button-down place, allowing casual dress is a bit counter culture.
  5. Some companies permit a more relaxed dress code during summer. If this is the case, make sure employees are aware.
Summer also means vacation. Now is also a great time to remind employees about vacation and time-off policies. Make sure employees understand how to request vacation and what happens if there are multiple requests for the same week off. Addressing these topics now, can help prevent headaches later.  
 
  

Office Closure

All 44North offices will be closed Tuesday, July 4th, in observance of Independence Day.  For emergency assistance, please call 855-306-1099 and a service representative will be happy to assist.
The information in this newsletter is based on 44North's review of the national healthcare reform legislation and is not intended to impart legal advice. Interpretations of the reform legislation vary, and efforts will be made to present and update accurate information. This overview is intended as an educational tool only and does not replace a more rigorous review of the law's applicability to individual circumstances and attendant legal counsel and should not be relied upon as legal or compliance advice. Analysis is ongoing and additional guidance is also anticipated from the Department of Health and Human Services. 
 
Questions or comments? Please email us at [email protected] .
 

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Better Care Reconciliation Act
 

Pay or Play
 

PCORI Fee
  

  
Warm Weather
 
 
  
    Does Your Plan Renew This Month?
DON'T FORGET!
  
Medicare Part D Employee Notices - Due by October 15th.  
Medicare Part D  CMS Disclosure - Due 60 days after plan renews.
Form 5500 Filing:
  • Due 7 months after the plan year ends.
  • SAR, if applicable, is due 2 months later.
Health Plan Related Notices and Disclosures :
  • SPD
  • SMM
  • SBC
  • For full list click here.