What are the 4 key elements of the Affordable Care Act?

What are the 4 key elements of the Affordable Care Act?

Key provisions of the ACA that intend to address rising health costs include providing more oversight of health insurance premiums and practices; emphasizing prevention, primary care and effective treatments; reducing health care fraud and abuse; reducing uncompensated care to prevent a shift onto insurance premium …

What are the ACA minimum requirements?

Minimum essential coverage versus minimum value

• cover at least 60 percent of the average medical costs across a standard population (ie, similar to a bronze plan in the individual and small group market), and.
• provide “substantial coverage” for inpatient care and physician treatment.

What are the ACA requirements for employers?

The Affordable Care Act’s “shared responsibility” provisions (also referred to as the “employer mandate” or “play or pay”) generally require that “applicable large employers” or ALEs (those with 50 or more full-time employees working at least 30 hours per week or their equivalents when adding together part-time hours) …

What does ACA require?

Affordable Care Act requirements are determined by the size and structure of an employer’s workforce. If an employer has 50 or more full-time equivalent (FTE) employees, the ACA requires that they offer affordable coverage to at least 95% of their full-time employees.

What are the 10 essential benefits of the ACA?

The Affordable Care Act requires non-grandfathered health plans in the individual and small group markets to cover essential health benefits (EHB), which include items and services in the following ten benefit categories: (1) ambulatory patient services; (2) emergency services; (3) hospitalization; (4) maternity and …

Does ACA apply to all employers?

The Affordable Care Act employer mandate generally applies to employers with 50 or more full-time employees, according to the IRS. This means that in most cases, these businesses must offer health insurance to their employees, or make an employer shared responsibility payment to the IRS.

Does ACA apply to small employers?

More In Affordable Care Act Some of the provisions of the Affordable Care Act, or health care law, apply only to small employers, generally those with fewer than 50 full-time employees, including full-time equivalent employees.

Who has to file ACA reporting?

Who Needs To File? Employers with 50 or more full-time employees (including full-time equivalent employees) within the previous year and all self-insured employers regardless of size must report healthcare coverage information to employees and the IRS.

What is a full-time employee for ACA?

The ACA defines a full-time employee as an individual who works an average of at least 30 hours per week. The mandate for employers to provide health care coverage is in effect and will be fully implemented by 2016.

How are ACA full-time employees calculated?

To determine how many full-time equivalent employees it has, Employer would take the total number of hours worked by its part-time employees in the month, 2,400, and divide it by the legally recognized number of hours a full-time employee works in a month, 120 hours. 2,400 divided by 120 equals 20.

How does ACA determine full-time employees?

Under the ACA, a full-time employee is defined as someone who works 30 hours a week or 130 hours a month. For example, If Tommy Joe’s Restaurant employs 60 people and 40 of them are employees that work at least 30 hours a week or 130 hours a month, those 40 workers are considered full-time employees under the ACA.

What hours are counted for ACA?

Beginning in 2014, large employers must track each employee’s monthly status as full-time (defined under the ACA as an average of 30 hours per week, or at least 130 hours in a month) or part-time, report each employee’s full- time status to the IRS, and keep as part of their tax records the status of each employee.

What is the ACA look back period?

The measurement period is the period for which the employer “looks back” to historical hours of service. The look-back measurement period can be anywhere between 3 and 12 months long. There are two types of measurement periods: Initial Measurement for new employees and Standard Measurement for ongoing employees.

Is working 32 hours full time?

Most employers determine full-time status based on business needs and typically consider an employee to be full-time if they work anywhere from 32 to 40 or more hours per week.

Can you cut a full time employees hours?

In other words, unless you have an employment contract or bargaining agreement to protect you, your employer can reduce your work schedule at any time. In these cases, employers cannot arbitrarily cut or change your hours. Likewise, employers cannot cut or change an employee’s hours based on discriminatory measures.

Is anything over 8 hours considered overtime?

Under California law, nonexempt employees must be paid daily overtime as follows: One and one-half times the employee’s regular rate of pay for all hours worked in excess of 8 hours, up to and including 12 hours in any workday, and for the first 8 hours worked on the seventh consecutive day of work in a workweek.

Is overtime after 40 hours or 80 hours?

The practice of paying overtime only after 80 hours in a bi-weekly pay period is illegal since each workweek must stand alone. For non-exempt employees, covered employers must pay the Federal minimum wage and time and one half the regular rate of pay for time worked over 40 hours in a workweek.

What is the 8 and 80 rule?

The “8 and 80” exception allows employers to pay one and one-half times the employee’s regular rate for all hours worked in excess of 8 in a workday and 80 in a fourteen-day period.

What does 80 hour pay period mean?

Each pay cycle generally consists of 80-hours for a full-time employee. Like the weekly pay period, a bi-weekly pay period will always begin and end on the known day of the week (for example, start on Monday and end on Sunday two weeks later).

What is the shortest shift you can legally work UK?

Overview. You can’t work more than 48 hours a week on average – normally averaged over 17 weeks. This law is sometimes called the ‘working time directive’ or ‘working time regulations’. You can choose to work more by opting out of the 48-hour week.

Can you work 3 12-hour shifts in a row?

Surviving 3, 12-hour shifts in a row is tricky. The first two are okay but it gets rough towards the end if you don’t look after yourself. This is, of course, made even harder if you work more than three in a row and you should take extra care when reading the suggestion below.

Why do nurses do 12-hour shifts?

By far, most nurses at most acute-care facilities in the United States work 12-hour shifts. In general, nurses in acute-care settings like 12-hour shifts, because they provide more continuity in patient care – as opposed to changing nurses every eight hours – and because of the longer time off each week.

How many calories do nurses burn in a 12-hour shift?

1,400 calories

Is working 12-hour shifts bad for your health?

Of the three studies that looked at the relationship between 12-hour shifts and nurses’ overall wellbeing, all three found that 12-hour shifts had a negative effect on the general health of nurses, including problems with cognitive anxiety, musculoskeletal disorders, sleep disturbance, and stress.

Why nurses should not work 12 hour shifts?

Long-term health risks When you are working for 12 hours there is often little time before, during and after your shifts to eat healthy meals or exercise properly. This combined with fatigue and other adverse factors can result in some serious health risks including depression, anxiety and insomnia.