October 1st is Right Around the Corner: Exchange Notifications Must be Delivered to Your Employees
Thursday, September 12, 2013 • 4:48pm
It seems like forever, that we have been bombarded with information, both informative and no so informative, about the Affordable Care Act, aka Obama Care. What we, as employers, must do, when we must do and what will happen if we don’t. Many directives have been postponed or amended. What has not been postponed is that October 1st will be here in 3 short weeks.
What does this mean for you the employer? Are you asking why, if you already offer health insurance to your employees, do you need to send them this notification?
The reason espoused by the government is that every employee on your payroll is educated on the new health care exchange marketplace and is able to make a comparison about health care products, benefits and costs. Armed with this information, your employees will then be able to make an intelligent decision on where to purchase health insurance that meets their needs and budget.
Even though the employer mandates to provide health insurance are now delayed to 2015, the individual mandate which requires every individual to buy health insurance is still very much alive and well. The federal healthcare exchange, or “marketplace” as it is commonly known, is scheduled to open on 10/1/2013. (Key word – scheduled).
Under the ACA, if you are an employer mandated to comply with the Fair Labor Standards Act, it is your responsibility to provide your employees with a notification detailing information about the marketplace, regardless of their status (part-time or full-time) no later than October 1, 2013.
Going forward any time you hire an employee the market notification must be included in the “new hire packet, either at the time they are hired or within 14 days of their start date, at no charge to the employee.
To help you with the exchange notification process the Department of Labor has provided model notices on its website: http://www.dol.gov/ebsa/healthreform/.
Helen M. Sorrentino is the owner and Managing Member of HR Practices, LLC, a Human Resources consulting firm. She started the company is 2009 to respond to the needs of the small business owner with an employee base between two (2)-fifty (50) employees in New Jersey and New York City.
Helen has 20+ years of experience in Human Resource management working within diverse industries such as engineering and manufacturing, apparel, biotechnical, printing, music and telemarketing. In past her HR roles she provided support to all levels of management in training, organizational development, coaching, planning and all areas of Human Resources. These companies ranged from an employee base of less than forty (40) employees up to seventy-five hundred (7500) employees and represented such industries as engineering, apparel, telemarketing and biomedical.
Helen holds a Bachelor of Arts degree from Kean University; a Master of Arts from Montclair University and a Master’s of Science degree in Human Resources Management from Upsala College. Helen stays current by taking continuing education courses via seminars and webinars encompassing state and federal labor law compliance, policies/procedures, health care reform and all areas of employee relations to recruiting and background checks to terminating employees to responding to EEOC, DOL, Wage & Hour, OSHA and ICE audits
HR Practices LLC is currently a member of the below professional organizations:
- The Society of Human Resources Management (SHRM)
- The American Society for Training & Development (ASTD)
- New Jersey Association of Women Business Owners (NJAWBO)
- Business Networking International (BNI)
- New Jersey Chamber of Commerce
- New Jersey Association of Professional Women
- Gateway Chamber of Commerce
- Cranford Business Alliance
A few of the industries represented by HR Practices’ clients are; apparel, medical billing; doctors’ offices; biotechnical; printing; electrical contractors; non-profit organizations, day care business; cosmetics, physical therapy and other consulting businesses.
The opinions expressed herein are the writer's alone, and do not reflect the opinions of TheAlternativePress.com or anyone who works for TheAlternativePress.com. TheAlternativePress.com is not responsible for the accuracy of any of the information supplied by the writer.