New Affordable Care Act Compliance Update: How to Meet Employer Reporting Requirements

Instructor: Cathleen M.  Hampton
Product ID: 704322
  • Duration: 90 Min

recorded version

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Read Frequently Asked Questions

This training program will discuss the basics of the ACA, the timeline for your next steps in implementing the provisions of the Act, and key things employers should already be engaged in with their brokers.

Why Should You Attend:

To help HR practitioners prepare for and implement the ACA, this webinar will provide valuable insight aimed at easing some of the uncertainty about the next steps to take in the face of the ACA. It will specifically discuss the key to IRS’s penalty tax assessment and the data most important to the employer’s defense.

Employers need to be prepared to:

  • Define their processes for determining eligibility
  • Develop strategies to keep records of coverage
  • Implement best practices for reporting requirements compliance

Then there are the other steps. With all of this settled and understood, employers need to turn to the policies and procedures that will allow them to manage the implementation of health care reform. We still have to think about the impending Cadillac Tax for 2018. What is your company doing to mitigate its exposure to this rule?

Areas Covered in the Webinar:

  • Understanding general pay or play rule
  • Determining if you are a large employer
  • Establishing if any of your employees receive federally-subsidized exchange coverage
  • Verifying whether you offer minimum essential coverage under an employer plan
  • Ensuring that your plan provides minimum value
  • Verifying the coverage is affordable for employees
  • Determining how penalty is calculated
  • Reviewing strategic considerations with your adviser

Who Will Benefit:

  • Business Executives
  • Human Resources Professionals
  • Finance and Accounting Professionals

Instructor Profile:

Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She has a unique ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. As a dyed in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.

Topic Background:

The challenges facing the landmark healthcare law called the Affordable Care Act (ACA) are far from over, despite the ruling in June from the Supreme Court. The Act is not popular any more — the law is being blamed for premium increases, and some enrollees are dealing with high out-of-pocket costs. The ACA faces legal challenges, too — another lawsuit against the contraception-coverage mandate is moving through the courts and is very likely to make an appearance during the courts’ next term. The House of Representatives’ suit challenging the employer-mandate delay and cost-sharing provisions is still pending.

Without a doubt though, the ACA has shaken up the healthcare industry. It’s changed reimbursement rates, increased the nation’s patient base and encouraged the creation of new ACOs. Needless to say, there’s not one corner of society not dealing with an altered landscape. While the country waits on guidance of more than 1,200 elements of the ACA, most are already struggling with how to implement what is already mandated in over 35,000 pages of regulations.

The Patient Protection and Affordable Care Act health care expansion drastically changed the landscape of health care coverage. The expansion of coverage is incentivized by the enforcement of the individual mandate and the employer shared responsibility penalty.


Course "New Affordable Care Act Compliance Update: How to Meet Employer Reporting Requirements" has been pre-approved by SHRM as eligible for “1.5” credits and HRCI as eligible for “1.5” credits towards a participant's recertification upon full completion.
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