According to the Congressional Budget Office, small businesses are expected to save an estimated $40 billion by 2019, due to the Small Business Health Care Tax Credit. The tax credit is effective retroactive to January 1st, 2010 and covers up to 35 percent of a small business’s premiums, with the rate increasing to 50 percent on January 1st, 2014.

While non-profit organizations are eligible for the credit, they will receive a lower percentage. Tax exempt organizations will be able to receive up to a 25 percent tax credit in 2010, which will be raised to 35 percent in 2014.

The tax credit has broad eligibility, covering 4 million small businesses. Any business that pays at least 50 percent of employee health care costs, employs the equivalent of 25 or fewer fulltime workers (allowing eligibility for companies with 50 part-time workers), and pays an average employee salary of $50,000 or less (not including owners and their family members) will be eligible for the Small Business Health Care Tax Credit.

The maximum credit of 35% is available for small businesses with 10 or fewer fulltime workers and an average salary of $25,000 or less. For businesses that pay employees between an average of $25,000 and $50,000, the tax credit gradually phases out. The gradual phase out also applies to businesses that employ an equivalent of 10 to 25 full time workers (20 to 50 part time workers).

Businesses are able to claim the credit for a total of six years. They will be eligible to claim the credit for four years, from 2010 to 2013, and then any two years after the 2013 date.

To keep businesses from abusing the system by picking a high-cost plan, the Small Business Health Care Tax Credit will only be eligible for the average health insurance cost of the state where the business is located. This information will be provided by the IRS at a later date.

For more information, refer to the IRS website at http://www.irs.gov/newsroom/article/0,,id=220809,00.html?portlet=6.

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1. A Look at Healthcare Reform’s Impact on Employers
2. Use Communications to Involve Employees in Health Plan Spending Control
3. Benefits to Consider as the Work Force Ages
4. How Healthcare Reform Will Affect You and Your Employees
5. Employees Value Benefits and Job Security the Most
6. Perceived Value of Benefits Is More Crucial Than You Know
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10. When Management and Employees Work Together, Benefits Costs Go Down

What Are the Immediate Changes?

There are certain things that will happen in the first 6 months after the bill is actually signed into law:

• Insurance companies will not be allowed to put lifetime limits on coverage. This means that people with chronic health conditions will never “use up” all of their insurance coverage.
• People with children on their company insurance plan can keep unmarried dependents enrolled until they turn 26. This is very important because of the number of college graduates who are unemployed.
• Insurance plans will be required to cover preventative health services like colonoscopies, osteoporosis screening, screening for things like high blood pressure, diabetes, and sexually transmitted diseases and quit-smoking counseling.
• Pre-existing serious health conditions can no longer prevent people from getting health insurance. They will be able to purchase coverage from a government-subsidized exchange. However, this coverage will not be available until 2014.

Health Insurance Will Be Required

Uninsured people will be required to purchase health insurance by 2014. Subsidies will be available that reduce the premiums subject to income limits.

Penalties will be imposed on people who do not purchase insurance that could be as much as 1% of their income.

Changes to Medicare

Tighter controls may be put on decisions for care that are considered too costly. The care provided to older people may even be restricted. Cancer screening could be denied for older citizens.

The Medicare system will see a huge hit because approximately one-half of the health reform costs for the next 10 years will come from the Medicare budget.

Pre-Existing Illnesses and Loss of Coverage

Starting this year, the health reform bill will ensure that insurers can’t deny coverage to any child based on existing health problems. In 2014, this will be expanded to include all applicants.

Within the first six months of the bill being signed into law, an insurer cannot drop policyholders except in cases of fraud.

Longer Wait Time to See Your Doctor

Millions more people will have access to health care but the number of healthcare workers will not grow quickly enough to keep up. You can expect to wait about twice as long to get in to see a doctor as it did in the past.

Changes to the Coverage You Get from Your Employer

Employers who offer high-value, ‘cadillac’ health plans will probably begin to cut back on those benefits. If they don’t do so by 2019, they could face fines from the government. This could possibly mean no more vision or dental coverage or going to a specialist without a referral from your family doctor.

Benefits for Women

With this new health bill, insurers will have to cover maternity care the same way they cover any other medical procedure, but not until 2014. Employers will also be required to allow break time for mothers who are nursing and a private place where they can use their breast pump.

Losing or Leaving Your Job

If someone quits or loses their job, the same exchanges that help lower income people purchase insurance will be available. This means when you leave your job, you don’t necessarily have to pay the high COBRA costs. This is very important for people with a pre-existing condition. You may even be able to get free health coverage under some circumstances.

Higher Taxes

In 2013, Medicare payroll tax will go up for incomes over $200,000 a year.

As these changes come about, the staff at myBenefitStatements is ready to help you communicate… why not give us a call today!

Related posts:

1. A Look at Healthcare Reform’s Impact on Employers
2. IRS Health Care Tax Credit Available for Small Businesses
3. Use Communications to Involve Employees in Health Plan Spending Control
4. A Look at Healthcare Reform’s Impact on HSAs and FSAs
5. Perceived Value of Benefits Is More Crucial Than You Know
6. Benefits to Consider as the Work Force Ages
7. When Management and Employees Work Together, Benefits Costs Go Down
8. Benefits Communication and Education Grow in Importance
9. myBenefitStatements – show your employees the value of their benefits
10. Making Your Voluntary Benefits Program a Success

• A recession may make it impossible to allocate additional company dollars to benefits, but an employer can give employees time and convenience instead, through various strategies-
  • Set up a direct deposit program for employee paychecks. Depending on the financial institution used, the direct deposit program may be a bridge to discounted financial services, such as free checking, waived ATM fees, and the like.
  • If business needs permit, give employees more control in balancing their work and personal demands through some form of flexible scheduling. This could include flexible hours, summer hours, compressed workweeks and telecommuting. Some employers find that employees on flexible schedules are better performers on the job, because they can more readily attend to personal issues and thus be more focused when at work.
  • Investigate adding voluntary benefits. These no-cost-to-the-employer benefits can add a dimension to your benefits programs that can be difficult to achieve through a traditional benefits package. Employees are able to buy benefits at prices more affordable than what is available in the individual market; they have the convenience of payroll deduction; they also have the convenience of benefits being marketed to them, rather than having to seek them out on their own.
  • Investigate discount programs. In these programs vendors offer their products and services at a discount to a company’s employees. The vendor’s motivation is access to the employer’s workforce, with the hope that the discount will steer buyers in their direction rather than to their competitors.
  • Although many workplaces have gone more casual, others maintain specified dress codes. Employees appreciate when certain days are designated as casual-blue jeans okay-and the atmosphere that can accompany a casual dress day can give the workplace a lift.
• Examine existing benefits programs to see what works and what doesn’t, and ask whether dollars should be reallocated to better meet employee needs. For example, are there medical plan options in which few employees participate? A streamlining of the available options can reduce administrative and program costs alike.
• Some benefits have multiple uses but may have been promoted narrowly, so that employees may not understand their true value. Employee assistance programs (EAPs), for example, may be perceived as a source of help for substance abuse problems, but EAPs also typically offer a wide range of services many employees could avail themselves of, such as childcare and eldercare referral and assistance with financial issues and debt counseling.
• Employees often underestimate the value of their benefits and compensation package, but there’s a good reason for this-many companies neglect to inform employees of what the company spends to make the benefits offerings available. Employees see their own contributions for medical, dental, etc., on their paycheck stubs, but other than during open enrollment-if even then-many companies simply never let employees know what the company pays for employee benefits. Consider distributing “total compensation statements,” which show employees the actual amount the employer is compensating them, through salary, mandated benefits (e.g., Social Security, Medicare), and the company’s employee benefits program.

As the economy improves and benefits budgets become less constricted, these measures can remain in place, continuing to enhance the value of your benefits package in employees’ eyes.

Click on the Contact Us in the main menu in order to discuss how we can help you to communicate with your employees.

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2. Communications Are Most Important Factor in Generating Satisfaction with Benefits
3. You’ve got to communicate!
4. About Us
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6. Perceived Value of Benefits Is More Crucial Than You Know
7. A Look at Healthcare Reform’s Impact on Employers
8. Privacy Policy
9. Benefits to Consider as the Work Force Ages
10. Benefits Communication and Education Grow in Importance

In a recent study, employers ranked effective communications during open enrollment as their number one challenge, as employees become increasingly engaged consumers of healthcare and other employer benefits.

Our new enrollment forms are…

• Customized to show your benefit offerings
• Personalized for each employee
• Easy to understand and complete
• Full-color – catches employees’ attention
• Hardcopy – encourages employees to sign and return on the spot during elections meetings
• With more than 20 years employee communications experience, myBenefitStatements is a skilled partner.

While the use and popularity of the web has increased dramatically, many employers prefer to use hard copy open enrollment forms.  Employers and employees alike face an ever-increasing complex myriad of benefit options leaving many employers to look for a combination of tools that create a more tangible approach.  Hard copy, easy to complete forms from myBenefitStatements are one of our specialties.

myBenefitStatements collaborates with hundreds of brokers and employers all over the country to create effective employee communication tools.  Employees will find our customized enrollment forms appealing and easy to understand and complete.

To see samples of our enrollment products visit http://www.mybenefitstatements.com/samples .  If you prefer to see a hard copy sample…give us a call and request a free supply of benefits enrollment forms to show your clients.  Please e-mail or call Sarah Fakan, Sales & Marketing Director, at (800) 865-4485 ext. 104 or Info@myBenefitStatements.com.

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