DISCLAIMER: This content is provided solely for informational purposes and is not intended as and does not constitute legal or tax advice. The information contained herein should not be relied upon or used as a substitute for consultation with legal, accounting, tax and/or other professional advisors.
IMPORTANT NOTE FOR CA RESIDENTS & EMPLOYER GROUPS REGARDING Health Insurance UNDER – THE “AFFORDABLE CARE ACT” (“ACA” aka “Obamacare”):
Paul M. League, QFP — QUALIFIED FINANCIAL PLANNER, is a CERTIFIED Agent for Covered CA Exchange-Marketplace & SHOP (Group) Health Insurance Plans since October 2013. Therefore, we can fully assist all CA Residents and Employer Groups in enrolling into Health Insurance Plans [plans for Individuals & Families (“IFP”) and Employer Groups (“SHOP”)]. PLEASE contact us by email or phone for a personalized quote, plan details and rates: 800.482.5347
Note: for IFP Plans (non-group), only those plans purchased via the Covered CA Exchange-Marketplace offer Tax Credits/Subsidies (“APTC”) that reduce Health Plan premiums (costs) on a monthly basis. To obtain quotes on the now Standardized, 4 Metallic Health Plans available within the Exchange-Marketplace, please provide us with the following:
- your complete residence address with zip code
- names, contact email, dates of birth, and social security numbers for each person to be covered, and
- your reasonable estimate of Household Income for the tax year you are seeking coverage.
For Small Employer GROUP Plans 2-50 Employees (via SHOP, Private Marketplaces or Direct Insurer), please complete the CENSUS and scan and email that back to us for processing, which will be followed with a full Proposal that compares plans, benefits and rates.
For Large Group Plans with 51+ Employees, we also design Self-Funded, ASO Plans—perhaps the most cost effective delivery model for Group Health, Dental, Vision and Life Insurance available in the market today. Please contact us for assistance at: 800.482.5347.
If you currently already have programs in place and are looking for alternative competitive solutions, then please also include: a Company Census, Benefits details on all plans you wish to have quoted, your most recent billing or renewal notice, and your most current Quarterly Wage & Tax Report (this provides necessary “eligibility” criteria).
Rest assured that our offices have been in the Group business for 32+ years and we do have the hands on experience needed to properly address your needs and those of your valued Employees.
For practical guidance on how to work within The Patient Protection & Affordable Care Act
Employers & Individuals/Families Responsibilities
(“PPACA”; “ACA”; aka “Obamacare”) — Please CLICK HERE.
History & Our Companies Stance for A Full Repeal of “ObamaCare” – aka the so-called “Affordable Care Act:”
“ObamaCare” has been officially ruled, by the Supreme Court in June 2012, to be a tax. Here are a list of the taxes and other costs in OC that make it a law that we simply cannot support, especially when our country is in dire fiscal challenges with revenues being less than expenditures and the national debt, and the debt service thereon, is crushing our economy. Here is a list of just 10 of ObamaCare’s most costly taxes and fees, drawn from research by the Heritage Foundation’s tax policy expert Curtis Dubay:
1. Hospital Insurance Tax. Beginning in 2013, ObamaCare increases the Hospital Insurance (HI) portion of the payroll tax from 2.9 percent to 3.8 percent for families earning more than $250,000 a year and for single filers earning more than $200,000 annually. The increased HI tax is also applied to investment income for the first time. The 3.8 percent surtax on investment income is the most economically damaging tax in ObamaCare. And these tax increases won’t remain just on families making more than $250,000 a year for long. As the JEC explains, this tax is not indexed to inflation: “This means that in just 10 years from now, the so-called ‘high-income’ thresholds will have effectively ratcheted down to $152,000 and $190,000 in today’s dollars.” This tax increase amounts to $210 billion between 2013 and 2019.
2. Mandate Penalties. In 2014, ObamaCare’s individual and employer mandates go into effect, forcing individuals to purchase coverage and employers to offer coverage to their workers. The penalties paid in association with these mandates are an estimated $65 billion between 2014 and 2019.
3.Health Insurance Provider Fee. Starting in 2014, ObamaCare imposes an annual fee on health insurance providers based on each company’s share of the total market. This totals a $60 billion tax hike between 2014 and 2019.
4. “Cadillac” Tax. In 2018, ObamaCare puts a new 40 percent excise tax on “Cadillac” health plans, meaning plans that cost more than $10,200 for an individual and $27,500 for families. However, this tax is not indexed to medical inflation, causing it to eventually tax “Honda” plans at this rate as well. The JEC points out that “[t]he bulk of revenues from the ‘Cadillac’ tax would not be paid by platinum health insurance plans, but rather by employees who are forced to exchange tax-free health insurance benefits for taxable wages after employers reduce or eliminate health insurance.” This tax amounts to $32 billion in higher taxes in the first two years of its implementation.
5. Prescription Drug Fees. Since 2011, ObamaCare has put an annual fee on manufacturers and importers of branded drugs based on each individual company’s share of the total market. Between 2011 and 2019, this will amount to a $27 billion tax increase.
6. Ethanol Tax. In 2010, ObamaCare excluded ethanol from the existing cellulosic biofuel producer tax credit. This will hike taxes $24 billion from 2010-2019.
7. Medical Device Tax. Beginning in 2013, ObamaCare imposes a 2.3 percent excise tax on medical device manufacturers. This will raise taxes on patients needing medical devices, who will ultimately pay the tax through higher prices, by $20 billion from 2013 to 2019.
8. Business Regulation Costs. Beginning in 2012, ObamaCare raises corporate taxes through stricter enforcement, because businesses will be required to report more information on their business activities. This will raise taxes $17 billion from 2012 to 2019.
9. Reducing Medical Deductions. In 2013, ObamaCare raises the floor on itemized medical deductions from 7.5 percent of adjusted gross income to 10 percent, meaning Americans must spend 2.5 percent more of their income before they get a medical deduction, costing $15 billion from 2013 to 2019.
10. FSA Limits. Starting in 2014, ObamaCare limits the amount of pre-tax dollars that taxpayers can deposit in flexible savings accounts (FSAs) to $2,500 a year. This results in an extra $13 billion in taxes from 2014 to 2019.
We both encourage and urge our readers to join in the many available resources to fully and immediately call for a full repeal of “ObamaCare” – the so-called “Affordable Care Act.”
Section 1A2 – Ways Employers Can Avoid Losing “Grandfathered” Plan Status & Save $
Section 1A Interim Final Rule(“IFR”) Update of June 2010
Section 1B– Small Group Tax Credit Extends to Dental & Vision Benefits & IRS Clarifies Small Employer Health Care Tax Credit (June 2010)
Section 1C – Changes to Simple Cafeteria Plans are effective January 1, 2011
What all American consumers will come to understand is that this law, better known as “Obamacare”, contains taxes and increased costs at all levels for all Americans.
Middle class Americans will be the most financially impacted as the various components of all of this are implemented over the coming 10 years.
State’s Governors are rebelling and filing law suits on at least the principal that the Federal Government cannot compel or otherwise require free citizens to have to buy a product they have the right to refuse or otherwise simply do not want to purchase.
It will take years for all of this to sort itself out…so, brace yourselves for many changes and the very real possibility that much, if not all of this, will end up being both changed and also very likely repealed in part or in whole over the coming years.
Public Opinion as of May-June 2010:
Americans Want Repeal of Health Care Reform: A recently released Rasmussen report suggests that Americans are strongly in favor of repealing President Barack Obama’s health care reform law. Sixty percent of those polled favor repeal, while 62% believe the new legislation will increase the budget deficit.
Majority of Americans Unhappy with Reform: According to a new Quinnipiac University poll, 51% of Americans are unhappy with the new health care reform legislation and 70% are “dissatisfied” or “very dissatisfied” with the way things are going for the nation.
For a detailed summary of all of the provisions of the PPACA is available by the Kaiser Family Foundation via the following link (a 13-page .pdf downloadable document): Click Here
•Medicare payroll taxes will rise 62% for higher-earning households beginning in 2013.
Over the next decade, federal funding of Medicare will be cut by $500 billion, forcing the states to make up the shortfall by raising local taxes or curtailing benefits to American retirees.
•A new 3.8% Medicare tax on gross investment income (interest, dividends, capital gains, rental income, annuities and royalties) for higher-earning households.
In addition to this new tax, capital gains taxes are set to rise in 2011 from 15% to 20% — a 33% increase.
•Health insurance plans that cost more than $10,200 for individuals ($27,500 per family) will pay a new 40% tax on any coverage that exceeds the limit.
•For anyone without insurance, a new tax of 1% of household income. This tax will rise to 2.5% per year (at least $695 per person) by 2016.
•Flexible Spending Accounts will be capped at $2,500 per year.
Flex Spending and Health Savings Accounts may no longer be used to pay for over-the-counter drugs.
•Pharmaceutical manufacturers will collectively pay a new excise tax, starting at $2.5 billion and rising over time, the cost of which may be passed on to consumers.
•Medicare “donut hole” closed.
There is currently a gap in coverage with Medicare Part D, which covers prescription drug benefits. The law closes this gap through a mix of federal funds ($250 rebate) and mandated discounts from the pharmaceutical industry (50% discount on brand-name drugs beginning in 2011 with 75% discounts on brand-name and generic drugs by 2020).
For new plans, patients will be permitted to select their primary care provider, or pediatrician in the case of a child, from any available participating primary care provider. No prior authorization or increased cost-sharing for emergency services, whether provided by in-network or out-of-network providers. Referrals aren’t needed for obstetrical or gynecological care.
•Effective for policies renewed after September 23, 2010: Eliminates lifetime benefit limits and restricts annual benefit limits. Prohibits plans from placing lifetime limits on coverage, and prohibits the use of restrictive annual limits in all employer plans and new plans in the individual market.
For more personalized support please email or call us at 800.482.5347.
Under the recently-enacted health care reform laws, all group health plans and all health insurance issuers offering group or individual coverage (collectively referred to as “health plans”) will be subject to certain, new reforms. These new requirements have different effective dates. This Alert explains the new requirements that are effective for plan years beginning on or after September 23, 2010 (i.e., January 1, 2011 for calendar-year plans).
Health Insurance Reforms
With certain exceptions for “grandfathered plans” (to be discussed in a subsequent Alert), all health plans will be required to comply with the following, new requirements:
• Prohibition on pre-existing-condition exclusions under 19. Health plans will be prohibited from imposing pre-existing-condition exclusions with respect to coverage for enrollees under 19 years of age. The prohibition on pre-existing-condition exclusions will apply for enrollees 19 and over for plan years beginning on or after January 1, 2014.
• No lifetime or annual benefit limits on “essential health benefits.” Health plans will generally be prohibited from imposing lifetime or annual limits on the dollar-value of the so-called “essential health benefits” for any participant or beneficiary. The standard for what benefits constitute “essential health benefits” will be determined by the Secretary of Health and Human Services through future regulations, but must be equal to what is provided under a “typical employer plan,” and must include, at a minimum, coverage for:
♦ Ambulatory patient services
♦ Emergency services
♦ Maternity and newborn care
♦ Mental health and substance abuse services, including behavioral health treatment
♦ Prescription drugs
♦ Rehabilitative and habilitative services and devices
♦ Laboratory services
♦ Preventive and wellness services and chronic disease management
♦ Pediatric services (including oral and vision care).
Health plans are, however, allowed to place annual or lifetime per beneficiary limits on specific, covered benefits that are not “essential health benefits,” as long as these limits are otherwise permissible under federal or state law.
• Prohibition on rescissions. Health plans will be prohibited from rescinding coverage for an enrollee once such an enrollee is covered under a plan, except in cases of fraud, intentional misrepresentation or non-payment of premiums by the enrollee. Prior notice will be required for any cancellation.
• No cost-sharing for certain preventive-services. Health plans will be required to provide coverage for certain preventive-medicine services, and may not impose any cost-sharing for these services. These preventive services include:
♦ Services with a rating of “A” or “B” in the current recommendations by the U.S. Preventive Services Task Force (available via the web at http://www.ahrq.gov/clinic/USpstfix.htm)
♦ Immunizations recommended by the Advisory Committee on Immunization Practices
♦ For women, infants, children, adolescents: preventive care and certain, additional screenings provided for in the comprehensive guidelines supported by the Health Resources and Services Administration.
• Extension of dependent coverage. If a health plan offers coverage for dependent children, those plans must extend coverage to the dependent until age 26. This provision does not, however, require a plan to make coverage available for a child of a child receiving dependent coverage.
• Extension of prohibition of discrimination in favor of highly compensated individuals to fully-insured plan. A fully-insured group health plan will be barred from discriminating in favor of “highly compensated individuals” as to both eligibility to participate and benefits provided (self-insured plans are already subject to this requirement). This requires, among other things, that all benefits provided to participants who are highly-compensated individuals be provided for all other plan participants.
• Appeals process. Health plans must implement a process for appeals of coverage determinations and claims that:
♦ Include an internal claims appeals process (the process must initially comply with the Department of Labor regulations at 29 C.F.R. Section 2560.503-1, with new regulations to be issued by the Secretary of Health and Human Services)
♦ Provides notice to enrollees of available internal and external appeals processes, and of assistance available through health insurance consumer assistance or the office of that state’s “ombudsman” (state agencies to be established under the new laws to assist with compliance by plans with federal and state health insurance requirements and law)
♦ Allows enrollees to review their file, present evidence and testimony, and receive continued coverage pending outcome of the appeals process
♦ Provides an external review process that complies with applicable state law, and includes, at a minimum, the consumer protections from the Uniform External Review Model Act of the National Association of Insurance Commissioners (or, in the case of a self-insured plan not subject to state insurance regulation, a similar, effective external review process that meets minimum standards that will be set forth by the Secretary of Health and Human Services through regulations)
Changes to Employer Contributions on Medical Plans Can Result in Clients Losing “Grandfathered” Status.
The first round of PPACA provisions were implemented on September 23, 2010 and clients with group medical coverage will be subject to these provisions upon their next group renewal (on or after September 23, 2010).
If client’s group medical and prescription drug coverage’s meet the requirements to be considered a “grandfathered” plan, as defined by the Department of Health & Human Services (DHHS), the coverage’s will be exempt from some of the immediate and long-term reform provisions of PPACA.
There are several ways in which clients can lose “grandfathered” status, but one way, in particular, is through a decrease in the employer contribution by more than 5% compared to the rate for the coverage period on March 23, 2010. Most Insurers will make written requests of Employers with Group coverage’s asking them to provide their contribution rate as of March 23, 2010 and for the up-coming renewal period. If the Employer client does not provide the insurer with the information on their employer contribution rate (whether it has changed or not), insurer’s will, in most all cases, be forced to remove “grandfathered” status on the plan, which may result in an increase in the planholder’s medical plan renewal rates in order to cover the added costs imposed by PPACA.
Patient Protection Provisions
The Department of Health and Human Services (HHS), the Department of Labor, and the Department of the Treasury filed a 4-part interim final rule (IFR) on June 23, 2010 that provides further detail on requirements related to pre-existing condition exclusions for kids, lifetime and annual limits, rescission, and other “patient protections”. Below is an overview of key points:
The recently enacted health care reform legislation prohibits health plans from using pre-existing conditions to deny health care coverage to an individual beginning in January 2014. Under the IFR, the Department of Health and Human Services requires health plans to implement this provision for children under the age of 19, beginning with plan years on or after September 23, 2010.
The new legislation also prohibits contracts from having lifetime limits and limits a health insurer’s ability to have annual limits on “essential health benefits” (which have yet to be completely defined). Regardless of whether the plan is grandfathered, many companies plans will no longer include lifetime dollar limits or certain annual caps for plan years beginning on or after September 23, 2010 . Insurers continue to wait on additional guidance from HHS that will further define “essential health benefits”, while making good faith efforts to comply with the regulation prohibiting annual limits on these specified “essential” benefits.
Rescission is now limited to fraud or intentional misrepresentation of material fact. Based on the recent IFR, a health insurer may only terminate a member’s coverage in the event of a mistake in eligibility (without fraud or misrepresentation) prospectively, not retroactively.
The legislation also contains a number of other provisions that the Administration is calling “patient protections.” This group of provisions includes:
• Primary care physicians – For plans that require a primary care physician, allowing all members to choose any available in-network provider as their primary care doctor, including a participating pediatrician for children
• OB-GYN providers – Allows individuals to seek care from an in-network OB-GYN provider without requiring pre-authorization or referral from a primary care physician
• Emergency room services – Emergency room services protection including no pre-authorization for emergency services and limited cost-sharing for out of network services
Insurers will be offering more information about these changes as matters become more clear, and we will attempt to keep our readers updated herein as well.
Interim Final Rules for Preventive Care
There is a provision in the health care reform legislation that requires private plans to cover preventive services with no copays or deductibles. This provision is required to be implemented with plan years beginning on or after September 23, 2010 and is not required of grandfathered plans.
Under this provision, prohibition of cost-sharing on preventive benefits applies to those services defined by the U.S. Preventive Services Task Force, American College of International Physician recommended vaccinations, and Health Resources and Services Administration recommended screenings and preventive care for infants, children and adolescents.
This week interim final rules were released that provide additional guidance on how the preventive care provision should be implemented. We are currently working to review this new guidance and will provide our readers with additional information on what impact this will have to you.
High Risk Pools (“Pre-existing Condition Insurance Plan – PCIP or PECIP”) Update
The Patient Protection and Affordable Care Act called for the formation of a new high risk pool in each state within 90 days after its enactment.
States were required to notify HHS by the end of April if the state would establish its own high risk pool or defer formation of the high risk pool to the federal government.
Earlier this month, HHS announced the creation of these “Pre-existing Condition Insurance Plans” (PCIP) that will offer coverage to uninsured Americans who have been unable to obtain health coverage because of a pre-existing health condition. The PCIP is a temporary program to help provide access to coverage until 2014, when coverage will be available regardless of pre-existing conditions.
Those states that decided to establish their own high risk pool must either contract with administrators or private health plans to operate and/or provide coverage in the pool.
HHS is running the high risk pools in various states. To find out if your State has an HHS or State run plan please go to the following website: http://www.healthcare.gov/law/about/provisions/pcip/index.html
Ultimately, high risk pools include those who have been unable to obtain health coverage because:
1. A pre-existing health condition
2. Private insurance being “unaffordable”
High risk pools that are run by HHS will require a denial letter for health insurance which requires underwriting. The denial letter must be dated within 6-months of the application to a PCIP and be from an insurance company or health plan showing that an individual has been denied completely due to a pre-existing condition, or the individual was offered coverage but was denied certain benefits (for example, by a rider to an insurance policy) because of a pre-existing condition.
We support the development of the high risk pools as a method to increase access to health care coverage. We are focused on providing up-to-date and accurate information to our customers.
The small group tax credit, which will benefit millions of small businesses, has just become more attractive. That’s because the IRS has just released new details clarifying that the tax credit also applies to premiums for dental and vision benefits – not just health benefits. And there’s more good news:
• Eligible companies that already get state tax breaks to help pay premiums can also claim the federal assistance
• A business owner’s salary won’t be taken into account when figuring out the company’s average wages – helping more firms stay below the cutoff for the federal credit. To qualify for the credit, companies must not employ more than 25 employees and the average annual compensation of those employees cannot exceed $50,000.
• Nonprofits – including churches and other religious congregations – are eligible to claim a partial credit.
See the latest information at: IRS.gov.
IRS Clarifies Small Employer Health Care Tax Credit:
For businesses with fewer than 25 full-time equivalent (FTE) employees, the Affordable Care Act provides current incentives for offering group health coverage in the form of the small employer health care tax credit.
Recently, the IRS issued Revenue Ruling 2010-13, providing good guidance on how to calculate the tax credit. The tax credit is effective in 2010 (applicable to all premiums paid this year, even those before health care reform became law) and is generally available to small employers that pay at least half the cost of single coverage for their employees. Through 2013, the maximum credit is 35 percent of premiums paid by the employer with 10 or fewer FTEs, provided that they pay annual average wages of $25,000 or less. The maximum credit is 25 percent for nonprofit employers. The credit is fully phased out for employers with at least 25 FTEs or with average wages of $50,000 or more.
The amount of the tax credit is based on what the employer pays for coverage only and does not include employee contributions. It is further limited by the premium payments the employer would have made under the same arrangement if the average premium for the small group market in the state were substituted for the actual premium.
That is where the Revenue Ruling comes in. It lists what the average premium is for all 50 states and the District of Columbia. The Revenue Ruling provides data on two coverage categories: employee-only and employee-family. Interestingly, Idaho has the cheapest coverage in the country; Alaska and Massachusetts have the most expensive. For the State of California the 2010 employee-only average premium is $4,628 and the employee-family average premium is $10,957.
The IRS has provided several resources related to the tax credit:
The Patient Protection and Affordable Care Act makes broad changes to the rules and mechanisms affecting certain types of health policies, including significant changes to cafeteria plans and health flexible spending accounts (FSA).
Under the new rules, a sponsor of a “simple cafeteria plan” is not required to perform nondiscrimination testing. Thus, the administrative burden of offering a cafeteria plan is lessened, making it is easier for small employers to offer a cafeteria plan to their employees.
Effective January 1, 2011, certain employers that establish “simple cafeteria plans” are exempt from the Code Section 125 non-discrimination requirements, as well as the non-discrimination requirements applicable to the plans offered through the cafeteria plan (for example, Code Section 129 non-discrimination testing for dependent care FSAs, Code Section 105(h) non-discrimination testing for self-insured medical plans, etc).
The act defines a simple cafeteria plan as a plan “which is established and maintained by an eligible employer,” and for which certain contribution, eligibility and participation requirements are met. In general, an eligible employer is an employer that employed an average of 100 or fewer employees for either of the prior two years.
Plans that qualify as a simple cafeteria plan for any given year are treated as meeting applicable non-discrimination requirements for that year (that is, non-discrimination testing is not required for these plans).
For more details, please see the attached information.
HSAs are a two component type of health care plan, with the first component being a High Deductible Health Plan (HDHP) and the second being a Savings Account. To learn more about HSAs read here and for the most frequently asked questions see below:
1. Does the new law eliminate HSAs (Health Savings Accounts)? No, the new health law does not eliminate HSAs and you can continue to use your HSA as you have – at least until the end of 2010.
2. What are the specific changes to HSAs in the new law? Starting in 2011, the 10% penalty for non-eligible (non-medical) distributions is increased to 20% and you can no longer use your HSA for over-the-counter, non-prescription drugs.
3. Can I continue to contribute the same amount to my HSA? The new law does not change the HSA contribution limits. However, new rules on the definition of what is a Qualified Health Plan could change your eligibility to contribute to an HSA in 2014 or later.
4. Can I still use my HSA for over-the-counter drugs? Yes, for the rest of 2010, but not as of January 1, 2011 onward since such non-prescription over-the-counter drugs are no longer considered eligible medical expenses. Therefore, this is your last year (2010) to buy aspirin, non-prescription cold medicine, contact lens cleaner and other over-the-counter items tax-free and penalty-free with your HSA.
5. I heard that FSAs (Flexible Spending Accounts – Cafeteria Section 125 Plans) are now limited to $2,500. Does that limit apply to HSAs? No. The new law will limit FSA contributions to $2,500 starting in 2013, but that new law does not apply to HSAs.
6. Did the penalty increase for HSAs? Yes, the 10% penalty for using your HSA for non-eligible medical expenses will increase to 20% in 2011.
7. Will the law change my HSA in the future? Other than items discussed, the new law does not directly change HSAs. Indirectly, however, the new law may eliminate the ability to make contributions in the future.
Starting in 2014, the new law requires Americans to buy “Qualified Health Insurance” that offers an “Essential Health Benefits Package”. Your current High Deductible Health Plan (HDHP) may later be determined, under these new standards, as no longer eligible and therefore you will be unable to make a contribution to the HSA component since your underlying HDHP will then not have been deemed a “Qualified Health Plan”. In other words, you may have to buy different insurance coverage in order to avoid taxes and penalties. Regulatory agency rulings and interpretations will provide more information on this point over the coming months.
8. What happens to my HSA balance in the case where I can no longer contribute new money? You can continue to use any amounts in your HSA for eligible medical expenses or save it for later even if you are no longer eligible to contribute more to your HSA. This is important to know in case you do change insurance plans to a non-HSA eligible plan to comply with the new law. The HSA remains one of the best tax favored options available. One good strategy is to accumulate assets now in the HSA to prepare for whatever happens.
9. Should I change anything based on the new law? The new law is a foundational change to our health care and insurance system and mostly likely will impact everyone. For now, however, the combination of a High Deductible Health Plan (HDHP) and and HSA remain very competitive and a good choice for many businesses and consumers.
10. How do I keep up on the changes as they take place? Watch our website for the most current and updated information or simply give us a call at 800.482.5347 / http://www.LeagueFinancial.com
Section 3: On March 30, 2010, the Health Care and Education Reconciliation Act (HCERA) of 2010 became law. In this Legislation are numerous changes to the tax laws including provisions that require certain employers to provide health insurance to employees. The Act creates new taxes on individuals and owners of small businesses. The attached Adobe .pdf document presents a brief summary overview of the Acts key provisions. CLICK HERE.
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