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	<title>PEO Brokers of America &#187; Healthcare</title>
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		<title>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016</title>
		<link>http://www.peobrokersofamerica.com/changes-coming-small-group-health-insurance-2016/</link>
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		<pubDate>Fri, 17 Jul 2015 20:47:52 +0000</pubDate>
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		<description><![CDATA[<p>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016 Excerpt from: Employers’ Coalition for Healthcare Inc. on June 02, 2015 In today’s complex and ever-changing health care climate, each year seems to bring about new regulatory and market challenges for the business owner … and, 2016 will be no different.The definition of “small group” [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016</h1>
<div class="AuthorTop">Excerpt from: Employers’ Coalition for Healthcare Inc. on June 02, 2015</div>
<div class="Media">In today’s complex and ever-changing health care climate, each year seems to bring about new <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg"><img class="alignright size-full wp-image-242" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg" alt="Healthcare Reform" width="275" height="183" /></a>regulatory and market challenges for the business owner … and, 2016 will be no different.The definition of “small group” in regard to business health insurance is changing next year, affecting many employers and employees. Prior to 2016, groups with up to 50 employees were considered small, requiring them to follow a certain set of rules and regulations, including those related to essential health benefits, actuarial value and premium rating restrictions.For 2016, the maximum number of employees for a small group will increase to 100. As businesses with 51-100 employees renew or purchase new coverage, they will face more restrictive rating rules than before. This will have an effect on relative premiums for groups, increasing for those that are younger/healthier and reducing for older/sicker workers.Companies with 51-100 employees will also be subject to the shared responsibility provisions in 2016 that already apply to large groups with over 100 employees. Under these rules, employers will face penalties if they have employees who obtain subsidized coverage in an exchange or don’t offer coverage that meets certain value and affordability requirements.Insurance providers are preparing for the next renewal cycle with products that are designed to help keep costs down with networks that are tiered or narrower, private exchange options, defined contribution models, health savings options, and more.</p>
<p>Many employers are also considering new plans that will be coming on the market in 2016 to self-insure. Since self-insured health plans are not subject to ACA health insurance fees or state premium taxes and are exempt from rating rules and benefit requirements, they can be more flexible regarding coverage and design, and their costs can more directly reflect their actual claims.</p>
<p>Now that larger employers are being reclassified as small groups, PEO&#8217;s can help level the playing field for any size business. A PEO can help get the lowest rates and best healthcare plans for any size group.</p>
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<p>Why PEO Brokers of America?</p>
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		<title>Consumer reaction to the Supreme Court subsidy ruling</title>
		<link>http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/</link>
		<comments>http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/#comments</comments>
		<pubDate>Thu, 25 Jun 2015 19:32:33 +0000</pubDate>
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		<description><![CDATA[<p>Consumer reaction to the Supreme Court subsidy ruling Americans receiving government subsidies for health insurance policies purchased through the federal exchange expressed relief Thursday following a Supreme Court ruling upholding the assistance. ___ Diane Munroe of Concord, New Hampshire, heard the news on her way to a doctor&#8217;s appointment. She&#8217;s undergoing knee-replacement surgery later this [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/">Consumer reaction to the Supreme Court subsidy ruling</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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				<content:encoded><![CDATA[<h1 class="">Consumer reaction to the Supreme Court subsidy ruling<img class="  wp-image-715 alignright" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/06/supremecourthrulingonobamacare.jpg" alt="supremecourthrulingonobamacare" width="368" height="276" /></h1>
<article class="articlecontent loaded" data-aop="article">
<section class="articlebody" data-aop="articlebody">Americans receiving government subsidies for health insurance policies purchased through the federal exchange expressed relief Thursday following a Supreme Court ruling upholding the assistance.</p>
<p>___</p>
<p>Diane Munroe of Concord, New Hampshire, heard the news on her way to a doctor&#8217;s appointment. She&#8217;s undergoing knee-replacement surgery later this summer — something she would not have been able to afford without her tax subsidy — and was relieved to hear the court&#8217;s ruling.</p>
<p>&#8220;I&#8217;m getting them both now because I was figuring if I didn&#8217;t have any insurance, I wouldn&#8217;t be able to get my knees replaced,&#8221; she said.</p>
<p>Munroe, 63, pays $400 a month, with a roughly $300 subsidy.</p>
<p>___</p>
<p>&#8220;I&#8217;m a small business owner, so it&#8217;s my only option. My husband also is self-employed; it&#8217;s his only option,&#8221; said Brie Delisi, 37, of Northwood, New Hampshire. &#8220;For the two of us, paying $300 a month is pretty darn affordable.&#8221;</p>
<p>She owns a woman&#8217;s boutique; he&#8217;s a carpenter. They are expecting a baby in January. Without the subsidies, their premiums would double.</p>
<p>&#8220;To us, it&#8217;s a very, very valuable product, and I would&#8217;ve been pretty disappointed had they taken it away,&#8221; she said. &#8220;I hope it definitely stays in effect, because it&#8217;s helping a lot of people like us who don&#8217;t have insurance through their employers.&#8221;</p>
<p>___</p>
<p>In Pennsylvania, small business owner Rockney Shepheard called the health care ruling &#8220;great news.&#8221;</p>
<p>&#8220;I&#8217;m very happy about the decision on a personal level and for everybody in the same boat as I am in Pennsylvania and all the other states,&#8221; Shepheard said Thursday. &#8220;It&#8217;s great to news for us and the Obama presidency.&#8221;</p>
<p>The 62-year-old Stroudsburg, Pennsylvania, resident had been denied coverage for a pre-existing condition before the health law&#8217;s protections went into effect. The monthly subsidy he receives brings his premium down to $180, which he said he can afford.</p>
<p>&#8220;I think occasionally the Supreme Court rules in favor of something I deem to be rational,&#8221; he said. &#8220;Saving health care for millions of people is nothing to sneeze at.&#8221;</p>
<p>___</p>
<p>Also expressing relief was substitute teacher Kim Jones, 60, of Wake Forest, North Carolina, who was uninsured for about a decade before buying a health plan last year and receiving a $500 monthly subsidy to help pay for it. She needs follow-up care after surgery last summer to remove a brain tumor.</p>
<p>&#8220;I actually did not panic. I didn&#8217;t really believe that that was going to happen. But I also understood the ramifications of it for people who desperately need it. So I&#8217;m really happy that it turned out as it is,&#8221; Jones said Thursday.</p>
<p>&#8220;I know it helped so many people, and a lot of folks like myself who had fallen through the cracks were finally getting some kind of help with health issues.&#8221;</p>
<p>___</p>
<p><span class="storyimage fullwidth inlineimage" data-aop="image"><span class="image" data-attrib="AP Photo/Seth Perlman, File" data-caption="In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill." data-id="53" data-m="{&quot;i&quot;:53,&quot;p&quot;:50,&quot;n&quot;:&quot;openModal&quot;,&quot;t&quot;:&quot;articleImages&quot;,&quot;o&quot;:3}"><img class="image loaded" src="http://img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478" alt="In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill." width="624" data-src="{&quot;default&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;73&quot;,&quot;h&quot;:&quot;49&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=972&amp;w=1456&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;},&quot;dpi&quot;:2,&quot;size3column&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;62&quot;,&quot;h&quot;:&quot;42&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;},&quot;size2column&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;62&quot;,&quot;h&quot;:&quot;42&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;}}" /></span><span class="caption truncate"><span class="attribution">© AP Photo/Seth Perlman, File</span> In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill.</span></span>In the central Illinois village of Cisco, 55-year-old Shawn Turner finished chemotherapy for uterine cancer last summer and now sees her doctor for regular follow-up scans to make sure the cancer is gone.</p>
<p>&#8220;I&#8217;m just so relieved and happy, not just for me, but for everyone who&#8217;s being helped by this,&#8221; Turner said Thursday after being informed by a reporter of the ruling.</p>
<p>She and her husband pay $236 a month for a &#8220;silver&#8221; health plan, and the government pays the insurance company $830 a month. The fear of cancer returning would have kept them from dropping the coverage, even without the subsidy.</p>
<p>&#8220;We would have to go into savings and retirement or start selling stuff,&#8221; she said before the ruling.</p>
<p>Blue Cross Blue Shield has covered more than $265,000 in medical bills for Turner.</p>
<p>___</p>
<p>&#8220;I&#8217;m not glad just for us. I&#8217;m glad for everybody that&#8217;s got it,&#8221; said Cindy Connelly, 63, of Amelia, Ohio. &#8220;There&#8217;s other people (for whom) this would be devastating. You hear about old people who share their pills because they can&#8217;t afford their prescriptions.&#8221;</p>
<p>Connelly, a retired manager of a self-storage business, applied last year through the marketplace after her husband was laid off and lost his health care.</p>
<p>She and her husband pay $247 a month after receiving a $1,000 subsidy from the government.</p>
<p>&#8220;It&#8217;s not the greatest insurance, but at least it&#8217;s insurance so you don&#8217;t lose your home and everything you&#8217;ve worked for,&#8221; she said.</p>
<p>Within minutes of the announcement, she got two phone calls from friends to tell her the good news.</p>
<p>&#8220;I appreciate that Obama stuck with it. He never faltered and made it happen. I&#8217;m glad he did,&#8221; she said.</p>
<p>___</p>
<p>&#8220;I&#8217;m starting to cry just talking about it,&#8221; said Susan Halpern, a 55-year-old breast cancer survivor from Columbus, Ohio, who immediately posted the news to Facebook.</p>
<p>With an irregular income as a freelance contractor, she said the subsidy makes a huge difference. Without it, she said the only way she could continue to pay the premium would be to drain her retirement savings.</p>
<p>&#8220;This has saved my ability to retire someday,&#8221; Halpern said. &#8220;I know tens of thousands of Americans were looking at it the same way.&#8221;</p>
<p>Going without health care is not option for her.</p>
<p>&#8220;As a breast cancer survivor I could not, not have health insurance,&#8221; she said. &#8220;I always have to have insurance no matter what it costs.&#8221;</p>
<p>___</p>
<p>Kelsey Collier-Wise of Vermillion, South Dakota, said she felt &#8220;relieved, very relieved&#8221; after learning about the high court&#8217;s decision.</p>
<p>&#8220;This is going to save us obviously a good deal of money,&#8221; the 33-year-old said. &#8220;We couldn&#8217;t have kept the plan that we have now at the price that it was.&#8221;</p>
<p>Collier-Wise and her husband pay about $261 a month for their plan after a subsidy of $336 per month through the exchange. Her 5-year-old daughter is now covered through Medicaid. Before she signed up for coverage through the exchange, Collier-Wise paid roughly $750 a month to cover the whole family.</p>
<p>&#8220;At the time before we had moved onto an ACA plan, our insurance coverage was by far the largest monthly expense that we had,&#8221; she said in an interview before the ruling. &#8220;It was a pretty huge part of our income, and not having to worry about that to the same extent, having basically the affordable insurance, has just made a huge amount of difference in the wiggle room we have every month.&#8221;</p>
<p>___</p>
<p>This report was compiled by Associated Press writer Carla K. Johnson in Chicago with input from AP reporters around the country.</p>
</section>
</article>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/">Consumer reaction to the Supreme Court subsidy ruling</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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		<title>How to Retain Employees-Offer Better Benefits</title>
		<link>http://www.peobrokersofamerica.com/retain-employees-offer-better-benefits/</link>
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		<pubDate>Thu, 02 Apr 2015 18:04:00 +0000</pubDate>
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		<description><![CDATA[<p>How to Retain Employees-Offer Better Benefits! Hiring employees is just a start to creating a strong work force. Next, you have to keep them. High employee turnover costs business owners in time and productivity. Try these tactics to retain your employees. – Offer a competitive benefits package that fits your employees’ needs. Providing health insurance, life insurance [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>How to Retain Employees-Offer Better Benefits!</h1>
<p>Hiring employees is just a start to creating a strong work force. Next, you have to keep them. High <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/04/BetterHealthcare.jpg"><img class="alignright size-full wp-image-636" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/04/BetterHealthcare.jpg" alt="BetterHealthcare" width="275" height="183" /></a>employee turnover costs business owners in time and productivity. Try these tactics to retain your employees.</p>
<p>– <strong>Offer a competitive benefits package that fits your employees’ needs.</strong> Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives.</p>
<p>– <strong>Provide some small perks.</strong> Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, they’ll appreciate it and may be more likely to stick around.</p>
<p>– <strong>Use contests and incentives to help keep workers motivated and feeling rewarded. </strong>Done right, these kinds of programs can keep employees focused and excited about their jobs.</p>
<p>– <strong>Conduct “stay” interviews.</strong> In addition to performing <strong>exit interviews</strong> to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.</p>
<p>– <strong>Promote from within whenever possible.</strong> And give employees a clear path of advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.</p>
<p>– <strong>Foster employee development.</strong> This could be training to learn a new job skill or tuition reimbursement to help further your employee’s education.</p>
<p>– <strong>Create open communication between employees and management. </strong>Hold regular meetings in which employees can offer ideas and ask questions. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion.</p>
<p>– <strong>Get managers involved.</strong> Require your managers to spend time <strong>coaching</strong>employees, helping good performers move to new positions and minimizing poor performance.</p>
<p>– <strong>Communicate your business’s mission</strong>. Feeling connected to the organization’s goals is one way to keep employees mentally and emotionally tied to your company.</p>
<p>– <strong>Offer financial rewards.</strong> Consider offering stock options or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years. Also, provide meaningful annual raises. Nothing dashes employee enthusiasm more than a paltry raise. If you can afford it, give more to your top performers. Or, if you don’t want to be stuck with large permanent increases, create a bonus structure where employees can earn an annual bonus if they meet prespecified performance goals.</p>
<p>– <strong>Make sure employees know what you expect of them. </strong>It may seem basic, but often in small companies, employees have a wide breadth of responsibilities. If they don’t know exactly what their jobs entail and what you need from them, they can’t perform up to standard, and morale can begin to dip.</p>
<p>– <strong>Hire a human-resources professional.</strong> If your company is nearing 100 employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly. HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed.</p>
<p>By: The Wall Street Journal</p>
<p>For more information on how PEO Brokers of America can help provide your company with better benefits, perks and discounts, and a better HR infrastructure, contact us today!</p>
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		<title>When is it time to admit that your company doesn&#8217;t know Human Resources?</title>
		<link>http://www.peobrokersofamerica.com/time-admit-company-doesnt-know-human-resources/</link>
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		<pubDate>Fri, 27 Mar 2015 13:17:41 +0000</pubDate>
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		<description><![CDATA[<p>Your employees are your biggest asset and your BIGGEST LIABILITY. When is it time to admit that your company doesn&#8217;t know Human Resources? As a business owner, your main priority is to be able to pay your employees and increase profits to grow the business. Stop worrying about keeping up with federal and state laws, shopping [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/time-admit-company-doesnt-know-human-resources/">When is it time to admit that your company doesn&#8217;t know Human Resources?</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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				<content:encoded><![CDATA[<p><img class="alignleft size-full wp-image-631" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/ClosedBusiness.jpg" alt="ClosedBusiness" width="306" height="165" />Your employees are your biggest asset and your BIGGEST LIABILITY. When is it time to admit that your company doesn&#8217;t know Human Resources? As a business owner, your main priority is to be able to pay your employees and increase profits to grow the business. Stop worrying about keeping up with federal and state laws, shopping around every year to try to find the best health care plans, and most importantly stop googling when you have employee related issues.</p>
<p>Outsource your HR related issues and get your time back. Recruit and retain better employees by offering better healthcare coverage while also stabilizing your medical increases in single digits. Shift your workers&#8217; compensation related risk to a PEO and focus on your business while lowering your premiums.</p>
<p>Contact us today for a free quote!</p>
<p>888.370.5406</p>
<p>info@peoboa.com</p>
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		<title>This Longtime IHOP Owner Sold His 16 Restaurants Because of Obamacare</title>
		<link>http://www.peobrokersofamerica.com/longtime-ihop-owner-sold-16-restaurants-obamacare/</link>
		<comments>http://www.peobrokersofamerica.com/longtime-ihop-owner-sold-16-restaurants-obamacare/#comments</comments>
		<pubDate>Wed, 25 Mar 2015 12:24:37 +0000</pubDate>
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		<description><![CDATA[<p>This Longtime IHOP Owner Sold His 16 Restaurants Because of Obamacare Four years ago, my reporting on Obamacare brought me to the city of Terre Haute, Ind. Located near the Illinois’ border, about an hour’s drive from Indianapolis, the city of 60,000 residents reminded me of the area where I grew up near Utica, N.Y. [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>This Longtime IHOP Owner Sold His 16 Restaurants Because of Obamacare</h1>
<p><a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/IHopOwnerObamacare.jpg"><img class="aligncenter size-full wp-image-617" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/IHopOwnerObamacare.jpg" alt="IHopOwnerObamacare" width="1250" height="650" /></a></p>
<p>Four years ago, my reporting on Obamacare brought me to the city of Terre Haute, Ind. Located near the Illinois’ border, about an hour’s drive from Indianapolis, the city of 60,000 residents reminded me of the area where I grew up near Utica, N.Y.</p>
<blockquote class="tweet"><p>“The Affordable Care Act must be repealed,” says @GovPenceIN</p></blockquote>
<p>It was a brisk March morning, nearly a year after President Obama signed the Affordable Care Act, and I had trekked to the Midwest with a camera crew to meet Scott Womack, owner of about a dozen IHOP restaurants in Indiana and Ohio.</p>
<p>Womack’s testimony before Congress earlier in 2011 caught my attention and I wanted to visit him at one of his restaurants to see firsthand how Washington’s policymaking had impacted his work.</p>
<p>The IHOP in Terre Haute is located on South 3rd Street, just a few minutes from the Interstate 70 interchange and a short drive from the Holiday Inn where we had stayed the night before. As we sat in the back of the bustling restaurant waiting for Womack to arrive, we ordered french toast, omelettes and other IHOP specialities.</p>
<div id="InArticleEmailForm"> At the time, Womack employed about 1,000 people at his 12 restaurants. When the Affordable Care Act became law on March 23, 2010, he had big plans for his franchise. He had purchased a development agreement in 2006 that would expand the company to 14 new IHOP locations in Ohio.</div>
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<p>“You have to fund your development through your profits,” Womack said during my 2011 visit to Terre Haute. “And if you have no profits, you’re not building restaurants.”</p>
<p>During his <a href="http://waysandmeans.house.gov/news/documentsingle.aspx?DocumentID=228900">testimony</a> before the House Ways and Means Committee, Womack said those plans were now in jeopardy—and with it hundreds of jobs, not just at his restaurants but also in industries such as construction and manufacturing that would support his expansion.</p>
<p>“Let me state this bluntly,” Womack told lawmakers, “this law will cost my company more money than we make.”</p>
<p>The cost of Obamacare’s mandates—Womack estimated it would be $7,000 to provide health care coverage for each full-time employee—left him with few options: cut costs, eliminate staff, reduce hours or convert workers to part-time status.</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP5.jpg"><img class="wp-image-180288 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP5-1024x532.jpg" alt="150322_IHOP5" width="1024" height="532" /></a></p>
<p>Womack, a 30-year restaurant veteran, faced unique challenges in the industry, where profit margins ranged from 5 percent to 7 percent. Restaurants already produce the lowest revenue per employee, meaning there was a high labor cost associated with implementing the new law.</p>
<p>Four Years Later</p>
<p>Facing the prospect of Obamacare’s employer mandate on Jan. 1, 2015, Womack opted to sell his 16 IHOP restaurants last year to Romulus Restaurant Group. (The company, which operates 74 restaurants in nine states, didn’t get back to me but Womack believes everyone who worked at his restaurants remains employed.)</p>
<blockquote class="tweet"><p>The restaurant industry has the lowest revenue per employee, making Obamacare’s employer mandate more challenging.</p></blockquote>
<p>The restaurateur who got his start as a busboy and cook, then landed a job as an IHOP manager, decided the cost of running casual-dining restaurants under Obamacare wasn’t profitable.</p>
<p>“We had to keep evaluating the nature of the business and the impact of Obamacare along with all the other pressures on labor,” Womack told me. He cited actions by the National Labor Relations Board and the threat of a minimum-wage hike as other challenges.</p>
<p>Womack said he was able to weather the recession. He remained hopeful Congress would make changes to the law or the 2012 election would usher in a president who would repeal it.</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP3.jpg"><img class="wp-image-180290 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP3-1024x532.jpg" alt="150322_IHOP3" width="1024" height="532" /></a></p>
<p>When that didn’t happen, he simply wasn’t confident about the long-term prospects of running a casual-dining operation. IHOP, with servers and cooks, is a labor-intensive business. At the time he sold last year, Womack had 16 restaurants and more than 1,000 employees.</p>
<p>“We felt that environment was not the place to be for the next 10 to 20 years,” he said.</p>
<p>Many of Womack’s restaurants were in a district represented by Mike Pence, a Republican who served in Congress for 10 years before his current stint as Indiana’s governor.</p>
<p>Pence told The Daily Signal the only way to stop the law from negatively impacting business owners like Womack is to repeal it.</p>
<p>“The Affordable Care Act must be repealed and at the same time states should be given the ability to craft their own solutions to the health care challenges facing their citizens,” Pence said. “There are two futures in health care—government-directed or consumer-driven.”</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP4.jpg"><img class="wp-image-180289 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP4-1024x532.jpg" alt="150322_IHOP4" width="1024" height="532" /></a></p>
<p>The Cost of Obamacare</p>
<p>Today, Womack remains in the restaurant industry, albeit with fewer restaurants and significantly fewer employees. In 2014, Womack Restaurants purchased a <a href="http://workatpopeyes.com/about-us/">group of Popeyes franchises</a> in the Kansas City area.</p>
<p>Switching from casual dining to quick service has helped Womack better grapple with health care costs. He still faces challenges, however.</p>
<p>Womack’s Popeyes restaurants employ approximately 180 people, about 140 of whom are hourly workers. That puts him above the 50-worker cutoff under Obamacare, requiring him to offer health care coverage to everyone.</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP1.jpg"><img class="wp-image-180292 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP1-1024x532.jpg" alt="150322_IHOP1" width="1024" height="532" /></a></p>
<p>The Affordable Care Act created an employer mandate, which was supposed to go into effect Jan. 1, 2014, but was delayed for one year by the Obama administration. The mandate requires companies with more than 50 employees to offer “adequate” coverage or face a tax penalty.</p>
<p>Even though he reduced his labor costs by moving into quick-service dining, Womack still took a sizable hit on health insurance. His insurance provider boosted rates by 40 percent in one year, forcing him to cut back on coverage.</p>
<p>He offered the plan to all 180 employees. Only two of the 140 hourly workers signed up.</p>
<p>“For our industry, the employer mandate doesn’t work,” Womack told me. “You’re talking about a large percentage of people who are not inclined to buy the insurance coverage. They looked at how much it cost and they’re not buying it.”</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP7.jpg"><img class="wp-image-180286 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP7-1024x532.jpg" alt="150322_IHOP7" width="1024" height="532" /></a></p>
<p>Womack described these employees as “younger people who are looking for part-time work.” Yet as a result of offering everyone insurance, his previously insured managers found themselves paying more for worse coverage.</p>
<p>“We had very generous health insurance benefits for our managers and we covered a substantial amount for dependents,” he said. “That’s all going to have to change so we can offer the same thing to everyone. We can’t afford to offer dependent coverage to our entire workforce. So our managers will actually take a hit in terms of the coverage they get.”</p>
<p>Facing Reality</p>
<p>Four years after testifying before Congress and urging Obamacare’s repeal, Womack remains alarmed at the law’s impact on his industry. He foresaw the challenges of offering attractive coverage in 2011 and is now facing that reality.</p>
<blockquote class="tweet"><p>“For our industry, the employer mandate doesn’t work,” says Scott Womack</p></blockquote>
<p>“Insurance rates are through the roof. Every year we get handed a 30 percent to 40 percent increase,” he said. “The only way we have to offset that is cutting our coverage way back. That’s happened every year since the law passed.”</p>
<p>Womack isn’t facing these challenges alone.</p>
<p>The International Franchise Association, which advocates on behalf of franchises in Washington, D.C., has argued the law is negatively impacting economic growth across America.</p>
<p>“Rather than helping existing and aspiring franchise owners expand by adding jobs, locations and more hours for their employees who need them most,” said spokesman Matthew Haller, “the law’s arbitrary definition of ‘large employer’ and ‘full-time work week’ have contributed to the steady increase in part-time employment in America and have been a drag on new franchise business formation.”</p>
<p><a class="disabled" href="http://dailysignal.com/wp-content/uploads/150322_IHOP2.jpg"><img class="wp-image-180291 size-large" src="http://dailysignal.com/wp-content/uploads/150322_IHOP2-1024x532.jpg" alt="150322_IHOP2" width="1024" height="532" /></a></p>
<p>So what does the future hold for Womack?</p>
<p>When I interviewed him four years ago, he spoke about living the American Dream and warned that everything would be “on the chopping block” if Obamacare wasn’t repealed. With that prospect unlikely to happen in the next two years, Womack remains frustrated with Washington’s failure to understand the implications.</p>
<p>It hasn’t dampened his spirit, however. After all, he remained a restaurateur after selling his IHOP restaurants.</p>
<p>“We’re going to continue to grow in quick-service dining, but we always need to be evaluating as things change,” Womack told me. “It’s a tightrope walk that you do, balancing between the risks in the industry vs. the reward of growing your business.”</p>
<p><em>This story has been updated to include information about the company that purchased Womack’s restaurants.</em></p>
<p>By Rob Bluey @The Daily Dignal</p>
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		<title>Bracing for Obamacare, Some Businesses Try PEOs</title>
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		<pubDate>Wed, 18 Mar 2015 17:37:25 +0000</pubDate>
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		<description><![CDATA[<p>Some entrepreneurs are turning to professional employer organizations to navigate health reform&#8217;s complexities. ESCO Communications, an Indianapolis-based audio/visual equipment installer, has provided health insurance for its 100 employees for more than 40 years, but when CEO Chip Roth was faced with 40 percent price hike on the company&#8217;s plan last year, he realized he needed to make a change. [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>Some entrepreneurs are turning to professional employer organizations to navigate health reform&#8217;s complexities.</h1>
<p><a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/bracing-obamacare-outsourcing-hr.jpg"><img class="aligncenter size-full wp-image-558" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/bracing-obamacare-outsourcing-hr.jpg" alt="bracing-obamacare-outsourcing-hr" width="822" height="462" /></a>ESCO Communications, an Indianapolis-based audio/visual equipment installer, has provided <a href="http://www.entrepreneur.com/topic/health-insurance">health insurance</a> for its 100 <a href="http://www.entrepreneur.com/topic/employees">employees</a> for more than 40 years, but when CEO Chip Roth was faced with 40 percent price hike on the company&#8217;s plan last year, he realized he needed to make a change. The cost increase&#8211;coupled with expected complexities of the Affordable Care Act, often referred to as <a href="http://www.entrepreneur.com/topic/obamacare">Obamacare</a>&#8211;led Roth to WorkSmart Systems, a local professional employer organization that pools health benefits for the employees of 200 small companies.</p>
<p>&#8220;Health insurance was the real driver,&#8221; Roth says. &#8220;By joining a larger pool and spreading the risk around, we were able to keep our rates the same as they were.&#8221;</p>
<p>Related: <a href="http://www.entrepreneur.com/article/226245">Tax Dilemmas Add to Burden of Healthcare Reform for Entrepreneurs</a></p>
<p>With insurance premiums on the rise and health reform kicking into high gear, many small companies are looking for strength in numbers. Some are joining PEOs so they can provide a menu of affordable health plans to their employees, and outsource the complex administrative tasks associated with them. Matt Thomas, founder and president of WorkSmart, says his company is on track to double its sales in the three years ending in December 2015. &#8220;A lot of that has to do with the Affordable Care Act,&#8221; he says. &#8220;Even larger companies that wouldn&#8217;t normally look at PEOs are looking now, so they can avoid some of the ramifications of [the law].&#8221;</p>
<p><a href="http://www.entrepreneur.com/encyclopedia/professional-employer-organization-peo">PEOs</a>, available for the past 30 years, provide health benefits and handle human resources tasks, including payroll, <a title="Workers’ Compensation Insurance" href="http://www.peobrokersofamerica.com/services/risk-management/">workers&#8217; compensation insurance</a> and other <a title="Employee Benefits" href="http://www.peobrokersofamerica.com/services/benefits/">benefits</a>. And because a PEO does all of this for a group of companies, rather than just one, it can typically achieve economies of scale that individual companies can&#8217;t. The most recent data indicates that the sector is growing: PEO industry revenue reached $92 billion in 2012, a 13.6% increase over 2010, the year the health legislation was signed into law, according to the National Association of Professional Employer Organizations in Alexandria, Va.</p>
<p>Related:<a href="http://www.entrepreneur.com/article/217866"> Is It Time to Outsource Human Resources?</a></p>
<p>PEOs generally charge a flat monthly fee per employee or paycheck, or they take a percentage of each client&#8217;s total payroll. If a PEO does its job well, it should generate enough savings for their clients to offset those fees, says Jay Starkman, founder and CEO of Engage PEO in St. Petersburg, Fla. &#8220;Insurance companies reward the aggregation of [employees], so oftentimes PEOs are able to deliver a 5 percent savings to their clients,&#8221; on health care, he says.</p>
<p>PEOs also say they save small companies the hassle and cost of hiring their own in-house HR staff, who could cost more than $80,000 a year in salary and benefits a piece. &#8220;A PEO does all the stuff that&#8217;s not essential to your core business,&#8221; Starkman says.</p>
<p>There can be drawbacks to joining PEOs, however. Because a PEO acts as a co-employer, you may feel as if you&#8217;re losing some degree of control over your employees. And how competitive a rate your PEO gets for health insurance will depend on the overall demographics and health status of all the employees it is insuring&#8211;factors that are out of your control and that will likely change over time.</p>
<p>A big reason PEOs are seeing a bump in interest these days is that many small companies simply need help wrapping their brains around the new health law, says Pat Cleary, CEO of NAPEO. All companies with 50 or more full-time employees will have to offer health insurance, but the intricacies of complying with the law can be hard to navigate. &#8220;The perils and pitfalls that are in there for any small business are significant,&#8221; Cleary says. &#8220;The biggest advantage, in my view, of going to a PEO is to be able to say, ‘Figure this out for me.'&#8221;</p>
<p>Related: <a href="http://www.entrepreneur.com/article/205124">Employee Issues? Get Professional Help</a></p>
<p>Frank Romero, chief revenue operations officer of Evanston, Ill.-based Grocer Exchange, a network of independent supermarkets, says he&#8217;s more comfortable with health reform since he signed on with Engage PEO in January of this year. &#8220;The owners of our supermarkets, which are typically manned at a rate of 30 to 40 people per store, need this, because they can&#8217;t afford to do this administration themselves,&#8221; Romero says. &#8220;And the PEO brings to the table benefits savings that they could never get themselves.&#8221;</p>
<p>By: Entrepreneur Magazine</p>
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		<title>Top 5 Startup Payroll and HR Mistakes</title>
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		<pubDate>Tue, 17 Mar 2015 15:17:31 +0000</pubDate>
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		<description><![CDATA[<p>Top 5 Startup Payroll and HR Mistakes Startups are natural rule breakers. You’ve got to ruffle a few feathers and disrupt the status quo if you want to build the next Facebook. But there’s one area where startups definitely don’t want to break the rules: payroll and HR. Startups that don’t comply with payroll and [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>Top 5 Startup Payroll and HR Mistakes</h1>
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<p>Startups are natural rule breakers. You’ve got to ruffle a few feathers and disrupt the status quo if you want to build the next Facebook. But there’s one area where startups definitely don’t want to break the rules: payroll and HR.</p>
<p>Startups that don’t comply with payroll and HR laws can face serious legal and financial consequences. Some penalties are even severe enough to drive them out of business. With that in mind, we’ve put together this list of the Top 5 Payroll and HR Mistakes that every startup should be absolutely sure to avoid.</p>
<p>1. Commingling personal and business finances<br />
<a href="https://www.justworks.com/blog/top-5-startup-payroll-hr-mistakes/commingling-personal-and-business-finances/" rel="attachment wp-att-120"><img class="alignleft size-medium wp-image-120" title="Commingling personal and business finances" src="https://www.justworks.com/wp-content/uploads/2013/06/Commingling-personal-and-business-finances-300x242.jpg" alt="" width="300" height="242" /></a>In the early days of a startup, founders may be tempted to put off separating personal and business finances for as long as possible, reasoning that they can save time and money by paying employees and contractors directly out of their own pockets.</p>
<p>This is short-term thinking than can have dire consequences down the road. Eventually that startup will have to disentangle all its expenses and pay back taxes.</p>
<p>If the startup is ever sued or audited, a blurry distinction of personal and business expenses can render a founder’s personal assets vulnerable to court seizure. A startup could even be stripped of its corporate status. Most founders think, “That will never happen to me.” But it often does.</p>
<p>2. Misclassifying employees as independent contractors<br />
<a href="https://www.justworks.com/blog/top-5-startup-payroll-hr-mistakes/employees-collaborating-on-project/" rel="attachment wp-att-2261"><img class="alignright size-medium wp-image-2261" title="Employees collaborating on project" src="https://www.justworks.com/wp-content/uploads/2013/06/Stocksy_txp55c6017bTW5000_Small_55012-300x200.jpg" alt="" width="300" height="200" /></a>Treating an employee as an independent contractor is one of the most costly mistakes a startup can make. Employers do it because they don’t have to pay taxes, insurance or overtime to independent contractors. They also don’t have to give contractors benefits.</p>
<p>Misclassification is especially common in startups, where many practice “try before you buy” hiring. Yet if the responsibilities of the job don’t materially change when an contractor “converts” into an employee, the IRS considers that worker as having been an employee all along.</p>
<p>There are the state penalties, too. In California, the penalty for deliberate misclassification ranges from $5,000 to $15,000 for each violation.</p>
<p>What makes an employee? It varies state-by-state, but the basic legal definition relates to how much “control” an employer has over when, where and how an employee works, and for how long. If the length of her engagement is indefinite, then she’s an employee.</p>
<p>3. Managing payroll AND compliance<br />
Payroll is so hard to do, and business screw it up so often, that the IRS penalizes about 1 in 3 business for payroll errors. The complexity of managing quarterly tax withholdings at the local, state and federal level…. it easily adds up to a full-time job, even for a business with just a couple of employees. That’s why most businesses use a payroll service.</p>
<p>But payroll services only get you so far. Startups still need compliance, like Worker’s Comp, EPLI and Unemployment Insurance. These are required in most states, including New York and California. Then there’s new hire reporting, I-9 documentation and healthcare. Compliance overhead in even the smallest of startups quickly escalates.</p>
<p>That’s why many savvy startups use a Professional Employer Organization (PEO) to manage payroll and compliance. A PEO manages a startup’s payroll, including myriad taxes, and ensures compliance with all required insurance and reporting. A PEO can even offer great deals on healthcare plans and other benefits.</p>
<p>4. Overpaying for healthcare and benefits<br />
<a href="https://www.justworks.com/blog/top-5-startup-payroll-hr-mistakes/purchase-this-image-at-httpwww-stocksy-com55446/" rel="attachment wp-att-126"><img class="alignleft size-medium wp-image-126" title="Overpaying for healthcare and benefits" src="https://www.justworks.com/wp-content/uploads/2013/06/Overpaying-for-healthcare-and-benefits-300x200.jpg" alt="" width="300" height="200" /></a>Startup competition is fierce these days. If you want to attract top tier talent, especially developers, you’ve got to offer excellent benefits, particularly healthcare.</p>
<p>But even “good enough for now” healthcare plans are expensive, particularly for smaller companies, who pay more for less coverage. It’s the law of leverage at work: the larger the company’s employee base, the sweeter the deal.</p>
<p>What’s a startup to do? Consider a Professional Employer Organization (PEO).</p>
<p>A PEO is a company that uses a legal arrangement known as co-employment to bargain for and administer healthcare and benefits packages, thus securing better terms than a startup could on its own.</p>
<p>PEOs offer savings on medical, dental and vision plans, as well as 401(k), typically available only to much larger companies. PEOs even handle the burdensome paperwork of regulatory filings and plan administration.</p>
<p>5. Frustrating employees with endless paperwork and confusing software<br />
<a href="https://www.justworks.com/blog/top-5-startup-payroll-hr-mistakes/diverse-group-of-young-office-workers/" rel="attachment wp-att-2262"><img class="alignright size-medium wp-image-2262" title="Diverse group of young office workers" src="https://www.justworks.com/wp-content/uploads/2013/06/Stocksy_txp55c6017bTW5000_Small_50915-300x200.jpg" alt="" width="300" height="200" /></a>Nobody likes paperwork, especially not fast-moving startups. Yet many businesses continue to use outmoded HR processes and legacy software. Stop the madness!</p>
<p>BY: Justworks</p>
<p>Fortunately PEO Brokers of America makes it easy for a new business to get started with a PEO. Starting a business is hard enough without the frustrations of knowing the laws regarding payroll and HR.</p>
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		<title>Here Come the IRS/ACA auditors! Penalties Projected at $8Billion for 2015!</title>
		<link>http://www.peobrokersofamerica.com/come-irsaca-auditors-penalties-projected-8billion-2015/</link>
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		<pubDate>Thu, 12 Mar 2015 13:20:14 +0000</pubDate>
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		<description><![CDATA[<p>The White House Office of Management and Budget (OMB) released on February 2, 2015 the Fiscal Year 2016 Budget. It includes a specific provision where the IRS will ramp up enforcement efforts to “address noncompliance” including the employer responsibility provisions of the Affordable Care Act (ACA). The Budget proposes hiring over 400 full-time employees to [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/come-irsaca-auditors-penalties-projected-8billion-2015/">Here Come the IRS/ACA auditors! Penalties Projected at $8Billion for 2015!</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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<p class="entry-title">The White House Office of Management and Budget (OMB) released on February 2, 2015 the Fiscal <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/irs.jpg"><img class="alignright size-medium wp-image-466" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/irs-300x110.jpg" alt="irs" width="300" height="110" /></a>Year 2016 Budget. It includes a specific provision where the IRS will ramp up enforcement efforts to “address noncompliance” including the employer responsibility provisions of the Affordable Care Act (ACA). The Budget proposes hiring over 400 full-time employees to enforce ACA statutory requirements. Audits are expected to be the primary enforcement effort, although a portion of those employees may be handling the assessment and appeal process associated with the annual reporting requirements.</p>
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<p><a title="2016 US Treasury Budget in Brief" href="http://www.treasury.gov/about/budget-performance/budget-in-brief/Documents/FY_2016_BiB_complete.pdf" target="_blank">From Page 68 of the Department of the Treasury – Budget in Brief</a>:</p>
<h3>Address Impact of ACA Statutory Requirements +$67,206,000 / +483 FTE</h3>
<p>“As the tax law changes, the IRS must implement programs to ensure that taxpayers understand the new laws, and that the IRS can address noncompliance. The new ACA tax provisions strengthen oversight of tax exempt hospital organizations and include new fees on manufacturers and importers of branded prescription drugs and health insurers. This initiative also <strong>expands the compliance coverage</strong> of tax-exempt hospital organizations by refining the community benefit reviews and by leveraging this data to conduct examinations; expands coverage of new provisions related to the premium tax credit, individual responsibility requirement, and large employer insurance; and <strong>addresses new audit requirements related to the shared employer responsibility payment</strong>. This initiative includes a $60.8 million initial investment in traditional revenue-producing activities that are expected to annually produce additional enforcement revenue of $181.7 million, once the new hires reach full potential in FY 2018, an ROI of $2.8 to $1, and an initial investment of $6.4 million in revenue-protecting activities that are expected to protect $88.7 million of revenue, a protected ROI of $12.2 to $1.”</p>
<p>The Congressional Budget Office (CBO) estimates that employer shared responsibility penalties will produce $8 billion in 2016 (relating to 2015 penalties). From 2016-2024, the CBO estimates that penalty payments will total $139 billion.</p>
<p>ACA Compliance and the shared responsibility payments for employers are here for <a title="ACA Employer Mandate" href="https://www.staffmarket.com/articles/aca-fte-large-employer-threshold-589">employers who meet or exceed the employee count size thresholds</a>. Navigating compliance with the ACA is a challenge for business owners and managers and Professional Employer Organizations are uniquely positioned help businesses ensure successful ACA compliance and the avoidance of audits and non-compliance penalties.</p>
<p>By: Staff Market</p>
<p>For help with government compliance and other HR related issues, please call or email us today!</p>
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		<title>ACA Explained: Calculating Full Time Employees!</title>
		<link>http://www.peobrokersofamerica.com/aca-explained-calculating-full-time-employees/</link>
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		<pubDate>Wed, 11 Mar 2015 21:41:32 +0000</pubDate>
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		<description><![CDATA[<p>To be subject to the Employer Shared Responsibility provisions for a calendar year, an employer must have employed during the previous calendar year at least 50 full-time employees or a combination of full-time and part-time employees that equals at least 50. For example, an employer that employs 40 full-time employees (that is, employees employed 30 or [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/aca-explained-calculating-full-time-employees/">ACA Explained: Calculating Full Time Employees!</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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				<content:encoded><![CDATA[<p><a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg"><img class="alignleft size-full wp-image-242" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg" alt="Healthcare Reform" width="275" height="183" /></a>To be subject to the Employer Shared Responsibility provisions for a calendar year, an employer must have employed during the previous calendar year at least 50 full-time employees or a combination of full-time and part-time employees that equals at least 50. For example, an employer that employs 40 full-time employees (that is, employees employed 30 or more hours per week on average) and 20 employees employed 15 hours per week on average has the equivalent of 50 full-time employees, and would be an applicable large employer.</p>
<p>Seasonal workers are taken into account in determining the number of full-time employees. However, if an employer’s workforce exceeds 50 full-time employees (including full-time equivalents) for 120 days or fewer during a calendar year, and the employees in excess of 50 who were employed during that period of no more than 120 days were seasonal workers, the employer is not considered an applicable large employer. Seasonal workers are workers who perform labor or services on a seasonal basis as defined by the Secretary of Labor, and retail workers employed exclusively during holiday seasons.  For this purpose, employers may apply a reasonable, good faith interpretation of the term “seasonal worker.”</p>
<p>Employers will determine each year, based on their current number of employees, whether they will be considered an applicable large employer for the next year. For example, if an employer has at least 50 full-time employees (including full-time equivalents) for 2014, it will be considered an applicable large employer for 2015. Note that because employers will be performing this calculation for the first time to determine their status for 2015, there is a transition rule intended to make this first calculation easier. See question 31 for a discussion of this transition rule for 2015 determination of applicable large employer status.</p>
<p>Employers average their number of employees across the months in the year to see whether they will be an applicable large employer for the next year. This averaging can take account of fluctuations that many employers may experience in their work force across the year. The final regulations provide additional information about how to determine the average number of employees for a year, including information about how to take account of salaried employees who may not clock their hours.</p>
<p>For help with ACA and other HR related issues, please call or email us today!</p>
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		<title>PEO Provides Inexpensive Health Insurance for Mid-Sized Company-Case Study</title>
		<link>http://www.peobrokersofamerica.com/peo-provides-inexpensive-health-insurance-mid-sized-company-case-study/</link>
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		<pubDate>Tue, 10 Mar 2015 13:50:04 +0000</pubDate>
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		<description><![CDATA[<p> Rightway Imaging is a health care organization with 400 employees and 20 locations in the metro area. For 30 years they’ve competed with St. Andrews Medical Network, a much larger organization of 30,000 employees. The competition is fierce not only for patients and market share, but also for recruiting and retaining skilled employees. Lately, the [&#8230;]</p>
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<p> Rightway Imaging is a health care organization with 400 employees and 20 locations in the metro area. For 30 years they’ve <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/affordablehealthinsurance1.jpg"><img class="alignright size-medium wp-image-385" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/03/affordablehealthinsurance1-300x144.jpg" alt="affordablehealthinsurance" width="300" height="144" /></a>competed with St. Andrews Medical Network, a much larger organization of 30,000 employees. The competition is fierce not only for patients and market share, but also for recruiting and retaining skilled employees. Lately, the battle has become one-sided.</p>
<p>St. Andrews Medical Network buys their health insurance in bulk. At the time of their annual renewal period they come to the table with 30,000 employees, the essence of having leverage in a negotiation. Conversely, Rightway Imaging braces for their annual renewal months in advance, and although 400 employees is a significantly sized company, their health insurance premiums are much higher, an increase at a higher rate than their competitor. With this being the case, they’re still managed to mirror the employee benefit policies of St. Andrews in order to stay competitive, but it comes at a heavy cost to their bottom line.</p>
<p>In 2010 when Healthcare Reform took its toll on health insurance premiums, Rightway Imaging saw a 42% increase in their medical insurance costs. An extremely difficult decision loomed, drastically reduce the quality of their employee benefit package and play second flute in the local competition for skilled employees, or seek alternative methods of procuring health insurance, a territory that until this time has not been explored.</p>
<p>Enter the PEO&#8230;</p>
<p>Rightway Imaging had never looked into outsourcing HR before, but realized it was time for a change. 2010 was a period of rapid expansion for the organization as it was completing a series of acquisitions of smaller practices, and bringing on groups of 10-30 new employees by the week. The combination of pressure from medical insurance increases and added HR exposure created an opportune environment for a PEO to add value.</p>
<p>The Professional Employer Organization was able to offer Rightway Imaging four healthcare plans, two that mirrored the Cadillac plans that were already in place, and two other plans including a High-Deductible Health Plan. They created a benefit contribution strategy that was fair for the existing employees as it rewarded tenure with less out of pocket expenses, while also driving new employees to lower cost plans tied into an HSA, a strategy proven to lower claim ratios.</p>
<p>The medical increase from the group was reduced from the original 42% to an effective 8% increase. Applying these percentages to a company of 400 employees and the PEO saved the company about $780,000 in medical premiums, more than enough to offset their administrative fees. The Professional Employer Organization was able to accomplish this because they too, buy their benefits in bulk. Instead of purchasing health insurance for 400 employees, like Rightway once did, or 30,000 employees, like St. Andrews still does; the PEO purchases benefits for over 100,000 employees, and the discounts are passed directly to their clients.</p>
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<p>In addition to the savings in medical premiums, the PEO also provided the necessary HR support so that an HR team of two individuals can manage a growing group of 400 employees a lot more efficiently, and in total HR compliance.</p>
<p>Today, Rightway Imaging still competes with St. Andrews Medical Network for patients, potential acquisitions, and skilled employees. They are still able to offer rich benefit plans like they always have, and they can still keep employee out of pocket expenses low. In addition there is more choice and flexibility in other benefit programs such as Dental, Life Insurance, FSAs, even an employee perks program. A PEO was able to provide this improvement in employee benefits and Human Resources, while still creating an overall cost reduction for Rightway Imaging, we call this a win-win!</p>
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<div class="column">By:PEO Spectrum</p>
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