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Benefit Plan Design Analysis
Maisha Tolliver
HRM599
Professor Michael Ross
Part 2, 3 , 5
11/23/2012

State employees must pay a portion of their share of benefit and retirement premiums out of taxable income. The current concern is covering those employees who are deemed low income and fill positions which do not offer benefits. Secondly, state employers are faced with high turnover rates due to the lack of benefits. The Patient Protection and Affordable Care Act will ensure that all Americans have access to quality, affordable health care and will create the transformation within the health care system necessary to contain costs. New, refundable tax credits will be available for Americans with incomes between 100 and 400 percent of the federal poverty line (FPL) (about $88,000 for a family of four). The credit is calculated on a sliding scale beginning at two percent of income for those at 100 percent FPL and phasing out at 9.8 percent of income at 300-400 percent FPL. If an employer offer of coverage exceeds 9.8 percent of a worker’s family income, or the employer pays less than 60 percent of the premium, the worker may enroll in the Exchange and receive credits. Out of pocket maximums ($5,950 for individuals and $11,900 for families) are reduced to one third for those with income between 100-200 percent FPL, one half for those with incomes between 200-300 percent FPL, and two thirds for those with income between 300-400 percent FPL. Credits are available for eligible citizens. State entities have more than 200 employees must automatically enroll new full-time employees in coverage. Any employer with more than 50 full-time employees that does not offer coverage and has at least one full-time employee receiving the premium assistance tax credit will make a payment of $750 per full-time employee.

An employer with more than 50 employees that offers coverage that is deemed unaffordable or does not meet the standard for minimum...
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