Employer’s guide to
health care reform
Employer’s guide to health care reform
Benefits strategies and resources for small businesses
Small businesses are the innovators, modernizers and
visionaries that transform today’s workplace and – when it
comes to the changing health care landscape – these leaders
know the importance of benefits in attracting and retaining
the best employees.
With the Affordable Care Act (ACA) in full swing, this guide
helps to answer important questions facing small businesses
and offers solutions to help strike the right benefits balance –
one that is budget friendly while also meeting the health care
needs and requirements of employees.
Inside you’ll find:
1
2
3
Important dates and
milestones
Details on how your
business can pay, play or
play differently
5 things to know and do to
guard against health care
reform penalties
4
5
6
IRS reporting details for
self-funded plans
Tax rules for voluntary
insurance under the ACA
Frequently asked
questions about the
Cadillac Tax
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1
Important Dates and Milestones
The health care reform timeline
Important dates and milestones
March 23, 2010
The Affordable Care Act is signed into law
January 1, 2014
Individual Marketplace and Small Business Health Options Program (SHOP):
Individuals and small businesses have the opportunity to participate in federal- and
state-facilitated health insurance marketplaces. Employers with 25 or fewer full-time
equivalent employees may be eligible for the Small Business Health Care Tax Credit.
January 1, 2015
Shared-responsibility payment phase I: Employers with at least 100 full-time equivalent
employees must offer affordable, minimum-value health coverage to at least 70 percent
of their full-time employees and their dependents, unless the employer qualifies for 2015
dependent coverage transition relief, or face a penalty.
January 1, 2016
Shared-responsibility payment phase II: Employers with at least 50 full-time equivalent
employees must offer affordable, minimum-value health coverage to at least 95 percent
of their full-time employees and their dependents or face a penalty.
Small-business definition grows from 50 or fewer to 100 or fewer FTEs: Employers
with 100 or fewer full-time equivalent employees (FTEs) will be considered a small
employer. This means these employers may be eligible to purchase health insurance for
employees through the Small Business Health Options Program (SHOP).
IRS reporting requirements for employers: Applicable large employers and businesses
with self-funded health plans are required to report information regarding the health
coverage of your employees, including basic employee data, dates and type of coverage;
cost-sharing; and any other information required by the IRS. These requirements apply to
coverage offered on or after January 1, 2015, but the first report will not be due until 2016.
January 1, 2020
Cadillac Tax: A tax will be imposed on insurers and employers with self-funded health
plans with annual premiums that exceed $10,200 for individuals and $27,500 for families.
The Cadillac Tax is 40 percent of the excess of the annual value of a health plan’s cost
above the threshold amounts set forth above. The threshold amounts will be updated
before 2020 and indexed for inflation in future years.
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2
Pay, play or play differently?
4 strategies for employers to provide employee benefits options
while avoiding out-of-control costs
Pay, play or play differently?
4 strategies for employers to provide employee benefits
options while avoiding out-of-control costs
There’s plenty of talk surrounding health
care reform and whether employers
should “pay or play.” The popular phrase
refers to a business’s choice to either
offer health care benefits that meet
the law’s standards or yield to fines
for dropping coverage. Though savvy
employers know their benefits package
can help boost workplace retention,
satisfaction and productivity, many are
faced with a difficult decision as health
care costs continue to rise. What if
there was a way for employers to play
differently? By understanding rising
costs, employers can take advantage of
key solutions and take control of their employee benefits options.
When it comes to benefits, employers face an imperative choice
In the current health care system with rising health care costs, employers facing the “pay or
play” decision can:
• Stay the course: Keep group health insurance and pay inevitable annual renewal
rates, while looking for options to keep costs down through employee cost.
• Pay and exit: Drop group health insurance and all employer-sponsored health
benefits and pay the penalty. Employers with 100 or more full-time equivalent
employees can choose to pay applicable tax penalties, and employers of all sizes
who exit from offering health insurance may “pay” with difficulty in recruitment
and retention.
• Play differently: Choose a different course of action to allow their company to provide
health care options the workforce needs while also minimizing health care costs.
4 ways employers can play differently
Employers who want to have greater control of their benefits options have several
alternatives. Companies may choose one strategy or a combination to fit their workforce
and their budgets.
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Consider discussing the following four strategies with your benefits consultant:
1.Employer-sponsored account-based health plans: An account-based health plan is
a consumer-directed strategy that can pair a choice of group health insurance plans with a
tax-advantaged medical spending account. Options include:
»» Health Savings Account (HSA) - HSAs are individual bank accounts owned by
employees that allow tax-free medical expense reimbursement. It’s required to be
paired with a high-deductible health plan.
»» Health Reimbursement Arrangement (HRA) – An HRA is an employer-funded, tax-
advantaged employer health benefit plan that reimburses employees for out-of-pocket
medical expenses.
»» Health Flexible Spending Account (FSA) – Health FSAs offer a tax-free way for
Health
insurance
exchanges
are gaining
popularity
and can make
benefits
administration
easier for
businesses.
employees to save for qualified medical expenses during a single year. FSAs can be
paired with any health plan or used alone.
»» Health Incentive Account (HIA) – HIAs are designed for the employee to solely earn
funding for out-of-pocket health care expenses by participating in and completing a
health rewards program.
2. Private and public exchanges: Health insurance
If your company
has fewer than
exchanges (also called marketplaces) are Web portals
where individuals and businesses can shop for and buy
25
health insurance. They’re gaining popularity and can make
benefits administration easier for businesses. Plus, they give
employees the option to purchase health care coverage
full-time
employees, you
may be able to
take advantage of
tax credits through
a government
exchange option.
that fits their needs and their budget. Regardless of your
company’s size, private exchanges can help your company
offer a variety of benefits options, including major medical
and voluntary products. And if your company has fewer
than 25 full-time equivalent (FTE) employees, you may be
able to take advantage of tax credits through a government
exchange option called the Small Business Health Options
Program (SHOP).
3. Voluntary insurance: Another way employers can help provide an extra layer of financial
protection and a broader benefits package to their employees is by adding voluntary
benefits options to their employees’ benefits package. Unlike major medical insurance,
voluntary policies pay cash benefits directly to the policyholder (unless assigned otherwise)
if they get sick or injured. Research shows that employees who are offered and enrolled in
voluntary insurance by their employer are more likely to say their current benefits package
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meets their family’s needs extremely or very well than those who aren’t offered voluntary
insurance through their employer.1
4. Outcomes-based initiatives: Companies are beginning to establish ways to keep
providers and employees accountable for health outcomes. For providers, employers
can look to bundled pricing arrangements with their insurer so employees get the
best rates with doctors and hospitals with proven track records for success. For
employees, companies are increasingly looking to health screenings and incentives.
In 2015, 16 percent of businesses expected to introduce health care incentives, and
more than 3 in 5 (64 percent) of businesses with wellness programs include a wellness
screening component.1
Build a road to compliance that works for your business
Although every business and workforce is different, the importance of having employees
who are adequately protected by their health care coverage is increasingly a constant. Savvy
leaders find a way for their businesses to succeed and build a health benefits package
that meets their employees’ needs while actively controlling rising health care costs. New
innovations in the health care market and trusted consumer-directed strategies can help
employers to play differently.
Source
1
The 2015 Aflac WorkForces Report, conducted on behalf of Aflac in January and February
2015 by Research Now, captured responses from 1,977 benefits decision-makers and 5,337
employees from across the United States. To learn more about the Aflac WorkForces Report, visit
AflacWorkForcesReport.com.
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3
5 things to know–and do–to guard
against health care reform penalties
Straightforward facts and actionable steps to protect your business and comply with
health care reform’s Employer Shared-Responsibility Requirement
5 things to know–and do–to guard
against health care reform penalties
Straightforward facts and actionable steps to protect
your business and comply with health care reform’s
Employer Shared-Responsibility Requirement
Is your company ready for potential penalties due to health care reform? As part of the
Employer Shared-Responsibility Requirement, penalties phase in starting Jan. 1, 2015.
We’ve outlined five actionable steps to help your business understand the details of the
law, assess the risk and severity of potential penalties and develop a strategy to meet
compliance standards.
1. Know: Whether your company is accountable for the Employer Shared-
Responsibility Requirement. First things first: Does your company need to comply? Only
employers with 50 or more full-time equivalent (FTE) employees are responsible for the SharedResponsibility Requirement. Additionally, while larger employers with 100 or more FTEs must
comply by 2015, employers with 50 to 99 FTEs are given a grace period until 2016. Employers
with 50 or more FTEs are also referred to as “Applicable Large Employers” (ALEs).
Do: Calculate the number of FTEs your company has.
It’s easy to confuse “full-time equivalent” (FTE) with “full time,” but these terms are
distinctly different. Full-time employees are those working at least 30 hours a week, while
the number of FTEs a company has is based on an equation including both the number
of full-time employees and all part-time employee hours. Use this equation to accurately
establish your FTE count:
Total collective hours worked in a month by all part-time employees working fewer than 30
hours per week ÷ 120 + total number of full-time employees working at least 30 hours per
week = Full-time equivalent employees.
2.Know: The type of coverage that meets compliance standards: Health care
reform requires insurance coverage under the Shared-Responsibility Requirement to
meet two criteria:
»» Coverage must be considered affordable: The cost of the coverage to employees
can’t exceed 9.5 percent of employees’ household income. Since employers
can’t know for certain an employee’s household income, employers may use the
employee’s W-2 income to calculate this percentage.
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»» Coverage must offer minimum value: The coverage must have at least a 60 percent
actuarial value (AV). This means it pays on average 60 percent of the cost of covered
benefits and is equivalent to a “bronze” plan in the individual market.
Do: Determine if your employee benefits options meet the requirements.
You’ll need to know your employees’ W-2 incomes, the cost of the health care plan
to each employee and the actuarial value of the plan. Check with your benefits
consultant or broker if you have specific questions about whether or not your plan
meets these requirements.
3. Know: Whom your company is required to cover. ALEs are only required to extend
compliant coverage to full-time employees working at least 30 hours of service each
week and their dependent children under the age of 26. Hours of service include hours
worked and hours that an employee is paid but does not work, such as vacation,
holiday, illness or disability, jury duty and military duty. Health care reform doesn’t require
employers to offer coverage to spouses of employees or part-time employees.
To help businesses gradually phase in compliance with the law, they’re permitted
to offer compliant coverage to at least 70 percent of their full-time employees and
dependent children in 2015. In 2016, coverage must be extended to 95 percent of fulltime employees and their dependent children. Additionally, employers who didn’t offer
dependent coverage previously in 2013 or 2014 are given an additional grace period
and won’t be penalized in 2015 for failing to offer dependent coverage as long as the
companies can show they’re working to make this coverage available in 2016.
Do: Keep track.
Though your company may not be required to offer compliant coverage to part-time
employees, you’re still responsible for keeping detailed records of employment status
and hours worked. Tracking involves important details issued by the federal government,
including measurement periods and reassessment. To learn more, visit the IRS Q&A:
irs.gov/uac/Newsroom/Questions-and-Answers-on-Employer-Shared-ResponsibilityProvisions-Under-the-Affordable-Care-Act#Identification.
4. Know: The likelihood your company will be penalized. Penalties aren’t
automatically activated if a company doesn’t offer compliant health care coverage.
In actuality, penalties under the Employer Shared-Responsibility Requirement are
triggered when ALEs don’t meet the compliance standards and at least one of their
full-time employees qualifies for and receives a premium subsidy in the individual
insurance market through a federal or state exchange. Though it may be less likely your
company will trigger penalties if you offer compliant coverage to substantially all full-time
employees or employees don’t qualify for and receive premium subsidies, it’s important
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not to roll the dice when it comes to protecting your workforce. If your company feels it
can’t afford compliant coverage, it’s important to consider lower-cost health care options
and out-of-pocket cost protection through voluntary insurance.
Do: Determine if your company could trigger penalties.
To activate a penalty, both triggers must occur:
Trigger 1 (at least one of these is true for your company):
• Your company doesn’t offer health care coverage to 70 percent of all full-time
employees and their dependent children in 2015 and 95 percent in 2016.
• Your company offers coverage that isn’t considered affordable.
• Your company offers coverage that doesn’t meet minimum value standards.
Trigger 2: At least one employee or their dependent child receives a subsidy through
a federal or state insurance exchange to help offset the cost of purchasing health
care coverage. To learn more about tax subsidies and which employees qualify, visit:
healthcare.gov/will-i-qualify-to-save-on-monthly-premiums.
5. Know: The severity of potential penalties. If your company doesn’t offer compliant
health care coverage which meets the affordable and minimum value standards to
substantially all full-time employees and their dependent children under the age of
26, it’s important to prepare for the potential amount your company could be fined.
Your business may be penalized in one of two ways based on whether your company
chooses not to offer health care coverage at all or offers noncompliant coverage. The
penalty for not offering health coverage at all is sometimes considered more severe.
The penalty for offering coverage that isn’t compliant may be less so; however, it can be
substantial nonetheless.
Do: Consider the impact of potential penalties, as well as indirect costs.
Calculate potential penalties your company could encounter under the law to weigh
whether the fine will be more than the cost of offering compliant coverage.
Potential penalties are as follows:
• $2,000 penalty per full-time employee - Think of this as the sledgehammer
penalty: If an employer doesn’t offer any type of health care coverage to substantially
all of its full-time employees and their dependents, the employer is penalized a fee
of $2,000 for each of its full-time employees, excluding the first 30, if at least one
of their full-time employees qualifies for and receives a premium subsidy in the
individual insurance market through a federal or state exchange.
•$3,000 penalty per full-time employee or dependent receiving a subsidy - Think
of this as the tack hammer penalty: If an employer offers coverage that is either
unaffordable or doesn’t meet minimum value requirements, the employer is penalized
$3,000 for each full-time employee or dependent who purchases health care
coverage in the individual market through a federal or state exchange and
receives a premium subsidy.
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Keep in mind intangible factors such as the benefits of offering employees health care
coverage, including improved job satisfaction, loyalty and morale.
Workplace factors to consider:1
• The majority of employees (90 percent) say their overall benefits packages are
important2 to engagement on the job and with their organizations.
•80 percent agree3 a well-communicated benefits package would make them less
likely to leave their jobs.
•59 percent of employees are at least somewhat likely to accept jobs with slightly
lower compensation but better benefits.
Sources
1
The 2015 Aflac WorkForces Report, conducted on behalf of Aflac in January and February
2015 by Research Now, captured responses from 1,977 benefits decision-makers and 5,337
employees from across the United States. To learn more about the Aflac WorkForces Report, visit
AflacWorkForcesReport.com.
2
Somewhat important, very important or extremely important.
3
Somewhat agree, strongly agree or completely agree.
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4
IRS reporting for employers with
self-funded plans
Need-to-know details about minimum essential coverage reporting
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IRS reporting for employers with
self-funded plans
Need-to-know details about minimum essential
coverage reporting
Under the Affordable Care Act, employers who
self-fund their employee health care are required
to submit informational reporting about minimum
essential coverage to the Internal Revenue Service
beginning January 2016. Below are details to help
businesses comply with this requirement.
Who is required to submit information
reporting of minimum essential coverage?
Among those required to submit information
reporting of minimum essential coverage are:
• Self-funded employers.
• Insurers.
Note: Applicable large employers that self-fund their health care are also required to submit
employer-sponsored coverage reporting to the IRS. To learn more, see Employer-Sponsored
Coverage to the IRS Information Reporting.
What does the report include?
Employers are required to submit a separate report for each individual health care recipient
on Forms 1095-B and 1094-B that specifically provides:
• The name of each individual enrolled in minimum essential coverage as well as the
name and address of the primary insured or other related person (for example, a
parent or spouse) who submits the application for coverage.
• The return also must report the taxpayer identification number (TIN) and months
of coverage for each individual who is covered under the policy or program.
• The name, address and employer identification number (EIN) of the employer maintaining
the plan and whether coverage was enrolled in through the government marketplace.
The employer must also provide a written statement to the covered individual(s) that includes:
• The policy number.
• The name, address and a contact number for the reporting entity.
• The information required to be reported to the IRS.
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What is the deadline?
Statements are to be provided annually to employees by Jan. 31. Forms must be provided
to the IRS by Feb. 28 (March 31 if filed electronically) for the previous calendar year. For
the first required year, the deadlines have been extended. Statements must be provided to
employees by Mar. 31, 2016, and submitted to the IRS by May 31, 2016 (if filing by paper) or
Fines may be
waived for
employers that
do not file due
to reasonable
cause.
June 30, 2016 (if filing electronically).
How do I submit the report?
Employers are required to provide the IRS with Form 1094-C, which is the transmittal form,
and Form 1095-C, which is the employee statement. Employers can file electronically, and
draft forms are expected to be available from the IRS as the reporting deadline approaches.
Can a third-party organization file the report?
Yes, the law allows employers to use a third party to assist with filing IRS reporting and
providing statements to individuals insured by the health plan.
Is there a penalty for not filing the report?
Currently, employers may face penalties for not filing informational reporting. However, the
law explains that these fines may be waived for employers that do not file due to reasonable
cause, or fines reduced for errors that are corrected in a timely manner that are not due to
reasonable cause.
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5
Tax rules for voluntary insurance
under the ACA
Need-to-know details about compliance concerns for offering
voluntary insurance products
Tax rules for voluntary insurance
under the ACA
Need-to-know details about compliance concerns for
offering voluntary insurance products
The Affordable Care Act (ACA) is primarily
intended to apply to group health plans and
health insurers offering group or individual
health insurance coverage. Because Aflac
products are classified under the law as
“excepted benefits,” many of the regulations
don’t apply. Below are frequently asked
questions and answers about taxes related to
offering these products to employees.
Can employees apply for supplemental,
voluntary health care coverage on a
pretax basis under health care reform?
Yes. Voluntary benefits options such as
accident, cancer, hospital indemnity and
other excepted benefit coverage (e.g.,
vision and dental) can be funded through a pretax arrangement offered by an employer.
While market reforms apply to certain types of group health plans, they don’t impact an
individual’s ability to payroll deduct premiums for voluntary products on a pretax basis.
IRS Notice 2013-54 takes away an employer’s ability to provide individual health
insurance coverage on a pretax basis to active employees. Does this apply to
Aflac products?
No. Supplemental insurance coverage, such as Aflac’s products, is not subject to the
Affordable Care Act market reforms. This means individual supplemental products such as
accident, cancer, hospital indemnity and other excepted benefit coverage (e.g., vision and
dental) can still be funded on a pretax basis. This particular IRS notice restricts employers
from using payment plans and group health plans to purchase individual major medical
insurance, among other things, but is not applicable to Aflac products.
Is there a change in the taxability of employer-paid premiums on Aflac products?
No. Employer-paid premiums for Aflac policies are still exempt from income tax. ACA
regulations apply mainly to primary health insurance providers and coverage.
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6
Cadillac Tax FAQ
Frequently asked questions and answers about the Affordable Care Act’s excise tax
Cadillac Tax FAQ
Frequently asked questions and answers about the
Affordable Care Act’s excise tax
Named after America’s luxury
automobile, a 40 percent “Cadillac
Tax” is scheduled to take effect for
applicable coverage on January 1,
2020. Although the tax is still several
years away and regulations may evolve
before it is implemented, employers
can begin to determine how their plans
may be affected when the tax goes into
effect. Below are common questions and answers about the tax and its potential effect on
businesses.
Q: How is the tax calculated?
A: The tax is calculated based on premiums spent on “applicable employer-sponsored
coverage.” In 2020, the 40 percent tax is applied to the value of an employer’s plan that
exceeds the thresholds of $10,200 for individual coverage and $27,500 for coverage other than
individual. These thresholds will increase in future years since they are indexed for inflation.
Q: What products are included in the calculation?
A: The tax applies to pretax group employer-sponsored coverage, including employer- and
employee-paid portions. This includes:
»» Health coverage, including medical,
behavioral and prescription drug.
»» Health flexible spending accounts
(FSAs).
»» Health savings accounts (HSAs).
»» Archer Medical Savings Accounts
(MSAs).
»» Governmental plans, with the
exception of military coverage.
»» On-site medical clinics, with exception
of clinics that provide minimal medical
care.
»» Retiree coverage.
»» Multiemployer plans.
»» Specified disease or illness and hospital
indemnity or other fixed indemnity
insurance only when any portion of
the premium is paid pretax or by the
employer.
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Q: What products are excluded from the tax calculation?
A: The following insurance products are not factored into the tax:
»» Accident insurance
»» Disability insurance
»» Life insurance
»» Supplemental liability insurance
»» Liability insurance, including general
and automobile liability insurance
»» Workers’ compensation or similar
insurance
»» Automobile medical payment
insurance
»» Credit-only insurance
»» Stand-alone Vision
»» Stand-alone Dental
»» Specified Disease and Hospital
Fixed Indemnity are excluded if not
sponsored by the employer and paid
for on an after-tax basis.
Q: Are there any Aflac products that could be included in the calculation?
A: Aflac’s voluntary insurance products are defined as excepted benefits, which are excluded
from most of the Affordable Care Act (ACA)’s market reforms. In the case of the Cadillac Tax,
most of Aflac products are entirely excluded from the tax. Two types of coverage (specified
disease, such as cancer coverage, and hospital indemnity) are excluded only if the products
are paid for with after-tax dollars. These two products are, however, included in the tax
if paid for by the employer or with pre-tax dollars, such as through a cafeteria plan or with
excludable employer contributions.
Q: Who is responsible for paying the tax?
A: The tax is technically paid by the insurance provider or carrier. If there is more than
one carrier, each carrier pays the percentage of the excise tax commensurate with their
percentage of the total premiums. And if a group is self-insured, then they are responsible for
their portion of the tax based on the self-insured premiums.
The details surrounding how the tax is reported and paid are awaiting clarification and final
regulations, but since the tax is based on their employees’ total benefits packages, employers
are currently responsible for calculating the tax and reporting each benefits administrator’s
portion of the tax to the IRS. Employers, not benefits providers, may be penalized for incorrectly
calculating the tax.
Q: Will my plan be affected?
A: Since the tax is still several years away, there’s a real possibility that the scope, application
and timeframe may change. For now, it’s estimated that approximately 16 percent of all
plans could be affected by the excise tax when it takes effect. The tax thresholds are linked
to inflation, and medical spending and premiums historically grow faster than inflation, so
eventually more plans will likely be affected. As the law stands, 75 percent of plans could be
influenced by the tax within a decade.1
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Q: What can my company do now?
A: Employers do not need to make changes to their policies in anticipation of the tax just yet.
Employers can begin to assess their current health plans and talk to their benefits providers or brokers
about solutions to manage health plan costs.
Example Cadillac Tax calculation in 2020
Employee A has the following benefits package that is individual coverage, paid for on a pretax
basis. In this example, the accident product would be excluded from the applicable premiums, and
the cancer policy is excluded because it is being purchased on an after-tax basis.
Coverage
Carrier
Annual Premiums
Cadillac Tax
Applicable Premiums
Major medical
Carrier X
$10,500
$10,500
Voluntary accident policy
Aflac
$500
$0
Voluntary cancer policy purchased after tax
Aflac
$700
$0
$11,700
$10,500
Total
Total Applicable Premiums
$10,500.00
Annual Limit
$10,200.00
Taxable premiums
$300.00
The excise tax will be 40 percent of $300, or $120. Each carrier’s responsibility for the tax is
as follows:
Carrier
Percent of applicable premiums
Calculation
Excise tax due
Carrier X
$10,500/$10,500 = 100 percent
$120 x 100 percent
$120
Aflac
$0/$10,500 = 0 percent
$120 x 0 percent
$0
Total
$120
For the full IRS notice, visit: http://www.irs.gov/pub/irs-drop/n-15-16.pdf?WT.z_nav=health-carereform%2Fnews%2Firs-issues-request-for-information-on-the-cadillac-tax%3BBody%3Bview%20
the%20notice.
Source
1
Health Affairs (2013). Excise Tax on Cadillac Plans. Access on June 26, 2015, from http://www.healthaffairs.
org/healthpolicybriefs/brief.php?brief_id=99.
This material is intended to provide general information about an evolving topic and does not constitute
legal, tax or accounting advice regarding any specific situation. Aflac cannot anticipate all the facts that
a particular employer or individual will have to consider in their benefits decision-making process. We
strongly encourage readers to discuss their HCR situations with their advisors to determine the actions
they need to take or to visit healthcare.gov (which may also be contacted at 1-800-318-2596) for
additional information.
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For more information
As you continue to navigate health care reform, you can
rely on Aflac to provide updates and helpful information
at: aflac.com/healthcare_reform.
To learn more, visit: healthcare.gov, sba.gov/healthcare,
cciio.cms.gov and irs.gov.
Keep up to date and follow Aflac at:
@Aflac
linkedin.com/company/Aflac
YouTube.com/Aflac
This article is for informational purposes only and is not intended to be a solicitation.
This material is intended to provide general information about an evolving topic and does not constitute
legal, tax or accounting advice regarding any specific situation. Aflac cannot anticipate all the facts that a
particular employer or individual will have to consider in their benefits decision-making process. We strongly
encourage readers to discuss their HCR situations with their advisors to determine the actions they need to
take or to visit healthcare.gov (which may also be contacted at 1-800-318-2596) for additional information.
HCR15026R
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1/15/16