Tribal Employer Opportunities & Requirements under the Affordable Care Act (ACA)

1. Tribal Employer Opportunities & Requirements under the Affordable Care Act (ACA)

2. Disclaimer This training material is for informational purposes only and is not intended as tax or legal advice. Please talk with your attorney or tax professional for specific questions related to your Tribe or Tribal entity as an employer.

3. Tribal Employer Opportunities & Requirements under the Affordable Care Act • The Affordable Care Act & Your Employees • ACA Employer Provisions • Small Tribal Employer Opportunity • Small Tribal Non-Profit Employer Opportunity • Large Tribal Employer Requirements

4. The Affordable Care Act & Your Employees

5. The Affordable Care Act On March 23, 2010, President Obama signed into law the Patient Protection and Affordable Care Act (ACA). The ACA protects the right of all Americans, including American Indians and Alaska Natives, to access affordable health care. More than 32 million in this country who would otherwise not have health insurance now have access to health coverage.

6. The Affordable Care Act • There are several strategies under the ACA to ensure that everyone has access to the affordable health care. • Medicaid Expansion • Health care tax credits for individuals and small businesses • Insurance Marketplaces in each state • Major insurance reform • No annual or lifetime limits allowed • A person cannot be denied coverage for a pre-existing condition

7. What it Means for Your Employees • All Americans must have or enroll in minimum essential coverage by March 31, 2014. • Minimum essential coverage includes: • Medicaid/Children’s Health Insurance Program (CHIP) • Medicare • Veteran’s Administration Program • Tricare • Employer Sponsored Coverage • Other Private Health Insurance • No coverage by this date could result in an employee’s liability for an individual shared responsibility payment or fine UNLESS an employee qualifies for an exemption.

8. Some Employees May Sign Up for Health Insurance through the Marketplace • Employees at or below certain federal poverty level thresholds may qualify for Medicaid or financial assistance to purchase insurance. • Employees who are not offered affordable coverage by an employer with minimum value, may be eligible for tax credits or cost sharing reductions through the Marketplace. • Affordable = not more than 9.5% of employee’s household income.

9. Medicaid & Financial Assistance Eligibility • A state’s decision to expand or not expand Medicaid determines income eligibility for tax credits. • Tax credits eligibility for Marketplace plans: • States expanding Medicaid: 138%-400% FPL • States not expanding: 100%-400% FPL • Sliding scale (lower FPL, more tax credits) • Cost sharing reductions eligibility: • All states: <250% FPL

10. Did Your State Expand Medicaid?

11. Federal Poverty Levels48 Contiguous States (2013)

12. What the ACA Means for Your American Indian/Alaska Native Employees • The mandate also applies to American Indians/Alaska Natives. • However, AI/AN may apply for an exemption from the shared responsibility payment if: • Member of a federally recognized tribe or Alaska Native Claims Settlement Act (ANCSA) Corporation (“Tribal Member”) • Eligible for services from an Indian health care provider. • Special cost sharing protections for Tribal Members if enrolled in coverage through the Marketplace • Zero Cost Sharing Plan Variation < 300% FPL • Limited Cost Sharing Plan Variation > 300% FPL • Special monthly enrollment for Tribal members • May change status in a health plan once per month.

13. How Much is the Fine for Not Having Insurance? • Individuals who can afford health insurance but choose not to buy it, must pay a fine known as an individual “shared responsibility payment.” • In 2014, the fine is $95 per person ($47.50 per child under 18) with maximum of up to $285 per family using this method OR up to 1% of yearly household income, whichever is higher. For 2014, the payment is made through 2014 tax return filing in April 2015. • In 2015, it is $325 per person or 2% of income; and in 2016, it is $695 per person or 2.5% of income.

14. Who Qualifies for an Exemption from the Fine? • Members of federally recognized tribes or ANCSA Corporations; or individuals eligible for services from an Indian health care provider. • Individuals/families where the lowest-priced coverage available would cost more than 8% of the household income. • Individuals uninsured for less than 3 months of the year. • Individuals who do not have to file a tax return because their income is too low. • Individuals who fall under other hardship exemptions. Seehealthcare.gov/exemptions/ for other exemptions.

15. Key Points to Remember • Only employees within certain income limits are eligible for the tax credits and cost sharing reductions. • For large employers, receipt of a tax credit or cost sharing reduction by a full-time employee triggers the shared responsibility payment. • Employees eligible for exemptions are still counted by the employer in their employee counts related to ACA provisions.

16. Tribal Employer ACA Opportunities & Requirements

17. Tribal Employer ACA Opportunities & Requirements

18. ACA Employer Provisions At-A-Glance

19. Why is this Important for Tribes? • If a Tribe is considered a “large employer,” it may incur an assessable payment for not offering health insurance. • Tribes may be eligible to purchase health insurance through the Small Business Health Options Program (SHOP). • Tribes can strategize to meet ACA employer requirements in a cost effective manner.

20. Small Tribal Employer Opportunity

21. What is SHOP? • SHOP = Small Business Health Options Program • A Marketplace for small businesses • Designed to help small businesses purchase health insurance for employees. • Allows an employer to compare plans based on price, coverage and quality. • Employers eligible if ≤ 50 employees (see next slide). • In 2016, will increase to ≤ 100 employees. • Tribes and Tribal entities are eligible to participate. • To find our more about the Marketplace in your State, visit: https://www.healthcare.gov/marketplace/shop/.

22. Employer Eligibility Criteria Generally, an employer is eligible to participate in SHOP if the employer: • Is a small employer on business days during the prior calendar year and who employs at least one employee on first day of the plan year; • Elects to offer all full-time employees coverage in a plan through a SHOP; and • Has its principal place of business address in the Exchange and offers coverage to all full-time employees through that SHOP; OR offers coverage to each eligible employee through the SHOP serving that employee’s primary worksite (in this case, the employer participates in multiple SHOPs).

23. Application Process • An employer may apply through the SHOP website, a Navigator, an insurance broker, or a call center • Single SHOP application (on line & paper) • Separate applications for employer & employee • The SHOP will: • Verify information in applications • Determine employer’s eligibility to participate • Notify employer as to denial or approval of application

24. SHOP Plans • Different actuarial values (AV) in plans are described using “metallic” descriptors. • All plans in the SHOP will have the same EHB. • Plans may have different: • Network of providers • Premiums & cost sharing

25. Essential Health Benefits The plans in SHOP will include Essential Health Benefits (EHB): • Ambulatory patient service • Emergency services • Hospitalization • Maternity and newborn care • Mental health and substance use disorder services, including behavioral health treatment • Prescription drugs • Rehabilitative and habilitative services and devices • Laboratory services • Preventive and wellness services and chronic disease management • Pediatric services, including oral and vision care

26. Employer & Employee Choices

27. Small Tribal Non-Profit Employer Opportunity

28. Small Business Health Care Tax Credit • Qualify if 1 to 24 full-time equivalent employees. • Per IRS Guidance, an agency or instrumentality of an Indian tribal government is not eligible for the tax credit unless it is a 501(c)(3). • Other Tribally owned entities may be eligible for the tax credit (e.g., an entity organized under State law).

29. Eligibility for the Tax Credit A small employer may qualify for a tax credit if the small employer meets all of these requirements: 1. Fewer than 25 full-time equivalent employees (FTEs); 2. Pays an average annual wage of less than $50,000 per year per FTE; and 3. Pays for at least 50% of the cost of health insurance coverage for each of its employees.

30. About the Tax Credit • The tax credit is a percentage of premiums paid by employer. • Percent is sliding scale based on employer size and average wage. • Beginning January 1, 2014, maximum credit is: • 50% for small business employers • 35% for small tax-exempt employers • The maximum credit is available to employers with ≤ 10 FTE employees and average annual wages of $25,000. • In 2014, the credit will only be available for employers that purchase insurance coverage through a SHOP. • The employer can only receive the credit for 2 consecutive years (beginning in 2014).

31. For more information on SHOP and Small Business Health Care Tax Credit • Visit http://business.usa.gov/healthcare for options related to your business or non-profit. • IRS Small Business Health Care Tax Credit for Small Employers http://www.irs.gov/uac/Small-Business-Health-Care-Tax-Credit-for-Small-Employers • Determine your eligibility at: http://tribalhealthcare.org/tribal-employers/determine-your-responsibility/.

32. Large Tribal Employer Requirements

33. Employer Shared Responsibility Mandate • Employer Shared Responsibility Mandate provisions (i.e., assessable payments): • Applicable to employers with > 50 full-time employees, including full-time equivalent employees. • In 2015, transition relief for employers with 50 to 99 full-time employees (certification required). • Final regulations issued on February 12, 2014. • Delayed to 2015 (IRS Notice 2013-45).

34. What is the Mandate? • The Employer Shared Responsibility mandate means that an employer will be subject to an “Assessable Payment” or “Shared Responsibility Payment” for not offering health insurance coverage that is affordable or that does not provide minimum value to its full-time employees and their dependents.

35. How the Mandate Applies to Tribes • Tribal governments and subdivisions of Tribal governments are not exempt. • The rules specific to governmental entities (which includes Tribal governments and subdivisions of Tribal governments) have not been issued by the IRS. • All Tribal entities will have to comply with these provisions to avoid Assessable Payments. • Tribal businesses, organizations and all other entities such as casinos, retail businesses, health centers, nursing homes and non-profit organizations. • See 26 U.S.C. § 4980H, 78 Fed. Reg. 218, and 79 Fed Reg. 8544.

36. Determining Large Employer Status • Many employers will know they are a large employer without having to count their full-time employees. • Number of full-time employees (average of 30 hours of service per week) and full-time equivalent employees (FTEs) are counted. • A specific method must be used to count hours of service for hourly and non-hourly employees. • Large employer status determined in current year for following calendar year. • Transition Relief in 2015: Employers close to threshold may use a one-time period of six consecutive months to determine large employer status.

37. Steps to Determine Large Employer Status • Calculate the number of full-time employees (including seasonal workers) for each calendar month in the prior year. • Calculate the number of full-time equivalent employees (including seasonal workers) for each calendar month in the prior year. • Full-time equivalent employees = Add the total number of hours of service of part-time employees in a calendar month and divide by 120. • Add the number of full-time employees and full-time equivalent employees for each month of the calendar year. • Add up the 12 monthly numbers and divide by 12.

38. Steps to Determine Large Employer Status (continued) • The Result • If the result is less than 50, the employer is not a large employer. • If the result is 50 or more, the employer is a large employer. • Employer may not be considered a large employer if the Seasonal Worker Exception applies.

39. Seasonal Worker Exception An employer may not be considered a large employer if: • The employer’s work force only exceeds 50 full-time employees for 120 days or less during the calendar year; and • The employees in excess of 50 who were employed during that 120 day period or less were seasonal workers.

40. Definition of Seasonal Worker • Seasonal worker = “…a worker who performs labor or services on a seasonal basis as defined by the Secretary of Labor, including (but not limited to) workers covered by 29 CFR 500.20(s)(1), and retail workers employed exclusively during holiday seasons.”79 Fed. Reg. 8581. • Employers may use a good faith interpretation of seasonal worker under DOL Regulations 29 CFR 500.20(s)(1). • Per IRS guidance: • The 120-period may be applied using four calendar months (whether or not consecutive) or a period of 120 days (whether or not consecutive). • Not limited to agricultural or retail workers.

41. Transition Relief for Employers with Fewer than 100 Full-Time Employees in 2015 An employer must satisfy these conditions: (1) Employs 50 to 99 full-time employees (including FTEs) on business days during 2014. (2) Does not reduce its workforce or overall hours of service of its employees between 2/9/14 to 12/31/14 in order to satisfy the workforce size condition (except if for a bona fide business reason). (3) During “coverage maintenance period,” does not eliminate or materially reduce the health coverage it offered as of 2/9/14 . (4) Certifies that it meets conditions (1) to (3) on a prescribed form.

42. Two Ways to Identify Full-Time Employees • Two ways to identify full-time employees: • Monthly Measurement Method; or • Optional Look Back Measurement Method. • Employers identify full-time employees in 2014 and offer coverage in 2015. • Large Tribal Employers need to start planning now to determine what method they will use.

43. Companies with a Common Owner • Parent corporations and subsidiaries • To determine large employer status, total the number of all full-time employees (including full-time equivalent employees) working at all companies. • If the total number of employees is at least 50 full-time employees, then each separate company is considered a large employer. • Even if each separate company employs less than 50 full-time employees.

44. To Avoid Assessable Payments • A large employer must offerto its full-time employees and their dependents the opportunity to enroll in health insurance coverage: • That provides Minimum Essential Coverage under an Eligible Employer-Sponsored Plan; • That is Affordable; and • That provides Minimum Value. • If offered, a full-time employee would not be eligible for a premium tax credit or cost sharing reduction. • The assessable payment is triggered by the employee’s receipt of a tax credit or cost sharing reduction.

45. Plan, Affordability & Minimum Value

46. Affordability Safe Harbors • Since an employer may be unable to ascertain an employee’s household income, an employer may rely on an affordability safe harbor to avoid the second type of assessable payment: • W-2 Safe Harbor (next slide) • Rate of Pay Safe Harbor • Federal Poverty Line Safe Harbor • An employer may only use a safe harbor if it offers its full-time employees and their dependents the opportunity to enroll in • minimum essential coverage under an eligible employer-sponsored plan that provides minimum value as to the “employee only” coverage offered to the employee

47. W-2 Safe Harbor • The “employee only” portion of the premium is deemed affordable if the employer’s lowest cost plan does not exceed 9.5% of the employee’s W-2 wages. • Application of this safe harbor is determined at the end of the calendar year. • Per Guidance: An employer could deduct 9.5%, or lower percentage, from an employee’s W-2 wages each pay period.

48. Offer of Coverage • A large employer must: • In 2015, make an offer of coverage to at least 70% (in 2016, 95%) of its full-time employees and their dependents. • Provide the “effective” opportunity to enroll or decline to enroll no less than once during the plan year. • Make the offer within three months of hire. • A group health plan may not apply any waiting period that exceeds 90 days.

49. Dependents • Offer of coverage to dependents of full-time employees: • Dependents includes children under 26 years of age, but does not include spouses, step children or foster children. • Employer does not have to pay for dependent coverage. • Transition relief to offer coverage to dependents is extended to plan years in 2015 under certain conditions.

50. How Assessable Payments Can Be Incurred If a large employer: • Does not offer coverage to at least 70% (in 2016, 95%) of its full-time employees (and their dependents*), OR • Offers coverage to at least 70% (in 2016, 95%) of its full-time employees (and their dependents*) but the coverage is not affordable or does not provide minimum value; AND at least one full-time employee receives a premium tax credit or cost sharing reduction in the Marketplace. *If dependent coverage transition relief does not apply.