As discussed on the Blog on December 5, 2014, yet again, the Federal Government announced another delay in a compliance date for small businesses regarding The Patient Protection and Affordable Care Act. The Treasury received many requests to offer more time for small businesses to comply with the law and in an effort to work with the small businesses, compromises where made. "While about 96 percent of employers are not subject to the employer responsibility provision, for those employers that are, we will continue to make the compliance process simpler and easier to navigate," said Assistant Secretary for Tax Policy Mark J. Mazur toBloomberg.
With the Affordable Care Act now a reality, many physicians are looking for ways to improve their bottom line. Providers are concerned that shrinking reimbursements and more complicated insurance requirements are going to whittle away at their profit margins. The public sees doctors as a part of the elite upper class, but doctors face money worries as well. Hundreds of thousands in student loans, overhead for a practice, malpractice insurance and their own bills all weigh heavily on physicians. The reality of being paid less to see more people is frightening and has many providers looking for an alternative. For up to 5,000 of those doctors in the United States, concierge medicine has been the answer.
In Wellness Plans, Part One, the different options for Wellness Plans were discussed, as well as how they are affected by HIPAA. Today we will look at the way the American Disabilities Act (ADA) and the Genetic Nondiscrimination Act (GINA) affect the structure of a Wellness Plan.