2013 brings change to NARMS. The members of the at-retail merchandising and marketing industry are resolved to live by the theme Learn, Change, Grow in 2013 and beyond.
Rob Dooley with the NARMS Health Exchange, along with Bob Plante, will be expanding on the issue as they present a breakout session on the Affordable Care Act at RMMC. The duo will also be available at the conference in the exhibit area to meet and consult on how you can create a Safe Harbor Plan for you and your employees. If you recall, Dooley hosted an installment of the NARMS Webinar Series on this important topic back in October. For those members who were unable to attend the webinar, an audio playback and the companion slideshow are available by visiting the Members Area on www.narms.com
Dooley has set up the NARMS Health Exchange as part of the solution and an outstanding benefit to our members. The Exchange is a value-added service provided at no cost to NARMS members. It can be found online at www.narms-exchange.com.
The NARMS Health Exchange is an information source and a quote engine for health insurance offered through a defined contribution income tax exempt approach. There is a short video on the website under the employer tab that will further clarify the program and how it works. You can save thousands of dollars in taxes with less than 10 minutes a month in administration, help attract and retain good employees and save those employees thousands of dollars in tax and premiums.
The NARMS Health Exchange is another example of how the members of our Association can work together for the mutual benefit of all and is a vivid example of the benefits of membership. Register for RMMC by visiting the official conference website and start down a path of preparation for the Affordable Health Care Act.
Letter from Tom Caddell, Executive Director
As Executive Director, I am always listening to our membership and trying to identify programs that meet your needs and concerns. Clearly one of those growing concerns is how the new Affordable Care Act, and its business tax provisions, will affect your business starting in 2014.
We have elected to make available to our members, the Affordable Care Act Compliant Private Health Exchange. It can be found online at www.narms-exchange.com. The purpose of this program is to be an information source and a quote engine for health insurance offered through a “defined contribution” income tax exempt approach. I encourage you to take the time to view the site and watch the short video. You will find the link under the button in the upper red bar labeled “Employer”. This will further clarify the program and how it works.
NARMS-Exchange is much more than just a website of information. Robert Plante and Rob Dooley, the team that created the site for our members, is also available to consult with you at no cost on how the Affordable Care Act will affect your business based upon your company’s unique characteristics. As vested Associate members of NARMS, Rob Dooley along with Robert Plante and Insurance 1st, will be discussing the new law in an upcoming webinar on October 23rd. They will also be one of our HR Track presenters during a breakout session in Scottsdale, AZ April 27th – 30th during the Retail Merchandising and Marketing Conference. I highly recommend you bring your HR director, or any key staff members involved with healthcare topics to the conference for live interaction on these challenging changes to your benefits program.
Rob Dooley is the primary point of contact and can be reached at [email protected] or by calling 410-547-3266.
Please provide us with your feedback regarding www.narms-exchange.com and the service you receive from Mr. Dooley and/or Mr. Plante.
Health care entities and those that serve as business associates to health care providers should be aware of upcoming changes to the Health Insurance Portability and Accountability Act (HIPAA). The stimulus package includes the Health Information Technology for Economic and Clinical Health Act (HITECH Act), which expands the direct role of business associates in complying with HIPAA and imposes new penalties and enforcement mechanisms on covered entities.
The Genetic Information Non-discrimination Act of 2008 (GINA) was signed into law by
former President George W. Bush on May 21, 2008, and is set to become effective Nov. 21, 2009.
Congress directed the EEOC to issue regulations implementing Title II by May 21, 2009.
GINA is designed to prohibit the improper use of genetic information and family medical
history in health insurance and employment issues. Title I of GINA prohibits group health plans and
health insurers from denying coverage to a healthy individual or charging a person higher premiums
based solely on a genetic pre-disposition to developing a disease or disorder.
Please download an alert from our attorney at Barnes & Thornburg on the Genetic Information Non-discrimination Act.
Section 530 of the Revenue Act of 1978 (“Section 530”)1 is a safe-harbor provision of the federal tax law that is relied upon every day by many companies and self-employed service providers. Section 530 provides both parties to covered business relationships with absolute certainty that the independent-contractor status of their relationship will be respected for federal employment-tax purposes.
As part of the recently enacted American Recovery and Reinvestment Act of 2009 (ARRA),
employees who are involuntarily terminated from employment between Sept. 1, 2008 and Dec. 31,
2009 will be entitled to a premium subsidy for up to nine months of their COBRA continuation
coverage. Under this provision, terminated employees (and their qualified beneficiaries) will only be
required to pay 35 percent of the monthly COBRA premium, while the health plan (either a
self-insured employer group health plan or an insurance company) will be able to obtain an
employment tax credit equal to the remaining sixty-five percent of the monthly COBRA premium.
Because this new provision is already effective, administrators of group health plans will be
required to take immediate action to comply with its requirements. Specifically, plan administrators
will need to comply with new COBRA notice requirements and will need to address the new premium
subsidy requirements as early as March 1, 2009.