The IRS released draft 2018 forms for Affordable Care Act (ACA) reporting under Internal Revenue Code (Code) Sections 6055 and 6056. Draft instructions for 2018 have not yet been released.

The 2018 draft forms are substantially similar to the final 2017 versions. However, the revised version of the Form 1095-C clarifies that the “Plan Start Month” box in Part II will remain optional for 2018. The IRS previously indicated that this box may have been mandatory for the 2018 Form 1095-C.

Keep in mind that the 2018 draft instructions for these forms may include additional changes or clarifications, once released. Also, the IRS may make additional changes to these forms before releasing final 2018 versions.

What You Need to Do

Employers should become familiar with these forms for reporting for the 2018 calendar year. However, these forms are draft versions only, and should not be filed. Read More

Career and technical education (CTE) programs earned a huge win in July when President Donald Trump re-enabled a major source of their funding.

The bill President Trump signed reauthorizes the Carl D. Perkins Career and Technical Education Act—last authorized in 2006—and amends the legislation to make its funds more accessible.

Noteworthy Program Highlights

• • Grants roughly $1.2 billion in federal funding toward state and local CTE programs through the fiscal year 2024
• • Limits the secretary of education’s authority in allocating funds
• • • Increases transparency and accountability to drive curriculum effectiveness
  • • Simplifies the application process, making acquiring and using federal funds easier

  Why Focus on CTE Programs?

  CTE programs emphasize trades and skills rather than abstract degrees. For instance, a CTE program might prepare someone to become an electrician or a health care specialist.

  Given their clear path to employment, many students take CTE classes in high school and after graduation to earn a certification.

  Proponents argue CTE initiatives address modern workforce demands by getting people into in-demand jobs quickly and efficiently. Read More

It turns out 60 percent of older employees feel discriminated against due to their age, according to a report from the Equal Employment Opportunity Commission (EEOC).

However, only 3 percent of those employees say they submitted a formal complaint about age discrimination. The EEOC report says this indicates underreporting of the issue.

What is Ageism?

Ageism is stereotyping and discrimination based on age, according to the World Health Organization (WHO). Much like racism or sexism, ageism takes many forms. In the workplace, this kind of discrimination could mean overlooking older employees for promotions or favoring

younger employees’ help on projects.

Impact in the Workplace

In addition to negatively impacting individuals’ careers, the WHO says ageism can affect employee health directly.

Conditions like high blood pressure and anxiety can be caused by age discrimination in the workplace, according to the WHO.

How to Combat It

The first step to countering ageism is examining company culture, according to the EEOC. The EEOC says company culture determines whether employees feel valued.

Another method is simply recognizing ageism and rejecting its stereotypes. For instance, if you find yourself routinely tapping younger workers, consider including older employees in tasks.

Unfortunately, there is no clear-cut way to dissolve ageist attitudes, but awareness is a good first step. If you notice these trends among employees or managers, speak up before the issue persists. Read More

The Department of Labor (DOL) recently released a final rule that gives small businesses more freedom to join as a single group to purchase health insurance in the large group market or to self-insure. These arrangements are called association health plans (AHPs).

By forming AHPs, small employers can avoid certain Affordable Care Act (ACA) reforms that apply to the small group market. According to the DOL, this will provide small employers with more affordable health insurance options.

However, in exchange for lower premiums, AHPs may cover fewer benefits. Most AHPs will not be subject to the ACA’s essential health benefits reform, which requires that small group plans cover a core set of items and services, like mental health care and newborn care.

Employer Considerations

Small employers may want to consider banding together to form an AHP as a more affordable health insurance option. Employers should carefully review the AHP’s benefit design to make sure it is appropriate for their workforce. Because AHPs are regulated at the federal and state level, the availability of these plans will also depend on a state’s regulatory approach.

Eligibility

The final rule allows employers to form an AHP together that is a single ERISA plan if either of the following requirements is satisfied:

• • The employers are in the same trade, industry, line of business or profession; or
• • The employers have a principal place of business within a region that does not exceed boundaries of the same state or the same metropolitan area.

Speak with Deutsch & Associates, LLC for more information. Read Full Article