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—Employers who averaged 50 or more full-time employees or 50 or more full-time-equivalent employees during 2013 will be subject to the employer mandate.
—A full-time employee is one who is employed (work and paid leave and vacation) an average of at least 30 hours a week, or 130 hours in a month. Seasonal employees may be counted as full-time.
—A full-time equivalent refers to a combination of employees, each of whom individually is not a full-time employee. Part-time or part-time seasonal workers can be lumped together to count as full-time equivalent.
—To calculate the number of full-time equivalents in a given month, add all the hours worked, but not more than 120 hours of service for any employee, and divide the total by 120.
All because the HI provider companies have better lobbyists.
The sooner we separate employment status from healthcare... the better.
True. The cost drive employers to do a lot of things that don't help the bottom line. More full time and less part time or job sharing brings stability that is hard to quantify by the bean counters.
—Employers who averaged 50 or more full-time employees or 50 or more full-time-equivalent employees during 2013 will be subject to the employer mandate.
—A full-time employee is one who is employed (work and paid leave and vacation) an average of at least 30 hours a week, or 130 hours in a month. Seasonal employees may be counted as full-time.
—A full-time equivalent refers to a combination of employees, each of whom individually is not a full-time employee. Part-time or part-time seasonal workers can be lumped together to count as full-time equivalent.
—To calculate the number of full-time equivalents in a given month, add all the hours worked, but not more than 120 hours of service for any employee, and divide the total by 120.
Everyone gets the same plan. Instead of before, when you had a plan tailored for part-time employees so they could afford it, and then another plan for hourly and then a different plant for salaried employees and managers, and then still another plan for the higher ups....you can't do that any more.
Also, the employee's contribution to the plan cannot exceed 9.5% of the employee's disposable household income.
For 2014, that will be 9.5% of the employee's W-2 Wages for 2013, but after that, it will be 9.5% of your income, your spouse's income and the income of your children living with you.
Basically...
Mircea
Quote:
Originally Posted by MrRational
All because the HI provider companies have better lobbyists.
And you evidence to support such a blatantly false claim?
Quote:
Originally Posted by MrRational
The sooner we separate employment status from healthcare... the better.
Quote:
Originally Posted by sacredgrooves
Agreed. It should never have been intertwined to begin with.
Well, who got tied into employment?
You cannot claim health insurance companies did that, because none existed at that time.
Since the Dems are hell bent on being dictators, maybe all the Obama voters should be the ones working 30 hours a week and take the pay cut. I like working 54 hours a week because I like the $$$$. Since Obama voters hate money, maybe you guys should take the pay cut. How about it libs???
It took a mere eighteen pages of bureaucratic gobbledygook to define full-time and part-time employees; this ruling is certainly another reason for employers not to hire anybody, which won't help boost employment---talk about an incentive-destroying mandate, which describes the entire 2,700 page bill and the 13,500 pages of regulations (so far) accompanying it!
And yes, severing employment from healthcare is a must, even though this President wants no part of it and wants to control it; his asinine proposal of raising from 7.5% to 10.0% the threshold of medical expenses that as a percentage of one's yearly salary that a person can decuct is also idiotic and counterproductive.
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