Quoted from Box A Rox

Good. Show me the federal law???
I havent seen it.  Have you???

Quoted Text

UPS cuts insurance to 15,000 spouses, blames Obamacare
United Parcel Service is planning to drop 15,000 workers' spouses from its health insurance plan, citing higher costs due to Obamacare.
In an undated memo to employees, UPS (UPS, Fortune 500) said it will discontinue coverage for all working spouses who are eligible for insurance with their own employer. That applies to about 15,000 spouses covered by UPS today.

The internal document was obtained by Kaiser Health News. UPS told the nonprofit news agency that the policy applies only to non-union U.S. workers. It hasn't responded to questions from CNNMoney.

In the memo, UPS said it's willing to take care of its own, but it won't bear a burden that other companies can take on.
Related: What you'll actually pay for Obamacare

"We believe your spouse should be covered by their own employer -- just as UPS has a responsibility to offer coverage to you, our employee," the memo states.

Spouses of UPS employees who don't work -- or who are not offered coverage by their own employer -- will get to stay on the UPS plan.
Most of the company's workers, such as delivery workers and truck drivers, are unionized through the International Brotherhood of Teamsters and receive insurance under a different plan.

UPS blamed the move on several aspects of Obamacare, including mandatory coverage for dependent children up to age 26 and new government fees.

"We are making these changes to offset cost increases due to the [Affordable Care Act]," the memo states.

In the memo, UPS said its health care costs usually increase about 7% a year, but that it expects those costs to climb by 11.25% in 2014 due to Obamacare.

The company also said that 35% of companies intend to make the same changes to their plans, but didn't cite specific market data.

A recent survey by consulting firm Towers Watson found that next year, 18% of employers will require that workers' spouses buy insurance from their own employer before turning to the surveyed company for insurance.

UPS's move is the latest example of the corporate response to Obamacare, although the law won't begin to kick in until Jan. 1.

Employers are worried that premiums will rise. And they'll also be required to pay a fee for every person on their plans, starting at $63 a head next year.

The federal Department of Health and Human Services has said the fee would help with the transition as the American health care system accepts many new sick, previously uninsured people.  

Quoted from CICERO

Quoted Text

United Parcel Service is planning to drop 15,000 workers' spouses from its health insurance plan, citing higher costs due to Obamacare.
In an undated memo to employees, UPS (UPS, Fortune 500) said it will discontinue coverage for all working spouses who are eligible for insurance with their own employer. That applies to about 15,000 spouses covered by UPS today.
The internal document was obtained by Kaiser Health News. UPS told the nonprofit news agency that the policy applies only to non-union U.S. workers. It hasn't responded to questions from CNNMoney.

Quoted from Box A Rox

So again I will ask for a clarification of your post:
Show me the federal law???
I havent seen it.  Have you???

Quoted Text

University of Virginia Drops Spouses’ Health Coverage Due to Obamacare
  
AP
      
BY: Washington Free Beacon Staff
August 21, 2013 5:41 pm

The University of Virginia announced today that it will be dropping health coverage for some employees’ spouses, citing the rising costs added by Obamacare.

According to a university press release, the Affordable Care Act is projected to add $7.3 million to the cost of the university health plan in 2014 alone.

The university added that they could also face millions more in federal taxes once the university passes certain thresholds set by the act.

The University of Virginia explains:

Provisions of the federal Affordable Care Act are projected to add $7.3 million to the cost of the university health plan in 2014 alone. Federal health care reform will create new costs related to the “individual mandate” that requires all Americans to have health care coverage (or pay a penalty).

Additionally, the university reports it could face millions more in taxes on some insurance plans:

“Ironically, by providing generous benefits, the university becomes exposed to a federal excise tax known as the ‘Cadillac tax,’” Carkeek said.

Effective in 2018, the 40 percent tax would apply to the cost of an individual plan with average premiums per employee topping $10,200, or $27,500 for a family plan.

If the university made no changes to address rising costs or the impact of the Affordable Care Act, employee premiums would have risen a projected 12 percent to 13 percent this year.

Quoted from CICERO

I just did...It's called Obamacare.  The federal law mandates that only dependents(which Obamacare only defines as children up to the age of 26) be covered by health insurance.  So the Federal Law, which mandates insurance to cover dependents until age 26, and the resulting increase in insurance costs, businesses are responding by dropping coverage for spouses.  Prior to this LAW, UPS offered family plans to cover spouses.  


OHHHH!!!  Here is another example!  Spouses DUMPED due to Obamacare!  These spouses need to understand the inherent good it is for them to be dumped off their spouses insurance.  It's for the good of everybody.

Quoted Text

Quoted from CICERO

You understand company policy is different than Federal Law right?

Quoted from Box A Rox

So again I will ask for a clarification of your post:
Show me the federal law???
I havent seen it.  Have you???

Quoted from CICERO

I don't know how many ways I have to show you spouses dropped by employers due to the mandates imposed by federal law.  I know it's impossible to get a true believer to accept this reality.  Those not blinded by Obama's greatness have no problem seeing these facts.  

Quoted from Box A Rox

That has been the policy since the late 80s - early 90's at many large corporations.  GE GM IBM etc.
If your spouse has their own coverage, they must use their insurance or else pay a higher premium on yours.
  If your spouse has no health care coverage, then they are still under your own policy.

However most large corporations would drop your kids at age 18 or 21 unless they were FULL TIME
in college.  Once they graduated, they were off your policy.  Now ObamaCare keeps them on your policy
till they are 26.
Adult children of that age... 18 - 26 are often in school part time or working at several part time jobs
until they find their way in life.  A leading cause of injury or death for boys that age is auto accidents.
As many were not covered before ObamaCare, and were off their parents policy, parents would be stuck
with the bills or if they were emancipated, they would go on welfare.
With young women in that age group, 18 - 28 a large number would become pregnant... married or not, and
with out health insurance coverage, and the closing of many Planned parenthood clinics, they didn't have
access to reliable affordable contraceptives.  The result is an underemployed uninsured women going on
welfare and the very expensive OB/GYN and infant care for the taxpayers.  With ObamaCare, women
will have access to contraceptives and health care.

Quoted from CICERO

I don't know how many ways I have to show you spouses dropped by employers due to the mandates imposed by federal law.  I know it's impossible to get a true believer to accept this reality.  Those not blinded by Obama's greatness have no problem seeing these facts.  

Quoted from Box A Rox

I've only asked one thing from you in this thread since you asked me:


Quoted from CICERO
You understand company policy is different than Federal Law right?

I asked you for the federal law that states your point.  So far you have given me examples of that
law, but not the law.

If you don't know then be a man... and say so.
If you do know, then please post it as I have asked you from the start.... SPECIFICALLY THE
"FEDERAL LAW" THAT KICKS SPOUSES OFF EXISTING HEALTH CARE INSURANCE.

I don't know how to make myself more clear... I'm not asking for Examples, I'm asking you
to post the Federal Law that you alluded to... Unless you were just posting out of your butt yet again!

So again I will ask for a clarification of your post:
Show me the federal law???
I havent seen it.  Have you???

Quoted from senders

no....they just can't be enrolled in BOTH........

AS FOR THE YOUTH....they can work off their bad choices kind of like a college loan.....

Quoted from CICERO

SEC. 2714  [42 U.S.C. 300gg–14]. EXTENSION OF DEPENDENT COVERAGE.

‘‘(a) IN GENERAL.—A group health plan and a health insurance issuer offering group or individual health insurance coverage that provides dependent coverage of children shall continue to make such coverage available for an adult child until the child turns 26 years of age. Nothing in this section shall require a health plan or a health insurance issuer described in the preceding sentence to make coverage available for a child of a child receiving dependent coverage. [As revised by section 2301(b) of HCERA]
‘‘(b) REGULATIONS.—The Secretary shall promulgate regulations to define the dependents to which coverage shall be made available under subsection (a).
‘‘(c) RULE OF CONSTRUCTION.—Nothing in this section shall be construed to modify the definition of ‘dependent’ as used in the Internal Revenue Code of 1986 with respect to the tax treatment of the cost of coverage.
- See more at: http://thanksobamacare.org/index.php?id=4#sthash.3YHeisM3.dpuf

Quoted from CICERO

Quoted from Box A Rox
Good. Show me the federal law???
I havent seen it.  Have you???
Quoted Text
UPS cuts insurance to 15,000 spouses, blames Obamacare
United Parcel Service is planning to drop 15,000 workers' spouses from its health insurance plan, citing higher costs due to Obamacare.
In an undated memo to employees, UPS (UPS, Fortune 500) said it will discontinue coverage for all working spouses who are eligible for insurance with their own employer. That applies to about 15,000 spouses covered by UPS today.

Quoted from Box A Rox

Good Bumbler... Since you seem to know this law, and Cicero doesn't, please show me the part of
ObamaCare that forbids a company to enroll a spouse in their health insurance plan.  OR That mandates
that spouses must leave existing plans if their employer offers it.

I hear lots of things online from people who are just making up FACTS, and then others repeat those lies.
If you have a link to that part of the Federal Law kicking spouses off insurance plans please send the
link.  

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Health Care Reform: Addressing HR Compliance Challenges Requires an Integrated Approach
This insight is from: "Employer Challenges Go Beyond Health Care Reform"



Health Care Reform affects just about every business.
Tweet this
Health Care Reform, the term commonly used to refer to the Patient Protection and Affordable Care Act (PPACA) and the Health Care and Education Act of 2010, is the Obama administration’s response to steady and dramatic increases in healthcare spending. According to the Centers For Medicare and Medicaid Services, Office of the Actuary, healthcare costs now account for over 18 percent of the entire U.S. economy, and are expected to account for 20 percent by 2015. Therefore, it’s not surprising that Health Care Reform has dominated the employer-sponsored employee benefit plan landscape and will continue to have strategic and administrative impact for years to come — especially in the area of HR compliance. This report discusses the challenges and opportunities presented by Health Care Reform, as well as employer considerations in the areas of plan design, exchanges, and shared responsibility for compliance with state and federal government mandates.

Employee Benefits Plan Flexibility Expected to Decrease with Health Care Reform

Health Care Reform will require that you re-think employee benefits plan design due to both coverage mandates and the nondeductible excise tax on high-cost healthcare coverage. Although it seems like a long way off, beginning in 2018 healthcare benefit costs that exceed $10,200 for individual coverage or $27,500 for family coverage will be accessed an excise tax of 40 percent on the amount that exceeds this level. The reason this is important now is that average plan costs are approaching these levels already, so you need to evaluate your employee benefits plans sooner rather than later and take action to avoid this tax.  Rising healthcare costs will make it increasingly difficult to use plan design as a differentiator, which means employer-sponsored healthcare plans will start looking more and more alike. You may be forced to eliminate or reduce coverage, focus on consumer-based solutions or move some employees to exchanges for coverage. According to the author, the overall value proposition for employer-sponsored healthcare plans is likely to focus less on plan variety and choice, and more on the ability to better control healthcare costs and ensure a consistent, high-quality participant experience.

Employee Benefits Plan Paradigm: Public and Private Exchanges Are Changing It

As Health Care Reform continues to take effect, you’ll want to consider three types of exchanges. Limited Exchanges, which most employers offer today, are traditional employer-sponsored plans generally limited to three to six healthcare plan choices. Private Exchanges offer a variety of plan choices, aggregated by a provider or an outsourcer with employer input as to which ones are offered, and enable you to rapidly embrace a Defined Contribution strategy utilizing a qualified funding vehicle. Public Exchanges, required under Health Care Reform and offered at the state and federal levels, will vary by jurisdiction in terms of coverage, quality and participant experience. The author believes that Private Exchanges combine many of the best aspects of current Limited Exchanges and new Public Exchanges (coming into effect in 2014) to offer the advantages of lower costs and high-quality service.

If costs increase at the current rate of 9%, the U.S.  average family healthcare premiums will likely exceed $27,500 in 2018
Health Care Reform Requires Shared Responsibility for Compliance

Health Care Reform does not require you to provide healthcare coverage to full-time employees, but it will impose a potential penalty on those employers with at least 50 employees who fail to do so. The report explains the requirements — including both employer and employee responsibilities — that must be met to avoid these penalties. The author suggests actively managing potential issues by integrating automated time and labor management tools, payroll services, and benefits administration. In this way you can manage assigned hours to reduce exposure to additional healthcare costs and/or federal penalties; help ensure that employees who should be eligible for coverage are actually made eligible in a timely and compliant fashion; and gain ready access to the data needed to track and reconcile with the government for those employees who choose to utilize a Public Exchange. Equally important, these processes will occur seamlessly and consistently — without the need for HR intervention — to help ensure ongoing compliance.

Technology and Process Can Help Employers Address Compliance Challenges.

Health Care Reform presents both opportunities and challenges — many of which will remain even if the law is repealed or modified. It offers an opportunity to rethink how healthcare benefits should be designed and delivered to allow for differentiation based on participant and service experience. However, controlling costs, engaging employees, and ensuring compliance with applicable federal and state regulations will continue to be key challenges for benefits professionals. The author suggests using technology and process to integrate HR strategy, including healthcare benefits administration, with HR operations to drive strategic goals and support ongoing compliance efforts.

GO DEEPER:  

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The announcement also stated that the Administration is working to adapt and be flexible about reporting requirements as it did back in April, when it turned the initial 21-page application for health insurance into a three-page application. During the transition period in 2014, the Administration encourages employers to voluntarily extend coverage to employees in accordance with the employer mandate, in preparation for 2015.

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The Employer Shared Responsibility requirement will affect Employer Taxes and Fees.

How ADP can help

ADP’s Human Capital Management solutions help:

Manage Shared Responsibility requirements through an integrated approach to workforce planning and administration, including benefits, payroll, reporting and reconciliation, and time and labor management
Mitigate risk related to cost of benefits and employee burden levels
Aid compliance regardless of company size
Reduce practitioners’ administrative burden in determining wage levels