An employer can also fail to meet the shared responsibility requirement if the plan that is offered is not considered to be of “minimum value” with respect to covered benefits.
In other circumstances, such as failing to offer coverage to at least 95% of full-time employees, just one employee going to an Exchange and getting a subsidy can trigger a penalty applicable to all full-time employees (minus the first 30) – even those who are enrolled for healthcare.
This session will examine:
- how these penalties can be triggered
- how to mitigate the possibility of doing so and
- the financial consequences of not getting it “right”