1. Implications for School Systems

2.  Employer Mandate ◦ Schools systems with 50 or more employees will be required to provide insurance to all full-time employees or pay a penalty.  Full-time defined by the ACA as 30 or more hours per week.  Provide Notice of Coverage Options ◦ Effective October 1, 2013  Section 6056 Information Reporting ◦ Requires districts to provide the IRS with certain information regarding the insurance offered to employees.

3.  Section 4980H(a)- The “no coverage penalty” ◦ 95% Rule –employers must offer coverage to 95% of their full-time employees or pay this penalty. ◦ Penalty = $2,000 X (total number of full-time employees –30)

4.  No Coverage Penalty Example ◦ School district A offers coverage to 94 out of 100 full-time employees. Because district A has not met the 95% threshold, it is liable for the no coverage penalty. The district would owe a penalty of $140,000 ((100 full-time employees –30 = 70) X $2,000)). ◦ Note: If the district offered coverage to 95% of its full-time employees for part of the year, the penalty would be calculated on a per month basis for those months in which the 95% threshold was not met.

5.  Section 4980H(b) –the “inadequate coverage penalty” Applies if 95% threshold reached ◦ Penalty = $3,000 X total number of full-time employees who enrolled in coverage offered through an exchange and received a premium tax credit ◦ Inadequate Coverage Penalty Example:  School district B offers coverage to 96 out of its 100 full-time employees. Of the four full-time employees who were not offered coverage, two of those employees purchased insurance on an exchange and received a premium tax credit. The inadequate coverage penalty would only apply for those two employees. Accordingly, the district would have to pay a penalty of $6,000. ◦ Note, this is assuming the district failed to offer coverage to these employees for the entire year. If the district offered the employees insurance for part of the year, then the penalty would be calculated on a monthly basis ($250/month).

6.  Who is a full-time employee ◦ Proposed Regulations establish two ways to determine full- time status:  Month-to-month  30 hours per week or 130 hours per month  Would have to determine employees’ full-time status on a monthly basis or risk penalty Look Back Measurement Period

7.  Proposed Regulations: Under proposed rules, employers must file a yearly return with the IRS that includes all of the following information: A certification as to whether the employer offers insurance to full-time employees ◦ The number of the employer’s full-time employees during each month of the calendar year ◦ For each full-time employee, the months during the calendar year for which coverage under the employer’s plan was available ◦ For each full-time employee, the employee’s share of the lowest cost monthly premium for coverage offered to that employee ◦ The name, address, and taxpayer identification number of each full-time employee and the months, if any, during which the employee was covered under an employer- sponsored plan  Must provide to employee information pertinent to that employee.  Use of form W-2?

8.  Look-back measurement method ◦ Allows employers to average an employee’s hours of service over the course of a three to twelve month period. ◦ This is called the “Measurement Period.” Employers can choose the length of the measurement period within these parameters. ◦ At the end of the measurement period, employers are allowed up to 90 days to determine which employees qualify as full-time. This is called the “Administrative Period.” ◦ At the end of the administrative period, once an employee’s full- time status has been determined, the employee remains in that status for a “Stability Period.” The length of the stability period cannot be shorter than 6 months or the length of the measurement period, whichever is longer.

9.  Look-back measurement method ◦ The rules are different for ongoing employees and new hires. ◦ All ongoing employees have the same measurement period, administrative period, and stability period. ◦ Each new hire who is a seasonal or variable hour employee has his or her own measurement period, administrative period, and stability period, at first.

10.  Initial Three Months of Employment ◦ An employer will not be penalized under section 4980H for failing to offer coverage during the first three months of employment.  Are they reasonably expected to be full-time when hired? ◦ Factors: (1) Whether the employee is replacing a full-time employee; (2) whether other employees in the same or comparable position are full- time; (3) whether the job was advertised as requiring hours of service that would average 30 or more per week. ◦ The employer cannot consider the likelihood that the employee may terminate employment before the end of the measurement period.  What is seasonal? ◦ Employee in a position for which the customary annual employment is six months or less.

11.  Temporary, full-time employees ◦ If less than three months, OK ◦ More than three months and expected to be full-time at the time of hire, problematic  Substitute teachers ◦ How to track? ◦ Long-term substitutes  “Part-time” employees, especially those working in multiple positions  Child nutrition staff  Independent contractors  Coaches  Re-hired retirees

12.  Section 35.16 of SL 2014-100 (SB 744 Appropriations Act) ◦ establishes a new health benefit eligibility category for nonpermanent full-time employees to comply with the Affordable Care Act (ACA)  Directs the Treasurer and Board to offer a health benefit coverage option for these “newly eligible” employees that provides minimum essential coverage at no greater than the ACA “Bronze” level and that minimizes the employer contribution in an administratively feasible manner

13.  The High Deductible Health Plan ◦ is the equivalent of the lowest level health insurance benefits under the ACA (Bronze Plan) and has high deductibles, copays and coinsurance. ◦ Under this plan, deductibles are $5,000 per individual and $10,000 per family, with co-insurance ranging from 50 percent in-network to 60 percent out-of-network. ◦ Annual out-of-pocket maximums range from $6,450 per person in-network to $12,900 per person out-of-network, while family maximums range from $12,900 in network to $25,800 out-of-network.  As amended, G.S. 135-48-41(j) states that "If a retiree has been hired by an employing unit and is eligible for coverage under the [ACA High Deductible Health Plan], then the rehired retiree shall not, during the time of employment, be eligible for the retiree coverage.“  Under this definition, those rehire retirees are deemed ACA Full- Time Employees if they are hired with the reasonable expectation of working 30 or more hours per week or if they average working 30 or more hours per week during a one year measurement period.

14.  Implement Substitute Management System- Aesop ◦ Training for school secretaries ◦ Training for staff  Information meetings with substitutes/other temporary part-time employees  Ongoing monitoring

15.  Questions?