The Employee Retention Tax Credit was rolled out as part of the CARES (Coronavirus Aid, Relief, and Economic Security) Act. It was enacted to encourage employers to retain employees throughout the Coronavirus pandemic. As our country begins to understand the full scope of COVID-19, this credit could allow employers to keep employees on their payroll and keep their doors open.

What is the Employee Retention Tax Credit?

The tax credit is a refundable tax credit that is meant to incentivize employers to keep employees on their payroll. For all businesses working to keep their staff on the payroll, 50% of qualified wages must be paid to the employees from March 12, 2020, to January 1, 2021. This includes credit for qualified health plan expenses. 

An employer can claim up to $10,000 in wages paid if the employer’s business is completely or partially suspended because of Coronavirus and if their gross receipts also decrease by more than 50%.

What makes someone eligible for the Employee Retention Tax Credit?

The ERTC is available all employers including tax-exempt organizations. The only organizations that are not eligible for the ERTC are state and local governments and their instrumentalities and any small business that has taken a Small Business Loan. Those who are self-employed are also not eligible for the ERTC.

In order to qualify for the tax credit, an employer must be a business that has been fully or partially suspended by the coronavirus government orders. If they do not meet that requirement, they may also qualify is the employer has gross receipts below 50% of the same quarter in 2019. If the employer’s gross receipts go beyond 80% they are no longer eligible for the tax credit after the quarter ends.

Employers with fewer than 100 employees may receive a tax credit for all employees. Those with more than 100 employees can receive credit for the employees who are being paid but are not working due to coronavirus cutbacks.

Eligibility Criteria:

To qualify for the ERC, businesses and tax-exempt organizations must meet specific eligibility criteria. Generally, eligible employers are those that:

Were shut down by a government order due to the COVID-19 pandemic during 2020 or the first three calendar quarters of 2021.

Experienced a significant decline in gross receipts during the eligibility periods in 2020 or the first three calendar quarters of 2021.

Qualified as a recovery startup business for the third or fourth quarters of 2021.

Additionally, eligible employers must have paid qualified wages to claim the credit.

How can I claim the Employee Retention Tax Credit?

The ERTC cannot be combined with any other tax credit. If you are counting wages toward the Families First Coronavirus Relief Act tax credit, you cannot count those same wages toward the ERTC.

To begin your ERTC claim, employers should report their total qualified wages and other credits on a quarterly basis. Form 941 allows businesses to report their income, along with their Social Security and Medicare taxes withheld from employee’s paychecks. 

If an employer reduces the amount of payroll taxes they withhold from employee’s wages, they can be immediately reimbursed. 

As businesses continue to adjust their business plans in the face of coronavirus, there are many ways they can find relief through various programs. The ERTC is a good option for employers who are trying to keep their employees on their payroll. Visit our COVID-19 resource page for more information on programs that can benefit your business.

Penalty Relief:

Employers who may have made errors in claiming the ERC can find relief through penalty relief provisions. Understanding the specific circumstances under which penalty relief applies can help businesses rectify any inadvertent mistakes without facing unnecessary penalties.

Reporting Tax-Related Illegal Activities:

The IRS encourages individuals to report tax-related illegal activities, including erroneous ERC claims, promotion of incorrect information, and abusive tax schemes. Reporting such activities ensures the integrity of the ERC program and helps safeguard taxpayers from potential fraud and abuse.

Beware of ERC Scams:

Despite the benefits of the ERC, businesses should remain vigilant against potential scams and fraudulent schemes. Aggressive marketing tactics, unsolicited offers, and promises of quick refunds should raise red flags. It’s essential to verify the legitimacy of any claims or offers related to the ERC and seek guidance from reputable sources.

Final Notes

The Employee Retention Credit has provided much-needed relief to businesses and tax-exempt organizations affected by the COVID-19 pandemic. By understanding the eligibility criteria, claiming procedures, and compliance requirements, eligible entities can leverage the ERC to mitigate financial challenges and support their workforce. However, caution is advised to avoid falling victim to scams or erroneous claims. For accurate information and assistance with ERC-related matters, consulting with a qualified tax professional is recommended.

For further information and resources regarding the ERC, including eligibility checklists, FAQs, and reporting mechanisms for tax-related illegal activities, visit the official IRS website.

In today’s competitive job market, employers are constantly seeking new ways to attract and retain top talent. One area that has seen significant advancements and innovation is employee benefits. As the workforce evolves, so do the expectations and needs of employees. In this blog post, we will explore the future of employee benefits, focusing on the emerging trends and innovations with a particular emphasis on Minimum Essential Coverage (MEC).

Personalization and Customization

In the future, employee benefits will increasingly focus on personalization and customization. Recognizing that employees have diverse needs and preferences, employers are moving away from one-size-fits-all benefits packages and are offering more flexibility. MEC provides a foundation of basic coverage while allowing employees to choose additional benefits that align with their specific requirements. This level of personalization ensures that employees feel valued and supported, leading to increased job satisfaction and engagement.

The concept of personalization extends beyond traditional health benefits. Employees may have different priorities when it comes to benefits, such as parental leave, flexible work arrangements, or professional development opportunities. Employers can leverage MEC to offer a menu of benefits from which employees can select, tailoring their packages to meet individual needs. This approach not only enhances employee satisfaction but also demonstrates an organization’s commitment to supporting a diverse workforce.

Wellness and Mental Health Support

As organizations prioritize employee well-being, the focus on wellness and mental health support is becoming more prominent. MEC is adapting to this trend by including comprehensive wellness programs as part of the benefits package. These programs may offer access to mental health resources, fitness classes, meditation apps, or even virtual therapy sessions. By proactively addressing employees’ holistic health needs, employers can create a more productive and supportive work environment.

The integration of wellness initiatives into MEC reflects a growing recognition of the importance of mental health in overall well-being. Employers understand that a healthy workforce is a more engaged and productive one. By providing resources and support for mental health, organizations can help employees navigate stress, reduce burnout, and improve overall job satisfaction. Additionally, wellness programs can foster a positive company culture that values employee well-being.

Financial Wellness

Financial wellness is another area gaining traction in the realm of employee benefits. Employers recognize that financial stress can negatively impact employees’ overall well-being and productivity. MEC can incorporate financial education programs, retirement planning resources, and access to financial advisors. By promoting financial literacy and offering tools for long-term financial planning, employers can empower employees to make informed decisions and improve their financial well-being.

MEC can offer benefits such as employer-matched retirement savings plans, automatic contributions to health savings accounts, or access to financial planning tools and workshops. By addressing financial wellness as part of the benefits package, employers can help alleviate employee anxiety around financial matters, enabling them to focus on their work and personal lives. This approach also positions employers as partners in their employees’ long-term financial success.

Flexible Work Arrangements

The COVID-19 pandemic has accelerated the adoption of remote work and flexible work arrangements. In the future, the hybrid work model is likely to become the norm for many organizations. MEC can adapt to this change by providing benefits that cater to the specific needs of remote and flexible workers. This could include virtual healthcare options, telemedicine services, and flexible scheduling for appointments or personal time off. By ensuring that benefits are accessible and relevant regardless of the employee’s location, employers can foster a positive work-life balance.

MEC can support flexible work arrangements by offering benefits that accommodate different work styles. For example, it may include subscriptions to coworking spaces, reimbursement for home office equipment, or technology tools that facilitate remote collaboration. By embracing the changing nature of work and tailoring benefits to remote and flexible workers, employers can attract and retain talent who value work-life integration and flexibility.

Technology and Digital Solutions

Advancements in technology have a significant impact on the future of employee benefits. MEC is embracing this trend by incorporating digital solutions that streamline benefit administration, enrollment processes, and communication channels. Mobile apps, online portals, and AI-powered chatbots enable employees to access information, make benefit choices, and seek assistance conveniently. Technology-driven benefits solutions not only enhance employee experience but also reduce administrative burdens for HR teams.

Digital solutions offer employees easy access to benefits information, allowing them to make informed decisions and manage their benefits effectively. With self-service portals and mobile apps, employees can review their coverage, access educational resources, and make changes to their benefits as needed. Additionally, digital communication channels enable efficient and personalized communication between employees and HR teams, fostering transparency and improving employee engagement.

Integration and Data Analytics

Another emerging trend in employee benefits is the integration of different benefits platforms and data analytics. MEC can serve as a central hub that integrates various benefits offerings, including health insurance, retirement plans, wellness programs, and more. This integration allows for a seamless employee experience, simplifying benefit management and ensuring that employees have a holistic view of their benefits.

Furthermore, data analytics play a crucial role in optimizing benefits offerings. By leveraging data on employee utilization, preferences, and feedback, employers can gain valuable insights into the effectiveness of their benefits programs. Data analytics can help identify trends, anticipate employee needs, and make data-driven decisions to enhance the overall benefits package.

Regulatory Compliance and Changing Landscape

The future of employee benefits is also influenced by evolving regulatory requirements and societal changes. Employers must stay informed about changing regulations and adapt their benefits offerings accordingly. MEC provides a framework that ensures compliance with minimum requirements while offering flexibility for additional benefits. It allows employers to navigate the complex landscape of healthcare regulations and provide employees with essential coverage.

Societal shifts, such as the growing focus on diversity, equity, and inclusion (DEI), also impact employee benefits. Employers are recognizing the need to create benefits packages that address the unique needs of a diverse workforce, ensuring equitable access to opportunities and resources. MEC can be customized to include benefits that support DEI initiatives, such as diverse supplier programs, mentorship programs, or educational resources on unconscious bias.

Final Notes

As the workplace landscape continues to evolve, employee benefits are evolving with it. The future of employee benefits lies in personalization, wellness support, financial well-being, flexibility, and technology-driven solutions. MEC serves as a flexible foundation that can adapt to these emerging trends and innovations, allowing employers to create attractive benefits packages that meet the diverse needs of their workforce.

 By investing in forward-thinking employee benefits, organizations can attract top talent, enhance employee engagement, and foster a culture of well-being and productivity. With MEC at the core of their benefits strategy, employers can navigate the changing landscape of employee benefits while providing essential coverage and tailored benefits that empower their employees to thrive.

Any Questions?

We serve employers who want to offer their employees affordable benefits. We simplify the complexity of providing those benefits and ensure compliance with the Affordable Care Act. We provide affordable benefits for the everyday person. We are different because of our personal service, speed of implementation, and innovative approach to providing benefits coverage.

Learn more about us and our services, here.

In the healthcare sector, home health agencies often face a higher likelihood of IRS audits due to potential ACA non-compliance. This increased scrutiny primarily results from the prevalence of hourly employees in the industry and data collection complexities. To prevent such audits, agencies must thoroughly review their compliance records and grasp the federal government’s requirements, as advised by compliance experts.

This heightened scrutiny can be attributed, in part, to the prevalence of hourly employees within the industry, coupled with the challenges associated with data collection. To steer clear of unwelcome audits, it’s crucial for home health agencies to proactively and meticulously review their compliance records. Moreover, gaining a comprehensive understanding of the federal government’s expectations is paramount, as emphasized by experts in healthcare compliance.

Overview of ACA

The Affordable Care Act (ACA), also known as Obamacare, is a landmark piece of legislation signed into law in 2010. Its primary objective is to overhaul the U.S. healthcare system by making it more accessible and affordable for all Americans. For the home health care industry, this means that agencies are subject to specific rules and regulations aimed at providing their employees with a safety net of healthcare coverage. Understanding the ACA is vital because it not only helps ensure compliance but also demonstrates a commitment to the well-being of your home healthcare staff.

The Importance of ACA Compliance for Home Healthcare Staff

Ensuring ACA compliance for home healthcare staff and agencies is not merely a regulatory requirement; it is a fundamental step in safeguarding the well-being of both employees and the organization as a whole. Non-compliance can have far-reaching consequences, including severe financial penalties, legal disputes, and damage to an agency’s reputation.

For home healthcare staff, ACA compliance guarantees access to essential healthcare services, ensuring that they can maintain their health and address medical needs without financial hardship. Additionally, it fosters a sense of security and well-being among employees, leading to higher job satisfaction and employee retention.

On the agency side, compliance is vital to prevent potential fines and legal issues. Fines for non-compliance can be substantial and pose a significant threat to an agency’s financial stability. Legal disputes can be time-consuming and costly, diverting resources from patient care. Moreover, a tarnished reputation can affect an agency’s ability to attract clients and retain qualified staff.

Employer Responsibilities

Home health care agencies play a crucial role in implementing the ACA. They are responsible for offering affordable healthcare coverage to their eligible employees. This involves providing a healthcare plan that covers the essential health benefits outlined in the ACA, including preventive services, prescription drugs, and mental health services. Furthermore, it’s essential to ensure that this coverage is affordable to your employees based on their income, as per ACA guidelines. Compliance with these responsibilities not only protects your agency from potential penalties but also ensures that your employees have access to quality healthcare without an undue financial burden.

Employee Benefits

The ACA significantly benefits home health care staff by guaranteeing access to comprehensive health insurance and essential healthcare services. With ACA-compliant coverage, your employees can rest assured that they have access to preventive care, such as vaccinations and screenings, at no additional cost. Pre-existing conditions are covered, ensuring that employees with health issues receive the care they need. Additionally, ACA plans often offer mental health and substance abuse services, providing comprehensive care for both physical and mental well-being. By offering ACA-compliant benefits, you not only attract and retain top talent but also prioritize the health and security of your staff.

Eligibility Criteria

Eligibility for ACA coverage is determined by several factors, including the number of hours worked and whether an employee is classified as part-time or full-time. To comply with ACA requirements, you must accurately track your employees’ hours and classify them correctly. This can be complex, but it’s essential to ensure that eligible employees are enrolled in ACA-compliant coverage. Failing to do so can lead to non-compliance penalties and, more importantly, leaves your employees without the healthcare benefits they are entitled to. Properly understanding and applying the eligibility criteria is crucial for both the agency and its employees.

Common ACA Compliance Challenges in Home Healthcare

Home healthcare agencies face a unique set of challenges when striving to maintain ACA compliance. 

Managing Viable Work Hours

In this sector, employees often have fluctuating schedules, making it challenging to determine their eligibility for ACA coverage accurately. Ensuring that part-time and full-time staff members are classified correctly and receive the benefits they are entitled to requires meticulous record-keeping and continuous monitoring.

Tracking Employee Classifications

With various roles and positions within home healthcare agencies, determining which employees are eligible for ACA coverage can be intricate. The ACA defines full-time as working at least 30 hours per week on average, and part-time employees may or may not be eligible, depending on their total hours worked. Home healthcare agencies must have effective systems in place to ensure that their employees are classified accurately.

Affordability

Furthermore, affordability of coverage poses a significant challenge. Home healthcare agencies must offer affordable healthcare plans that meet the ACA’s guidelines. Balancing affordability with the provision of essential health benefits can be complex, particularly for agencies with limited budgets.

Navigating these challenges requires a deep understanding of ACA regulations and a commitment to proactive compliance management. Agencies that successfully address these issues not only protect their financial stability but also ensure that their staff has access to quality healthcare, further enhancing their commitment to patient care.

Still Have Questions?

We serve employers who want to offer their employees affordable benefits. We simplify the complexity of providing those benefits and ensure compliance with the Affordable Care Act. We provide affordable benefits for the everyday person. We are different because of our personal service, speed of implementation, and innovative approach to providing benefits coverage.

Learn more about us and our plans, here.

In the world of employer compliance with the Affordable Care Act (ACA), 2024 brings significant changes as the IRS increases penalties for noncompliance.

Let’s dive into these updates and their practical implications for employers.

What is Changing in 2024?

In 2024, we can expect to see some noteworthy changes in the realm of noncompliance penalties. These penalties are set to undergo an increase, affecting various aspects of compliance.

Penalty A, for instance, will see its figures rise from $2,880 (equivalent to $240 per month) as of 2023, to a slightly higher $2,970 (approximately $247.50 per month).

Similarly, Penalty B will experience an uptick from its 2023 levels of $4,320 (or $360 per month) to the new rate of $4,460 (roughly $371.67 per month).

It’s important to note that these adjusted penalty amounts will come into play for taxable years and plan years commencing after the curtain falls on December 31, 2023. This shift toward higher penalties should act as a potent motivator for employers to reevaluate their group health plan offerings, with a focus on providing comprehensive coverage to their full-time employees. The emphasis is on ensuring affordability and the delivery of minimum value benefits, all in an effort to steer clear of the growing cost of noncompliance.

Penalty A: Insufficient Coverage Offerings

One of the critical components of the Affordable Care Act (ACA) revolves around Penalty A. This penalty comes into play when employers fail to provide minimum essential coverage to 95% of their full-time, benefits-eligible employees.

Penalty B: The Affordability Conundrum

Penalty B takes center stage when employers fall short in offering affordable, minimum value coverage to their benefits-eligible employees.

The Affordability Threshold: 2024 and Beyond

The affordability threshold, a key determinant of whether employer-sponsored health coverage meets ACA standards, remains a topic of anticipation for 2024. In 2023, it stood at 9.12%, down from the previous year’s 9.61%. This percentage plays a pivotal role in calculating how much eligible individuals can contribute from their household income to keep coverage within the bounds of affordability.

Navigating the IRS Penalties

For those employers who find themselves in noncompliance with either Penalty A or Penalty B, there’s a new challenge on the horizon: increased IRS penalties. According to IRS definitions under the ACA, employers with at least 50 full-time employees (including full-time equivalent employees) during the preceding year are categorized as Applicable Large Employers (ALEs) for the current calendar year. 

To trigger either penalty, an employer must be in violation, and at least one full-time employee must have utilized the premium tax credit to obtain coverage through the Marketplace. Understanding these intricacies is essential to successfully navigate the complex landscape of ACA penalties.

Common Compliance Pitfalls: Navigating ACA Challenges

When it comes to ACA compliance, even the most well-intentioned employers can find themselves entangled in a web of potential pitfalls. Understanding these common mistakes is key to avoiding penalties and ensuring a smooth journey through the intricacies of the Affordable Care Act. Let’s shed light on some of the areas where employers often stumble:

Incomplete Records: Failing to maintain accurate and complete records of employee hours and healthcare offerings can be a grave error. Incomplete or inaccurate documentation can lead to miscalculations in coverage requirements and, ultimately, penalties.

Misclassifying Employees: Incorrectly classifying employees as full-time or part-time can trigger compliance issues. Employers need to understand the ACA’s criteria for full-time status and ensure that classifications align with these standards.

Lack of Communication: Neglecting to communicate effectively with employees regarding healthcare options and requirements can result in confusion and noncompliance. Clear and timely communication is essential for keeping everyone on the same page.

Inadequate Affordability Calculations: The ACA’s affordability threshold is a critical factor. Employers must correctly calculate it to ensure their plans meet the affordability requirement. Failing to do so can lead to unexpected penalties.

Ignoring Seasonal Workers: Seasonal and variable-hour employees can be a compliance challenge. Employers often overlook the fact that they may need to offer coverage to these employees under certain circumstances.

Incomplete Reporting: ACA reporting, done using forms such as 1094-C and 1095-C, requires accuracy and timeliness. Errors or omissions in reporting can result in penalties, as the IRS uses this information to determine compliance.

Failure to Offer Coverage to Dependents: Employers must provide affordable coverage not only to employees but also to their dependents. Neglecting this aspect can lead to penalties and employee dissatisfaction.

Inadequate Recordkeeping: Proper recordkeeping is essential for ACA compliance. Employers must retain records related to health plan offerings, coverage, and employee information. Failure to maintain these records can hinder audits and lead to penalties.

By highlighting these common compliance pitfalls, employers can proactively address potential issues and navigate the ACA landscape more effectively. Understanding where mistakes often occur is the first step toward avoiding penalties and ensuring compliance with this ever-evolving legislation.

Still Have Questions?

We serve employers who want to offer their employees affordable benefits. We simplify the complexity of providing those benefits and ensure compliance with the Affordable Care Act. We provide affordable benefits for the everyday person. We are different because of our personal service, speed of implementation, and innovative approach to providing benefits coverage.

Learn more about us and our services, here.

The unwinding of the Medicaid continuous enrollment provision marks a significant change in the Medicaid landscape in the United States. As states regain the ability to initiate disenrollments, it is important to understand the key aspects of this process. From potential coverage losses to addressing eligibility and awareness issues, various factors play a crucial role in navigating the unwinding of the continuous enrollment provision. 

By exploring these nine key things to know, we can better comprehend the unwinding of the Medicaid continuous enrollment provision and work towards maintaining accessible and equitable healthcare coverage for all individuals.

Unwinding Process

The unwinding of the Medicaid continuous enrollment provision began on March 31, 2023, allowing states to resume Medicaid disenrollments. This marked a significant shift in the Medicaid enrollment process, as states regained the ability to initiate disenrollments. 

However, it is important to note that states must adhere to specific rules to qualify for the phased reduction in enhanced federal Medicaid matching funds. These rules include not restricting eligibility standards, methodologies, and procedures, as well as refraining from increasing premiums as required under the FFCRA. By following these guidelines, states can ensure a smooth transition during the unwinding process.

Potential Coverage Losses

Estimates suggest that between 8 million and 24 million individuals may be disenrolled during the 12-month unwinding period, leading to a potential decline in enrollment between 8% and 28%. The scope of potential coverage losses highlights the significant impact of the unwinding of the continuous enrollment provision. Approximately 17 million people could lose their Medicaid coverage if enrollment decreases by 18%. These figures underscore the need to closely monitor the unwinding process and implement strategies to mitigate coverage losses.

Eligibility and Awareness

Many individuals who may be disenrolled during the unwinding period are still eligible for Medicaid. Survey findings indicate that a significant number of enrollees are unaware of the need to renew their coverage. This lack of awareness poses a challenge as eligible individuals may unintentionally lose their Medicaid coverage. 

Enrollees report no change in income or circumstances that would make them ineligible for Medicaid, highlighting the potential disconnect between their eligibility and their knowledge of the unwinding process. It is crucial to address this gap in awareness and ensure that eligible individuals are well-informed about the renewal requirements to retain their coverage.

Disenrollment Risks

Certain groups that experienced substantial growth under the continuous enrollment provision, such as ACA expansion adults, other adults, and children, are expected to witness the largest declines in enrollment. These groups, which have benefited significantly from the continuous enrollment provision, are now at risk of losing their Medicaid coverage. 

It is important to address the disenrollment risks faced by these vulnerable populations and implement targeted strategies to assist eligible individuals in retaining coverage. Conducting outreach programs, providing education, and offering enrollment assistance will be crucial in ensuring that those who remain eligible for Medicaid can navigate the unwinding process and retain their coverage.

Engaging Community Health Centers and Assister Programs

Community health centers and assister programs are crucial stakeholders in supporting Medicaid enrollees throughout the unwinding process. These organizations can provide valuable information and assistance to enrollees, helping them navigate the renewal process and understand their coverage options. 

Community health centers and assister programs can assist individuals in updating their contact information, completing the necessary documentation, and transitioning to alternative coverage options if they are no longer eligible for Medicaid. Their involvement is essential in ensuring that individuals receive the necessary support and guidance during this transitional phase.

Timely Data and Reporting

States are required to provide baseline data and monthly reports to monitor the unwinding process effectively. These reports serve as essential tools for tracking various metrics related to renewals, disenrollments, and pending renewals. By analyzing this data, states can gain valuable insights into the progress of the unwinding process and identify any potential challenges or disparities. Timely and accurate reporting enables policymakers and stakeholders to make informed decisions and develop targeted interventions to address emerging issues.

State Approaches

States have adopted different strategies for handling the unwinding process, reflecting the diverse landscape of Medicaid programs across the country. The variation in disenrollment rates among states that have already resumed disenrollments highlights the importance of understanding and analyzing state-specific approaches. 

Monthly reports provide a comprehensive overview of state efforts and enable policymakers to evaluate the impact of different strategies. By studying these variations, states can learn from one another’s experiences and identify best practices to optimize their own unwinding processes.

Addressing Operational Challenges

The unwinding of the continuous enrollment provision presents operational challenges for states, including staffing shortages and outdated systems. To address these challenges, CMS has provided temporary waivers that allow states to simplify the renewal process for select enrollees. 

These waivers offer flexibility in streamlining administrative tasks, reducing bureaucratic hurdles, and minimizing procedural terminations. By leveraging these waivers, states can optimize their operational processes and ensure a more efficient unwinding process.

Increase in Uninsured Individuals

The termination of the continuous enrollment provision raises concerns about an increase in the uninsured population. Efforts should focus on simplifying the transition to alternative coverage options and reducing barriers that may prevent individuals from accessing healthcare. It is crucial to implement strategies that facilitate smooth transitions for individuals who are no longer eligible for Medicaid, ensuring they have access to other sources of coverage, such as ACA marketplaces or other programs. 

By addressing the potential increase in uninsured individuals, policymakers can work towards maintaining affordable and accessible healthcare for all.

Final Notes

The unwinding of the Medicaid continuous enrollment provision brings significant changes to Medicaid enrollment and coverage. It is crucial for states to address potential coverage losses, support eligible individuals in maintaining their healthcare coverage, and ensure a smooth transition for those no longer eligible. Partnering with community health centers, and assister programs, along with timely data and reporting, are essential for effective monitoring of the unwinding process. Ultimately, the goal is to mitigate the increase in uninsured individuals by simplifying transitions and ensuring equitable access to healthcare for all.

Any Questions?

We are in the business of providing healthcare to everyday people, ensuring peace of mind through trust and transparency.

Our customer service is what sets us apart. We work when you work. Our carrier partners have given us exclusive offerings to complement our medical plans, giving you the best possible price. Our speed of implementation and innovative approach to benefit coverage is second to none.

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