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Midsized Employers Are Worried About Ongoing ACA Compliance Challenges

The Affordable Care Act and resulting ACA compliance challenges can be a tough labyrinth for employers to navigate. As an insurance agency focusing on group benefits management, Pontrelli, Timour & Associates understand the frustration of employers as they attempt to deal with the seemingly never-ending ACA compliance challenges. By focusing on compliance issues, business owners fail to do what they do best and really need to be doing – growing their bottom line. Luckily, PT Benefits can help your company overcome these difficulties, taking away unnecessary bureaucratic headaches.

Keeping Up With ACA Compliance Challenges

aca compliance challenges

Help with ACA Compliance Challenges

It’s hard to keep up with evolving regulations around the Affordable Care Act. As a result, employers are increasingly stressed about the volume of government regulation that often lead to fines and penalties for noncompliance. When it comes to senior level and C-suite executives at U.S. companies with 50-999 employees, two in five ranked the amount of government regulations as their top business concern in 2015. This is a significant spike when compared to previous years.

Business owners have less confidence in compliance with ACA regulations as compared to payroll tax laws and workforce regulations. When it comes to ACA compliance challenges, there are steps you can take to help your company avoid problems.

Three Basic ACA Compliance Steps That Can Help

  1. Seek expert help. Recognize that ACA compliance is not a one-time investment, but an ongoing journey. Trying to solve compliance challenges with only internal resources can sometimes end up costing more than working with an experienced Insurance Agency like PT Benefits.
  1. Take inventory of your current benefits plans and employee insurance offerings. Employing manual processes can increase the risk that critical information needed to deal with ACA compliance challenges is not being tracked. If you had trouble during your last ACA reporting cycle, you are likely to have trouble again. By working with PT Benefits, the manual processes are replaced by a well-oiled group benefits machine.
  1. Access quality ongoing service options. If getting a handle on the alphabet soup of regulations that go hand-in-hand with the Affordable Care Act, work with an experienced insurance agency that can provide ongoing service. There is no need to continue what seems to be an exercise in futility, By seeking the help of certified and trained ACA compliance experts, you not only can avoid penalties, you also can offer better employee benefits programs and improve employee morale.

PT Benefits Overcomes ACA Compliance Challenges

To learn more about how Pontrelli, Timour, & Associates can provide the help you need to overcome ACA compliance challenges, please pick up the phone and take the first step. By calling (626) 795-4138 and speaking with one of our group benefits managers, you can access the help you need today.

California Small Group Definition Will Hurt Business Owners In 2016

When the small group definition of businesses by the Affordable Care Act is reduced to 50 employees or less in 2016, many California business owners are going to be unfairly hurt. In California, the small group definition is going to remain 100 employees or less. As a result, any business with 50 to 99 employees will be damaged by qualifying under the small group definition. Pontrelli, Timour & Associates, Inc. want to help our clients navigate these dangerous waters.

The Sacramento Business Journal reports that Covered California will move forward with an expansion of the definition of small employers under state law. This counteracts the new federal law that halts the change. On October 7, 2015, President Obama signed into law the Protecting Affordable Coverage for Employees (PACE) Act which repeals the Affordable Care Act provision that on January 1, 2016 would have mandated expansion of the definition of “small employer” subject to insurance market reforms from employers with 1 to 50 employees to those with up to 100 employees. Yet, in California, state law defines businesses with 100 or fewer employees as small.

California Small Group Definition Damages

california small group definition

California Small Group Definition Hurts Business Owners

When it comes to being a small group, benefits administration is more costly with less benefits offered to your employees. In addition, small group benefits have higher deductibles for employees and a higher out of pocket expenses. Overall, there was a 26% increase for small group companies in terms of overall healthcare costs in 2015.

Pontrelli, Timour & Associates, Inc. does not believe the California state government is being fair to local business owners. Why should local business owners be penalized because their companies are based in California? Is this a good way to convince businesses to either stay or come to the state? Why would the California definitions be different from the national definitions when the Affordable Care Act has set the bar for benefits administration across the country?

Employment Data & California Small Group Definition

Based on California labor market employment data, roughly 14 percent of all California employment — 2.3 million employees — fall in the 51-100 segment, while roughly 2.4 percent of all California businesses—33,000 employers—fall into the 51-100 market. In California small group definition, an employer has historically been defined as 50 or fewer eligible employees for group health insurance purposes. Unless an employer has a grandfathered large group plan, employers with 51-100 full time equivalent employees who renew or purchase coverage in 2016 will be required to follow all small group regulations.

For large groups, insurance providers commonly use health status or claims experience, industry risk factors, employer size, participation and contribution levels, age/gender factors and composite ratings to determine premiums. With the mandatory migration, those falling under the new small group definition will no longer be allowed those variations. For example, the gender factor will no longer be permitted and age rating will be limited, with a 2016 ratio maximum of 3 to 1.

Age, Family Size & Geography Insurance Factors

Family size, too, will be a determining factor in adjusting premiums under the 2016 provisions with the California small group definition. Up to three children under 21 years of age may be charged a premium within a family, but any additional children can receive coverage at no additional charge. Geographic regions within the state that are currently prescribed may also be changed significantly, as well as premiums for tobacco use, which may be increased up to but not exceeding 50 percent.

Group Benefits Leader Helping Small Group Business Owners

When the ACA small group definition becomes effective in the state of California in 2016, groups sized 51-100 will for the first time fall under the same requirements that currently apply to groups sized 1-50. The California small group definition simply is not fair. As insurance brokers and group benefits leaders, the goal of Pontrelli, Timour & Associates, Inc. is to make sure our present-day clients and our future clients are not hurt by these healthcare problems.

 

Does Your Company Know About The Affordable Care Act’s Employer Shared Responsibility Payment?

Under the Affordable Care Act, applicable large employers – those with 50 or more full-time employees, including full-time equivalent employees – are required to take some new actions. Applicable large employers (ALEs) particularly need to pay attention. ALEs are subject to the employer shared responsibility provisions. A goal of Pontrelli, Timour & Associates is to provide our clients and potential clients with the best information available about the employer shared responsibility provisions and all the requirements of the Affordable Care Act. After all, information is the power to chart the right course.

The Affordable Care Act’s Employer Shared Responsibility Payment

employer shared responsibility payment

Employer Shared Responsibility Payment

Whether an employer is an applicable larger employer in a particular calendar year depends on the size of the employer’s workforce in the preceding calendar year. This is a key distinction to remember. To be defined as an ALE for a particular calendar year, an employer must have had an average of at least 50 full-time employees (including full-time-equivalent employees) during the preceding calendar year. All types of employers can be ALEs, including tax-exempt organizations and government entities.

To prepare for 2016, if your organization is an applicable large employer, you need to keep track information each month in 2015, including the following:

  • Whether you offered full-time employees and their dependents minimum essential coverage that meets the minimum value requirements and is affordable
  • Whether your employees enrolled in the minimum essential coverage you offered

PT Benefits can help our clients keep track of this information by providing supporting guidance and information.

Your company needs to track this information because you could be subject to an employer shared responsibility payment if your organization falls into either of these circumstances:

  • You offered coverage to fewer than 70 percent of your full-time employees in 2015 while at least one full-time employee enrolled in coverage through the Health Insurance Marketplace and receives a premium tax credit. The 70 percent threshold is for 2015, after 2015 this increases to 95 percent.
  • You offered coverage to at least 70 percent of your full-time employees and their dependents in 2015, but at least one full-time employee receives a premium tax credit because coverage offered was not affordable, did not provide minimum value or the full-time employee was not offered coverage. After 2015, this threshold increases to 95 percent.

 Pontrelli, Timour & Associates Can Help

Pontrelli, Timour & Associates understands if these requirements and logistics seem complicated. We can help you understand your company’s designation and take the steps to remain in compliance with the Affordable Care Act. Naturally, our goal is to help your company avoid an employer shared responsibility payment. To learn more and access the help you need, please call the group insurance experts at PT Benefits at 626-795-4138.Employer Shared Responsibility Payment

PT Benefits Addresses The Challenges Of Filing IRS Form 5500 Under ERISA Plans

Filing IRS Form 5500 under ERISA plans can be challenging. Pontrelli, Timour & Associates, Inc. needs to let our clients and potential clients know that ERISA (Employee Retirement Income Security Act) plans with 100 or more participants at the beginning of the plan year are required to file an IRS Form 5500. An ERISA financial audit may also be required. Smaller plans with less than 100 participants at the beginning of the plan year may be eligible to file IRS Form 5500-SF. Certain welfare benefit plans with less than 100 participants at the beginning of the plan year may be exempt from filing IRS Form 5500.

IRS Form 5500 Filing Challenges

irs form 5500

Importance of Filing IRS Form 5500

The IRS Form 5500 must be filled no later than 7 months (or up to 9 1/2 months with extensions) after the end of the plan year. As a result, the necessity for filing plans for 2014 is rapidly approaching. A two and one half month extension may be obtained by filing Form 5558 with the IRS. PT Benefits. Rather than filing such an extension, it is better to work with an experienced group benefits leader like PT Benefits to file such forms.

Did you know that the penalties can be up to $1,100 per day for failure or refusal to file an IRS Form 5500? If you discover that you have not filed all your Forms 5500, do not wait for the government to find you! Please take advantage of the Delinquent Filer Voluntary Compliance Program. PT Benefits can help. We are available to prepare your annual Form 5500 and Summary Annual Report.

Questions About IRS Form 5500

It is essential to know how to define a participant in such plans. The IRS Form 5500 instructions define “participant” for purposes of filing in a confusing manner, but PT Benefits can help. An individual becomes a participant covered under an employee welfare benefit plan when one of the following happens:

  1. The date designated by the plan as the date on which the individual begins participation in the plan;
  2. The date on which the individual becomes eligible under the plan for a benefit subject only to occurrence of the contingency for which the benefit is provided; or
  3. The date on which the individual makes a contribution to the plan, whether voluntary or mandatory.

PT Benefits understands how intimidating all of the bureaucracy of IRS filings and ERISA plans and PPACA can be for any company. What is essential is to stay in compliance and not make careless mistakes. As a group benefits leader and a qualified insurance broker, PT Benefits can help with IRS Form 5500. To learn more about ERISA filings, please call 626-795-4138 and speak to one of our brokers.

2015 ACA Mandate Changed The Playing Field For 100-Plus Company Employers With 2016 To Come

aca mandate

Affordable Care Act & Your Company

In 2015, the ACA mandate and huge potential penalties for businesses that fail to provide medical coverage for their workers changes the playing field for 100-plus company employers. From requiring employers to provide medical coverage to spurring the creation of new models for how health insurance is structured and sold, the effect of the Affordable Care Act on business owners will is becoming increasingly clear. In 2015, if you are a larger employer and you fail to provide health insurance, your company will have to pay a penalty for each employee that does not receive coverage.

 The 2015 ACA Mandate

As insurance brokers and benefits program managers, Pontrelli, Timour & Associates understands that larger companies have become more conscious of the minimum value required by the ACA to avoid having to pay penalties. The ACA has prompted such employers to reexamine how they offer insurance. Some midsized businesses are switching from traditional, fully funded commercial insurance plans to self-funded plans, in which they pay employee claims directly. Whenever such decisions are made, the importance is to have a benefits plan management professional to help.

Is Your Company Being Penalized For The ACA Mandate?

Self-funded plans allow businesses to see the overall claims from their workers and tailor employee wellness plans to serve those workers. The efficiencies of self-funded plans are primarily attractive to businesses with hundreds of workers, but now are attracting firms in the 50- to 70-employee range. On Jan. 1, 2015, employers with 100 or more workers were forced to pay a penalty if they don’t provide insurance to at least 70 percent of full-time workers.

The 2016 ACA Mandate

In 2016, the mandate will be expanded, so that all businesses with the equivalent of at least 50 full-time employees will have to pay the penalty if they don’t provide insurance to at least 95 percent of their full-timers. Pontrelli, Timour & Associates is focused on helping such mid-sized companies find the best plans that make the most sense for their companies.

Is You Company Ready For The ACA Mandate?

Pontrelli, Timour & Associates understands how making such specific choices remains challenging for most business owners. By having a benefits program expert on your team, such choices can be made precisely from the vantage point of proven experience. If you want to know more about how PT Benefits can help your company with ACA challenges, please call 866-782-9899 or fill out our handy contact form for a free consultation.

 

 

 

3 Strategies To Help Employers Manage Workplace Stress And Improve Productivity

Published in June 2013, Employee Benefits Healthcare research, reveals that just 46% of respondents have strategies in place to combat workplace stress. There are many reasons why the majority of employers have yet to address this problem. For example, many employers simply refuse to accept that stress is actually a problem in their workplace. Many others recognize the issue, but do not take it seriously and do not believe it is there responsibility. But lessening workplace stress and addressing employee health issues is part of a good employer’s compact.

How To Manage Workplace Stress

workplace stress

Managing Workplace Stress = Productive Employees

Pontrelli, Timour, & Associates Inc. has seen from experience that employers who address the issue of workplace stress in advance avoid problems and pitfalls later on. Yet, when the return on investment is so difficult to measure, it is difficult to convince senior managers to use resources, funds and valuable time to address this problem. Another problem is caused by the continuing sensitivity about mental health issues, particularly within the workplace. Many employees do not reveal the damage being done by difficult situations that generate workplace stress until it’s too late.

Here are three strategies to consider to proactively address employee workplace stress before it becomes a problem:

  1. Use online tools because they are anonymous & revealing
  2. Train managers to identify stress-related problem areas in your business and direct appropriate resources
  3. Encourage employees to take responsibility for their own physical and mental wellbeing

1) Online Tools For Workplace Stress Management

A number of organizations are working with the British program designed by PruHealth. The English company has developed online tools, packaged as the Vitality mental wellbeing suite, that can assess employee stress, psychological wellbeing, resilience and social support. Support is then offered through a Living Life online life skills course that uses cognitive behavioral therapy (CBT) and consists of modules, worksheets and e-books. In the United States, the Mayo Clinic and the Cleveland Clinic also have excellent online wellness programs.

2) Train Managers To Identify Potential Problem Areas

Managers are often not given any training to identify stress. Training involves giving managers the courage to have initial conversations with staff suffering with stress. Employers should identify particular problem areas of their business and direct their resources accordingly. Assess the challenging areas of your business and compile the difficulties in a document. Such an accounting can help in the targeting of potential problem areas.

3) Encourage Employees To Take Responsibility

In order to fully address the issue of stress in the workplace, employers need to encourage employees to take responsibility for their own health, both physical and mental.  It is surprising how promoting a walking group where employees enjoy an extended lunch break once a week can increase productivity and improve morale. Employees need to understand that employers support their efforts to promote wellness and engage in positive activities.

Pontrelli, Timour & Associates believes in helping our client companies address workplace issues at the outset in order to ensure they do not become problems. By addressing the issue of stress in the workplace, you can avoid a loss in productivity and profitability down the line. To learn more how PT Benefits can help you, please call 626-795-4138 for a free consultation.

5 Strategies To Optimize The Employee Benefit Enrollment Experience

Rate Your Employee Benefit Enrollment Experience

As respected employee benefits & insurance brokers in Pasadena, Pontrelli, Timour & Associates believe in helping our client companies optimize the employee benefit enrollment experience. With all of the changes brought on by the Affordable Care Act, it is important to avoid confusion and unneeded difficulties in the workplace. By making the enrollment experience as smooth as possible, company morale can be noticeably improved. The key to success is providing quality enrollment tools and support.

What is significant about this opportunity is the simple historical reality that as many as one-third of employees tune out during this important annual event. In fact, only 42% of employers – a minority – are very satisfied with their level of engagement. These are some of the findings from MetLife’s 11thAnnual Employee Benefits Trends Study. Such findings can be used to help improve the employee benefit enrollment experience.

Rolling Over No Longer A Viable Option

Employees can no longer simply roll-over the previous year’s selections, and they should not really be doing this in the first place. If they do, they often miss out on new coverage options. PT Benefits believes that by offering a wide range of benefits options that fit the needs of your employees, you can strengthen enrollment and engagement across the board.

Optimize Employee Benefit Enrollment

An analysis of the MetLife study suggests four strategies that help to drive benefits participation, raising employee engagement.

4 Strategies That Can Help

1. An Experience Upgrade:

50% of employees responding to the MetLife study said they appreciate online decision-support tools that help prioritize their needs. By providing such tools, you can upgrade the employee benefit enrollment experience. Such tools improve the ability of employees to understand how benefits decisions affect their paycheck. In addition, 7Personalized 4% of employees would value personalized benefits information focused on their age group.

2. A Straightforward Process:

In this hectic day and age, most employees have little patience for complexity when it comes to enrollment. MetLife’s study found that only 58% of respondents described their enrollment process as simple. By reducing and removing complexity from the process, PT Benefits gives our client companies the ability to help their employees make the right choices.

3. Easy Online Benefits Selection:

employee benefit enrollment

Online Tools For Employee Benefit Enrollment

50% of employees prefer online enrollment, but it’s only offered to 35% of the employees surveyed. Both greater satisfaction and engagement are associated with online enrollment. Expectations for an easy online experience are running high among employees who are used to shopping online. PT Benefits can turn this request into a reality for your employees.

4. A Feedback Mechanism:

By asking for employee feedback, it both gets employees involved while creating a sense of ownership of the process. 42% of employees who are engaged in annual enrollment report that their employer obtains their opinion and feedback. By having the input of your employees, you can improve the process and discover any problems that you might have missed.

The experienced management team at Pontrelli, Timour & Associates recognize that nothing makes the changes of the Affordable Care Act easy to handle for either employers or employees. Nevertheless, if an employer can improve the employee benefit enrollment experience, it will be a step in the right direction. If you want to know more about turning these strategies into realities, contact PT Benefits by calling 626-795-4138 for help.

 

 

 

Three Key Points For High Growth Companies To Consider About Employee Benefits Programs

As insurance brokers working with group benefit programs , Pontrelli, Timour & Associates understands the challenges facing high growth companies. If you are an owner or partner in a high growth company, you most likely experience change and the resulting business evolution on a regular basis. From expanding into new markets and developing your product lines and service offerings to finding the right talent and renovating office space, you have learned that to grow is to change. Without question, PPACA will present a new healthcare challenge for high growth companies in California.

ACA Challenges for High Growth Companies

high growth companies

High Growth Companies & ACA

Given the major changes in the past year with healthcare reform and the Affordable Care Act, the same evolution is true for a growing company’s  employee benefits strategy. Well before your company hits 50 full-time employees or equivalents, you need to be ready to act. The mandate was only delayed for one year.  Once you reach 50 employees, there are responsibilities that you will need to think through in order to help ensure the success of your company. With PT Benefits, you access insurance brokers that have both the skill set and expertise to work with your company as a growing firm.

As a full-service benefits program provider, we offer a host of services beyond just renewal numbers once a year. Given the complexities of the Affordable Care Act, we have become strategic advisors and business consultants for our clients. If you are a growing company and you are looking for an effective insurance broker, below are three key points you should take into consideration.

Three Key Points For High Growth Companies

Pontrelli, Timour & Associates recommends that you make sure you’re Employee Benefits Advisor can:

  1.  Provide Updates on ACA Compliance and Health Care Reform and Laws:  An advisor should provide consistent updates on regulations such as ERISA, HIPAA, FMLA as well as guidance on health care reform and Affordable Care Act Compliance.
  2. Develop an Employee Benefits Plan Built for the Future:  Are you planning to continue to grow and expand your business? If this is the case, do you have a plan in place? A Benefits Advisor should be able to help you develop a more strategic employee benefits plan that aims to achieve the goals of your organization in terms of growth and expansion.
  3. Help Establish an Employee Wellness Program: Consider implementing an employee wellness program to help reduce health care consumption at your organization.  A good wellness strategy can impact the bottom line by keeping your employees happy and working effectively. Nothing beats good health.

PT Benefits understands the growing pains of a successful company and it  can be stressful. By partnering with an experienced benefits advisor and insurance broker, you can both help ease some of that transitional pain while also being more prepared for the future growth of your firm. To learn more about how we can help smooth the growing pains for your successful business, please call PT Benefits at 626-795-4138.

8 Affordable Care Act Predictions For 2014

When it comes to making expert predictions about the wide range effects of the Affordable Care Act in 2014, Pontrelli, Timour & Associates have the expertise needed to be right on target. As an employee benefits and insurance agency working with small to mid-sized businesses for over a decade in Pasadena, the principals at the agency have the knowledge to provide quality prognostications. The following 8 predictions are based on a balance of factual data combined with the insight of long-term experience.

8 Affordable Care Act Predictions For 2014

  1. Since the majority of carriers shifted the renewal dates of their clients to December 1, most business owners don’t have to take any direct action until then. As a result, the true brunt of the Affordable Care Act’s business fallout will hit hardest in the 4th quarter.
  2.  The biggest initial problems will be with individual solo policies as rates go up the benefits are reduced. The result is going to be a lot of angry people shaking their fists at healthcare reform and wondering why they ever wanted it in the first place.
  3.  Many uninformed business owners without an actual understanding of the laws will try to avoid the 50 employee mark of the Employer Mandate by shifting full-time employees to part-time. Such a shift is illegal, doesn’t work as an avoidance strategy because part-time employees are included in the Employer Mandate equation, and will result in many stories about the IRS and other government agencies cracking down on small business owners across the country for this violation.
  4. On account of the customercentric approach of PT Benefits, almost 100% of our clients early renewed and moved to December. In contrast, how many small to mid-sized companies with the huge corporate providers fell through the cracks of poor customer service. The immediate result when they have to renew early will be the tough initial options on account of a lack of concrete rate information. Anger over this outcome will result in a bevy of local negative ACA news stories in the first to second quarter of the year.
  5. affordable care act predictions

    Affordable Care Act Predictions

    Any employee or group that had a high deductible catastrophic PPO plan will most likely be paying double come their renewal in 2014. An example is a small restaurant owned by an older lady with such a plan. Her rate will double in terms of the costs because of the minimal coverage and deductible thresholds. In addition, the new extensive requirements for pediatric dental and vision, maternity, expanded non-institutional mental health benefits, contraceptives, breast pumps, lactate consultants, and the list goes on and on. Each state threw in their benefit requirements on top of the federal requirements, resulting in plans that simply cover so much more than is truly needed. Both the business owners and the employee are being hurt because the rates are skyrocketing. As a result, this woman’s rate at her restaurant will more than double because of these new requirements, perhaps even causing her to go out of business after years of serving food to her community.

  6.  The biggest losers in the financial chaos that is being wrought by the Affordable Care Act will be lower middle class to middle class Americans, the vast majority of the country stuck in the center. Healthcare reform really only affects high middle class to wealthy Americans as business owners, and most of them will be able to adapt. The bottom rung of the ladder – the homeless and the destitute – theoretically will be helped. But the middle will be hurt and hurt bad in 2014. And this middle is the heart of America.
  7.  Technology in the industry of benefits administration and insurance brokers traditionally has been very poor. In 2014, this is going to start to shift as a result of ACA and the need for more interactive websites to explain and evaluate the changes for existing clients and potential new clients. Mobile technology will be on the rise as well.
  8. Overall, the Great Panic Debate of 2013 will shift into more realistic discussions about how to be sustainable in 2014. How are insurance brokers going to make the changes work for their clients beyond the initial stage of denial. This is why the insurance brokerage team at Pontrelli, Timour & Associates is focused on finding the best possible ways to optimize the Affordable Care Act options and possibilities for all of our clients.

Help With The Affordable Care Act

If these Affordable Care Act predictions scare you, you are not alone. The perspective of the government on the Affordable Care Act is not the perspective of insurance professionals. If you are worried about how the Affordable Care Act will affect your business and your employees, please contact PT Benefits by calling 626-795-4138 for insurance solutions.

Raphy Timour Of PT Benefits Speaks For Business Owners In Pasadena Now Article On The Affordable Care Act (ACA)

As a co-founder of Pontrelli, Timour & Associates and a respected expert on the Affordable Care Act, Raphy Timour was interviewed by Pasadena Now about how ACA is affecting small to mid-sized business owners and their employees across Pasadena. Since so many business owners are trapped in the maze of the healthcare requirements, mandates and restrictions, Raphy Timour is stepping up to be the voice of the small to mid-sized business owner in trouble. The problem with the Affordable Care Act is that the good man in the middle is being squeezed once again. It is both a honor and an opportunity for Pasadena Now to give Raphy Timour a platform from which to help educate business owners who truly need help and support

A Voice Speaking For The ACA Embattled Business

In the Pasadena Now article, Raphy Timour describes the difficulties faced by one of the clients of PT Benefits:

aca, pasadena now

ACA Going Off The Rails

“We do the benefits for a small local restaurant and the owner is a woman in her early 60’s. She chose not to early renew. Over the years, to help offset the rising cost of healthcare, she moved to a higher deductible PPO plan. Although the out-of-pocket costs were greater, she chose to pay less each month in premiums. Her group benefits plan renews in March 2014 and her individual rate is going from $532 a month to $925 a month! Yes, her benefits are more extensive, but nowhere near justifying a 74% increase over last year. Why should a woman in her 60’s with adult children be required to have a plan that covers maternity and pediatric dental and vision?”

Why should business owners be penalized who actually have been doing the right thing for years? Why should they be hurt just so others can be helped? Does it seem fair that so many small to mid-sized business owners across not only Pasadena and Southern California, but across the entire country are being slammed so hard or are going to be slammed so hard in their pocketbooks by the Affordable Care Act? Why is Affordable even in the name of the act if the actual results turn out to be the exact opposite of this word – more expensive and more costly?

A Voice Needed Come ACA December Renewals

Since most business clients early renewed, they won’t be facing the real financial challenges of the Affordable Care Act until December. Come December, however, Raphy warns in the Pasadena Now article that “The fourth quarter is going to be a real wake-up call for most employers. There are going to be a lot of shocked and surprised people.” The goal of Pontrelli, Timour & Associates is to help our clients make this tough transition as easily as possible while raising awareness of these challenges in our community in general. To learn more about how ACA might affect your business, please call 626-795-4138 to reach Pontrelli, Timour & Associates and get the help your company truly needs.