Changes

Most of the harms mandates of the ACA are passed onto larger companies - firms with larger than 100 50 FTE (full time equivalent employees) - but many of these larger corporations also already offer health insurance coverage for their employees. However, companies between 50 and 100 FTE, which are still required by the ACA to offer health insurance coverage to their employees, are implicated affected in a slightly more complex complicated way.

Despite all of the backlash the Patient Protection and Affordable Care Act, or Obamacare, has received for its perceived potential destruction on small businesses, for the most part, small businesses with under 50 full time employees are not greatly devastated by the Act. In fact, companies with fewer than 50 employees, which make up a large portion of small businesses, are not penalized at all for not providing health care to their employees. Thus, if employers with less fewer than 50 FTE find themselves unable or unwilling to accommodate the rising costs of health care, they can simply opt out of providing employee-sponsored health insurance. Those who do decide to provide employer-sponsored health insurance will have to deal with the issue of rising premiums and other slightly increased regulations, as a result of the comprehensive and affordable minimum coverage plan quality accepted by the ACA.

Although small businesses with fewer than 50 employees do are not run mandated by the risk of paying the employer mandate ACA for not providing to provide health care insurance to its employees, there are some additional regulations and provisions associated with the ACA that increase the cost of providing and receiving health care (for those firms that do choose to do so). : *Employers are required to must provide their employees with a Summary of Benefits and Coverage Disclosure Rules (SBC’s), a standard form that essentially explains to employees what their plan entails (noncompliance may result in a further penalty). Additionally, the *ACA institutes a cap on the maximum contribution an employee can make toward a flexible spending arrangement ($2500), *increases Medicare withholdings on employees with wages over $200,000 and $250,000 for married joint filers, and *assesses net investment income for Medicare (taxable capital gains, dividends, rents, royalties, and interests) for single filers with a Modified Adjusted Gross Income of $200,000 for a single filer (and $250,000 for married joint filers). The ACA also *institutes a 90-day maximum waiting period for employees to provide health care coverage employees who are eligible, as well as penalties for surpassing the 90-day period. The ACA *incentivizes employers, using inducements, such as as subsidies on health insurance plans, to offer Workplace Wellness Programs that satisfy the federally accepted requirements. * For employers that sponsor self-insured plans, there is another required information reporting that is separate from the information reporting required for employers with more than 50 FTE [https://www.sba.gov/content/employers-with-up-to-50-employees].