1. DBE Supportive Services Presents AFFORDABLE HEATHCARE January 21, 2015

2. MH Miles Company, CPA, PC (MHM) –Niche Certified Public Accounting Firm –Headquartered in Decatur, GA –Offices ~ Illinois, Virginia, and Washington DC –Certified Disadvantaged Business Enterprise DBE Supportive Services Consultant

3. DBE Supportive Services (DBE SS) Team Cherese Myree, Contract Administrator Carol Phelps, DBE Supportive Services Project Director Anthony Miles, DBE Supportive Services Project Administrator

4. Available Supportive Services Financial Management Construction Management Legal Services Business Development Training

5. DBE SS Help Desk Location & Hours On-Site office: Georgia Dept of Transportation DBE/External Program Office –7thFloor 600 West Peachtree Street, NW Atlanta, Georgia 30308 Office hours: Monday –Wednesday 8am -5pm

6. DBE SS Contact Information Anthony Miles amiles@mhm-cpa.comamiles@mhm-cpa.com (404) 631-1273 (HELP DESK) Carol Phelps cphelps@mhm-cpa.comcphelps@mhm-cpa.com (404) 633-4555 www.mhm-cpa.com

7. Help Us Help You Complete & Submit Event Survey Complete/Update DBE Assessment Keep Us Informed

8. The Scope and Impact of Health Care Reform

9. Coverage mandates Major market reforms Disclosures and communications Public health insurance marketplace Employer decisions – pay or play Session Overview

10. Coverage Mandates Individual mandate Individuals will be required to obtain qualified health insurance coverage. Employer mandate Employers will be required to offer their employees qualified health insurance coverage. Exempt employers Employers with fewer than 50 full-time equivalent (FTE) employees will be exempt from the coverage mandate.

11. The greater of a dollar amount or percent of income In 2014 – $95 or 1% In 2016 – $695 or 2.5% Penalties for Individuals

12. Employers with 50 or more full-time equivalent (FTE) employees who do not provide coverage Penalties for Employers $2,000 per full-time employee, minus the first 30 employees

13. Employers with 50 or more FTE employees who offer unaffordable coverage $3,000 per each employee who receives subsidized coverage through the public marketplace Penalties for Employers

14. Reforms Beginning January 2014 No pre-existing conditions Guaranteed issue policies; no medical underwriting Adjusted Community Rating Maximum deductible limits Essential Health Benefits (EHB)

15. 1.Ambulatory patient services 2.Emergency services 3.Hospitalization 4.Maternity and newborn care 5.Mental health and substance use disorder services, including behavioral health treatment 6.Prescription drugs 7.Rehabilitative services and devices 8.Laboratory services 9.Preventive and wellness services; chronic disease management 10.Pediatric services, including oral and vision care

16. Disclosures & Communications Notifications employers must provide: Notice of public health insurance marketplaces W-2 reporting requirement Summary of Benefits and Coverage (SBC)

17. Health Insurance Marketplaces Online Markets for Health Insurance Two online marketplaces: individual and SHOP State or federally owned and managed 4 defined plan levels, with mandated components Individual subsidies – income below 400% of poverty level Small Business Tax Credits – fewer than 25 employees Voluntary products not allowed

18. Roles in the Marketplace Qualifications for agents, brokers, Navigators and Assisters Agents and brokers must be certified to assist individuals in shopping in the marketplace Navigators and In-Person Assisters are contracted and trained by the public marketplaces.

19. Qualified Insurance Plans Plan LevelActuarial ValueDescription Bronze 60% Actuarial value equals the total value of health care expenses paid by the plan, ranging from 60% to 90%. Silver 70% Gold 80% Actuarial values may be achieved by varying the level of cost-sharing across deductibles, co-payments and specific benefit offerings. Platinum 90% Catastrophic Limited to individuals under age 30 or in a defined financial hardship category

20. Pay or Play Penalty payments to government vs. employer-paid premiums Salary increases if benefits are dropped Possible reduced productivity from poor employee health and increased stress Increased turnover Decreased morale from employee pay cut if coverage is dropped Increased taxation on employees if substitute higher wages for insurance coverage Better employee health, morale, loyalty, productivity Enhanced ability to attract and retain talented workers Pay vs. Play: Direct Costs Pay: Indirect Costs Play: Indirect Benefits

21. Play – Employer Options Coverage Alternatives Retain current, compliant plan Revise current, non-compliant plan Explore other cost-containment options Consider part-time vs. full-time status Review full-time to part-time employee ratio – hiring and scheduling May need to modify plans to comply with cost-sharing provisions Consider employee perspective of increased contributions vs. paying through the marketplace Eligibility Rules and Workforce Planning Employee Contributions Balance: costs, business goals, taxes and penalties

22. Provide traditional coverage Go to public SHOP marketplace Send employees to public marketplace Go to private exchange marketplace Employer Scenarios

23. Employer Confusion 68% of employers say the main barrier to implementing health care reform: Complexity or lack of understanding the law’s details Health Care Reform—Challenges and Strategies, 2013 SHRM Survey, June 14, 2013

24. Employee Confusion 51% of the public says they don’t have enough information about the law to know how it will impact them and their families. Kaiser Health Tracking Poll: September 2013

25. Help you understand your available options and guide you as you make your decisions. Communicate all benefit changes to your employees. Prepare them for the health insurance marketplace, if need be. Provide the added financial protection of voluntary benefits. Let Us Help We can:

26. We’ll Keep You Posted on Health Care Reform Learn more: See our Guide to Health Care Reform brochure Review the federal guidance – www.healthcare.gov www.healthcare.gov Review information on the Henry J. Kaiser Family Foundation’s Health Care Reform Source website – www.kff.orgwww.kff.org Visit our health care reform educational website – http://connect.coloniallife.com/health-care-reform/ http://connect.coloniallife.com/health-care-reform/

27. © 2013 Colonial Life & Accident Insurance Company Colonial Life products are underwritten by Colonial Life & Accident Insurance Company, for which Colonial Life is the marketing brand. 11-13 NS-13300