HRM and the Affordable Care Act
In 2010, the US Congress passed and President Obama signed into law the Patient Protection and Affordable Care Act (ACA). Since its passage, the act has withstood challenges to its constitutionality, and the majority of the law remains intact. The law requires “large employers” to offer “affordable” and “adequate” insurance coverage to their “full-time employees” as defined by the act, or, under the “play-or-pay” provisions, to pay a penalty.
In a minimum of 200 words, post to the Discussion Area your responses to the following:
Has the ACA affected large employers and full-time, part-time, and temporary employees more positively or negatively? Why?
What are the potential pitfalls for organizations trying to comply with the law?
Is it good or bad that the Internal Revenue Service and the Department of Labor play a role in the enforcement of this law? Why?
Considering how the law affects healthcare organizations as employers and as healthcare providers, what is the best way for HRM in healthcare organizations to address the issues arising from the law?
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