Why Accountants Need to Embrace Obamacare

Clients are turning first to their accountants for answers.

Precious few accountants are ready for the Patient Protection and Affordable Care Act.

In this series of quick video Q-and-A’s, Johnny Laurent, vice president and general manager of Sage Employer Solutions, explains what accountants need to know and how to get started and when. This report also includes:

• Five things accounting firms need to do to prepare for Obamacare
• Sage North America’s strategy for delivering Obamacare guidance
• Thomson Reuters survey results showing accountants’ client service opportunities

Laurent is heading up Sage North America’s fall launch of Sage Healthcare Advisory Services, which will provide comprehensive information about Obamacare to customers and their employees. Obamacare, Laurent says, “will affect nearly all of our customers and their employees. While there is a wealth of information available online provided by the U.S. government, healthcare providers and insurance companies, we know our customers don’t have the time to navigate the thousands of pages of legislation on their own.” Sage Healthcare Advisory Services will:

1. Explain the PPACA by boiling down all of the information available to the essentials and making it understandable for customers.

2. Personalize the information for individuals and their businesses by translating it to what it really means for them. It includes “My Workforce Analyzer,” which provides in-depth analysis of how the legislation applies to a particular organization, the consequences and the options.

3. Help business owners take action by guiding them along the way to find the right solutions for their business: health plans, private exchanges, HSAs, HRAs and FSAs.

70% of accountants say their clients are asking for their help Some 24% of U.S. accounting firms say their business clients are not fully aware of the relevant penalties, according to a Thomson Reuters survey. Accountants listed three top problems:

1. Assessing the impact of employer-shared responsibility requirements — determining large employer status, assessing affordability and minimum value of coverage, and estimating possible penalties.

2. Understanding nondiscrimination requirements for employer-provided health insurance plans.

3. Calculating premium-assistance and cost-sharing reduction subsidies to allow individuals to see the subsidy they would receive based on varying income levels, family size, etc.

“The 20,000 pages of legislation outlines new obligations for employer-provided health plans,” Jim Reeves, vice president of medium and large CPA firm markets at Thomson Reuters, said in a news release. “In our survey of CPAs, more than 70 percent said their clients are counting on their guidance on these issues. This creates a significant opportunity for firms that develop expertise to help clients unravel the complex legislation and implement the new requirements. Five things accounting firms and small biz owners need to do to prepare for Obamacare Although the Obama administration has delayed by a year the employer mandate to provide health insurance, businesses still need to prepare. Laurent stresses that these are general guidelines, and it’s always best to consult with your accountant and your attorney to ultimately determine the provisions that will specifically affect your business and how best to proceed. Here are five things small business owners need to do to prepare for Obamacare: 1. Determine eligibility for PPACA.

If you are a small business with fewer than 50 full time or full-time equivalent employees you are not required to provide health care to your employees. If you have fewer than 50 full-time or full-time equivalent employees, and you offer your employees health care coverage, you may be entitled to tax credits.

Also note that if you are considered a large employer because part-time and seasonal employee counts put you over the 50-employee threshold but only have 40 full-time employees, you don’t have to offer coverage to your full-time employees, but you will still be subject to the reporting requirements.

2. If you offer your employees health care coverage, determine if it is eligible for exemption from Affordable Care Act requirements.

There are health plans that will be grandfathered and deemed to be eligible plans under the Affordable Care Act even if they don’t meet current requirements. In order to qualify for the grandfathered exemption, a plan must have been in effect on March 23, 2010. If a plan loses its grandfathered status, it may no longer be exempt from certain requirements under health care rfeorm.

3. Provide required notice of any proposed changes to employees and dependents.

Employers are required to notify employees and dependents of any changes in coverage as a result of the law. Contact your health care insurance carrier or employment law attorney if you have questions regarding these notices.

4. Determine need to report employer-provided health plan coverage on Forms W-2.

If you have filed more than 250 Forms W-2 in the preceding calendar year, you need to report employer-provided health plan coverage on Forms W-2. Employers that have filed fewer than 250 W-2 forms are exempt from this requirement at this time. Be sure to monitor announcements from the IRS about this issue as they will be providing further guidance and giving at least six months’ advance notice of any changes.

5. Be mindful of additional provisions of the law, including:

• Small Business Health Care Tax Credit – The Affordable Care Act provides tax credits for some small businesses that offer health care plans to their employees. Consult with your accountant or your attorney to determine if your company qualifies for the small business health care tax credit.

• Additional Medicare Tax for High Earners – Employers are required to withhold additional Medicare tax on wages or compensation paid to an employee in excess of $200,000 in a calendar year. This provision is applicable for taxable years beginning after December 31, 2012.

In short, make a plan! Many provisions of health care reform are still set to take effect in 2014. It is important for accountants to weigh the costs and benefits in determining the best course of action for their firms and their clients.

Posted on July 31, 2013