Hickock Boardman Benefits

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Information for All Employers

Reform or no reform, healthcare is complicated. At Hickok & Boardman HR Intelligence, we have always recognized the complexity of healthcare and have consistently made it our priority to expertly assist you in understanding its many intricacies. Below you will find a wealth of resources that we have compiled for the express purpose of making the healthcare process easier for you to navigate.

Available Documents

  • This document contains information on compliance issues employers are facing during this unprecedented time. It goes through some action steps, as well as containing links to information resources. 


  • This document contains information on new coronavirus relief laws as well as actions steps employers should familiarize themselves with. 

  • As things are constantly changing with COVID-19, it is more important than ever to stay up to date on the most current developments.  This document contains resources to help keep you informed during this time.  Stay healthy during this time! 

  • Why is it important to know if you are a member of a control group? Because if you are a member of a control group, you could become an Applicable Large Employer (ALE) and be subject to the Employer Shared Responsibilities requirements under the ACA.

  • As private exchanges get more and more media attention, our firm determined that Vermont employers needed clear information to understand what private exchanges are, and aren’t, and how they’re coupled with a defined contribution strategy.  Understanding Defined Contribution and Private Health Exchange Solutions:  What Employers Need to Know is a whitepaper by H&B HRI Principal Bob Crews and serves as a primer for employers to educate themselves on the topic and to begin developing strategies for this emerging trend.

Overview Information

  • The Affordable Care Act (ACA) includes numerous reforms affecting the health coverage that employers provide to their employees. Many of these reforms apply to all group health plans, regardless of their method of funding. Plans that have grandfathered status under the ACA, however, are not required to comply with select ACA requirements. In addition, self-insured plans are exempt from certain ACA requirements.

  • Employer shared responsibility mandate and related penalties for not offering coverage. Does this apply to you?

  • The ACA provides basic eligibility criteria for individuals to enroll in “qualified health plans” (QHPs) through the Exchanges. The Centers for Medicare & Medicaid Services (CMS) has issued Exchange enrollment guidance for Medicare beneficiaries, which provides that Medicare beneficiaries are ineligible for coverage through the Exchanges’ individual market.

  • The Affordable Care Act (ACA) has made significant changes to the U.S. health care system and created many new rules for employers and insurance carriers since its enactment in 2010. The ACA’s health care reforms, which are primarily focused on reducing the uninsured population and decreasing health care costs, have been (and continue to be) implemented over several years.

  • The Affordable Care Act (ACA) imposes different requirements on employers based on whether they qualify as a "large" employer or a "small" employer. However, the healthcare reform law doesn't use a consistent definition for these terms. This Legislative Brief outlines the differences that apply to key provisions of the ACA.

  • On Friday, September 13, 2013, the IRS released Notice 2013-54 and the DOL issued Technical Release 2013-03 in substantially identical form. This guidance, which is generally effective January 1, 2014, provides much needed clarification on the application of certain provisions of the ACA (annual limits and preventive care) to account-based plans such as HRAs and FSAs, and other types of arrangements that reimburse premiums (referred to in the guidance as “Employer Payment Plans”).

Employee Communications

Implementation and Checklists

Notices and Reporting Requirements

  • The ACA requires plans and issuers to keep the SBC up to date by giving at least 60 days’ advance notice of changes to information reflected in the SBC. The changes that must be disclosed are material modifications in plan terms or coverage that would affect the content of the SBC and are not reflected in the most recent SBC.