Ohio Coverage for Interns under the Affordable Care Act
Description
How to fill out Coverage For Interns Under The Affordable Care Act?
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FAQ
The Patient Protection and Affordable Care Act (ACA) was passed by a Democratic Congress and signed into law by a Democratic president in 2010. Republican congressmen, governors, and Republican candidates have consistently opposed the ACA and have vowed to repeal it.
Who must comply with the ACA? The ACA applies to applicable large employers (ALEs), which are businesses that had 50 or more full-time and full-time equivalent (FTE) employees on average during the previous year.
You'll find the following protections for patients in the ACA California: Everyone in California has access to health insurance. Pre-existing health conditions cannot deny anyone health coverage or extra charges. Children can be listed on their parent's health plan until they are 26 years of age.
The ACA guarantees that consumers with pre-existing conditions can apply for and purchase health insurance if they're otherwise eligible. Consumers may generally renew an existing policy regardless of their health status.
The Affordable Care Act (ACA) is a comprehensive reform law, enacted in 2010, that increases health insurance coverage for the uninsured and implements reforms to the health insurance market. This includes many provisions that are consistent with AMA policy and holds the potential for a better health care system.
Some employers choose to offer temps and interns only medical coverage. The ACA employer mandate does not require an offer of other health benefits (such as dental and vision coverage) to avoid potential penalties.
Interns may be considered covered employees Paid interns working more than 30 hours per week may be considered eligible employees who should receive health coverage insurance. Exceptions may include: Interns employed by a company for fewer than 120 days.
The answer is generally yes, but different conditions must be satisfied depending on whether the intern job classification results in an indirect service requirement. An employer may exclude certain job titles from participating in its 401(k) plan.
