Affordable Care Act Solution

"If you can't fly then run, if you can't run then walk, if you can't walk then crawl, but whatever you do you have to keep moving forward." - Martin Luther King

Most traditional carriers who offer plan options will make it difficult to administer and be very expensive. This strategy may lead to insuring only the very s...ick in your employee pool. Premiums may be as high as $800.00 a single for a Bronze level plan. Insuring a smaller percentage of your employees will make you a target for an ERISA audit as well. Remember, just because you offered insurance doesn't mean you are complaint with all other applicable laws. Learn more by registering to our FREE Webinar Now! Click here goo.gl/t1ppIL See more

What your clients and factoring company want to know about your ACA compliance. We are all experiencing the ACA transition with our clients for the first time. There is a lot of confusion about what is required vs what is the best way to comply. Both your clients and your factoring company will be asking you about your strategy. Being able to demonstrate your understanding and your ability to fully comply will be critical for the survival of your company in the days to come. Learn the basics of what you will need. Click here goo.gl/t1ppIL to register for a FREE webinar. Know 5 Epic Facts About Affordable Care Act and Avoid $3000 Penalty Pitfalls - Webinar

Happy New Year!

Pay AND Play. The ACA Employer Mandate is often referred to as "Pay or Play". Meaning you can Pay a non-deductible fine or you can Play and offer Health Insurance as the Feds want you to. Most agree that paying the fine is far worse than complying by offering the required coverage. Tracking software and a voluntary MEC and MVP with no hospitalization may or may not be complying with ACA, but you should be equally worried about ERISA, HIPAA, COBRA and other state laws. Is it possible that you could 100% ACA compliant and still owe thousands of dollars in fines and penalties? The answer is YES. Learn more by registering for the Dec 30th @12pm Webinar. Click here goo.gl/t1ppIL

Question: COBRA needs to be offered to every employee once they leave the company. Answer: COBRA requires continuation coverage to be offered to covered employees, their spouse, and dependent children when group health coverage would otherwise be lost due to certain specific events. You have to notify covered employees and covered spouses of their initial rights under COBRA when they first join the plan.... You have to notify covered persons of their elections rights to continue coverage after a qualifying event occurs You have 30 days to notify the plan administrator (usually the insurance company) The administrator has 14 days after notice from you to notify the person who is entitled to COBRA coverage. You can be subject to finds if you do not inform your employees of proper disclosure notices. See more

Another Happy Client ! What experience stands out that ACA Solution ( Powered by The Corporate Advocate) assisted you with? These guys are constantly there for me, their returning my calls and are very supportive. They are on it! They have been instrumental to all my requests and has never turned me down. - Joel W. - BCRG... Call us now for a 100% complimentary consultation 888 505 8751

"The way to get started is to quit talking and begin doing." - Walt Disney

Know 5 Epic Facts About Affordable Care Act - Webinar Webinar starts shortly at 9am PST. Make sure you are registered. We are near capacity. Go to this link http://goo.gl/t1ppIL and register Now!

Know 5 Epic Facts About Affordable Care Act - Webinar See you tomorrow (Thursday) at 9am PST. Make sure you are registered. We are near capacity. Go to this link http://goo.gl/t1ppIL and register Now!