Explore the Gallagher resource library

At Arthur J. Gallagher & Co., we try to learn everything we can about the industries we serve and the risks they may encounter. It’s a commitment that’s embedded in our corporate culture to expanding our expertise, continuing educational development and gathering topical updates to remain ahead of the curve.

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Employer Shared Responsibility Penalty Assessment Toolkit

The Patient Protection and Affordable Care Act requires applicable large employers (“ALEs”) to offer affordable, minimum value coverage to substantially all full-time employees, or to pay penalties. The IRS has begun assessing penalties, referred to as Employer Shared Responsibility Payments (“ESRPs”), on ALEs that failed to offer coverage in accordance with the ESR mandate in 2015. To assist employers in understanding the process associated with receiving a ESRP letter (via Letter 226J) and the possible courses of action that they may take, we have developed an Employer Shared Responsibility Payment Toolkit. The toolkit consists of an article, employer FAQs, a flowchart that provides fundamental information needed to understand and respond to an ESRP letter, as well as, matrices to assist employers in understanding the codes and the transitional relief that was available in 2015 Form 1095-C filings – all of which is essential for employers to evaluate and properly respond to a penalty assessment letter from the IRS.

Tag(s): Compliance Consulting; Compliance Toolkit;

Directions Newsletter - December 2017

Directions newsletter is a monthly publication of the Benefits and HR Consulting practice of Arthur J. Gallagher & Co. The December 2017 issue includes articles about Medicare indexed dollar values for 2018, additional hurricane and wildfires disaster relief for employer’s benefit plans, delays in DOL fiduciary and disability regulations, a telecommuting agreement requirement in France, the 2017 Form 5500, a state law update, and several important reminders.

Tag(s): Directions Newsletter; Compliance Consulting;

Preview of December Compliance Guide: Year in Review

2017 has been a year of surprises, confusion, and about-faces with regard to employer-sponsored benefits. Executive Orders seeking fewer regulations crossed paths with new regulations. Promised guidance continued to remain promised throughout the year. All of these challenges – and many others – impacted employers as they sought to take the correct steps toward compliance. In spite of these challenges, if you are committed to becoming a destination employer, you must keep pace with evolving legislative and regulatory initiatives that may pose risks to meeting cost targets, developing strategic benefits and compensation programs, and attracting and retaining top talent. As a trusted advisor, Gallagher will help you navigate the ever-changing landscape of employee benefits compliance issues. Check out our overview of happenings during 2017 that promise to keep employers on their toes in 2018 and beyond.

Tag(s): Compliance Consulting; Compliance Guide;

2017 Best-in-Class Infographic for Midsize Employers

Employers look to their peers for guidance as they pursue destination-employer status. Explore the best-in-class tactics midsize employers are using to outperform the competition in healthcare cost control and human resource management.

2017 Best-in-Class Infographic for Large Employers

Employers look to their peers for guidance as they pursue destination-employer status. Explore the best-in-class tactics large employers are using to outperform the competition in healthcare cost control and human resource management.

Healthcare Reform FAQs

Are you overwhelmed with all the details of healthcare reform? As regulations are issued, you may need further clarification. Gallagher has compiled an extensive list of frequently asked questions with answers provided by our compliance experts. Sections of the FAQs include Employer Responsibility, Individual Responsibility, Taxes and Subsidies, and Miscellaneous. Updated November 2017.

Tag(s): Healthcare Reform; Health & Welfare;

Directions Newsletter - November 2017

Directions newsletter is a monthly publication of the Benefits and HR Consulting practice of Arthur J. Gallagher & Co. The November 2017 issue includes articles about IRS indexed dollar values for 2018, IRS guidance on QSEHRAs, disaster relief following California wildfires, the withdrawal of one HIPAA regulation, the delay of a DOL regulation, a retirement savings checklist, a state law update, and several important reminders.

Objections Based on Moral Convictions to the Contraceptive Mandate

PPACA requires that group health plans and health insurance issuers offering nongrandfathered group health insurance include coverage of certain specified preventive services without cost sharing, including all Food and Drug Administration (“FDA”) approved contraceptives, sterilization procedures, and patient education and counseling for women with reproductive capacity, as prescribed by a health care provider (the “contraceptive mandate”). However, coverage of some or all contraceptives may conflict with an organization’s moral convictions. To accommodate those employers, the Departments of Labor, Health and Human Services, and Treasury (the “tri-agencies”) issued guidance setting forth some relief from the contraceptive mandate. This article spotlights the most significant PPACA issues raised by the exemption and accommodation process for organizations with objections based upon sincerely held moral convictions to the contraceptive mandate.

Tag(s): Compliance Consulting;

Objections Based on Religious Beliefs to the Contraceptive Mandate

PPACA requires that group health plans and health insurance issuers offering non-grandfathered group health insurance include coverage of certain specified preventive services without cost sharing, including all Food and Drug Administration (“FDA”) approved contraceptives, sterilization procedures, and patient education and counseling for women with reproductive capacity, as prescribed by a health care provider (the “contraceptive mandate”). However, coverage of some or all contraceptives may conflict with an organization’s religious beliefs. To accommodate those employers, the Departments of Labor, Health and Human Services, and Treasury (the “tri-agencies”) issued guidance setting forth some relief from the contraceptive mandate. This article spotlights the most significant PPACA issues raised by the exemption and accommodation process for organizations with objections based upon sincerely held religious beliefs to the contraceptive mandate.

Tag(s): Compliance Consulting;