Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
SHRM Poll: Growing number deciding not to drop health-care coverage for employees
– While most organizations are not waiting for a repeal of health-care reform, many are looking for further guidance on specific provisions of the law before making decisions on their benefits plans, a new poll by the Society for Human Resource Management (SHRM) found.
In the third of a series of polls about the implications of health-care reform on employers and employees, SHRM found that almost half of organizations — 48 percent — were waiting for regulatory guidance or information before making decisions on changes to their health-care plans.
At the same time, about two-thirds of organizations were not waiting to see if specific provisions of the law are repealed and three-quarters were not waiting for repeal of the entire law before making decisions about their plans.
“A majority of organizations are not counting on repeal. They are seeking guidance and moving forward to make sure they comply with the law,” said Mark Schmit, SHRM’s director of research. “This is the smart approach because a health-care plan design affects the entire organization.”
Health-care reform will be among issues examined by HR experts at SHRM’s
Employment Law and Legislative Conference March 14-16 in Washington, D.C., with the educational sessions
“Employers and Health-Care Reform Lessons Learned in Massachusetts” and “Health-Care Reform One Year Later.”
“Health Care Reform — Where are Organizations in the Decision-Making Process?,” which was conducted in late December, showed a growing number of organizations deciding not to drop health-care coverage. Slightly more than one-half of organizations — 51 percent — said they were not dropping coverage for employees as a result of reform — an increase from the 46 percent reported in SHRM’s first health-care reform poll in June.
Almost one-third of organizations — 27 percent — were still conducting or planned to conduct an analysis to determine whether to continue offering health-care coverage or to drop coverage and pay opt-out fees.
Organizations with self-insured plans were more likely to already have conducted an analysis of the impact of the legislation and decided not to drop health-care coverage for their employees, the national poll of randomly selected SHRM members found.
Provisions of the landmark health-care reform law go into effect between now and 2018. When asked about specific provisions of the law, from 27 to 65 percent of organizations reported no barriers to putting them into place.
However, the cost for organizations of adding benefits for adult children up to age 26 was cited as a barrier for 54 percent of respondents, and the employee out-of-pocket cost was cited by 34 percent of organizations as a barrier for excluding over-the-counter medications from flexible spending accounts. Thirty-nine percent cited the cost to the organization as a barrier to implementing the tax form 1099 requirement for vendor transactions above $600, a provision targeted for repeal by Congress and the Obama administration.
More human-resource professionals — 62 percent — reported being comfortable with their knowledge of the complex health-care reform law that was passed in March 2010. That’s an increase from 48 percent in June.
For more information on poll findings, visit
www.shrm.org/surveys. Follow SHRM research on Twitter at
http://twitter.com/SHRM_Research and SHRM Media Relations at
For more information about the poll or attending SHRM’s Employment Law and Legislative Conference, contact Kate Kennedy of SHRM Media Relations at 703-535-6260 and
email@example.com or Julie Malveaux at
firstname.lastname@example.org and 703-535-6273.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 3,200 companies