Patient Protection and Affordable Care Act of 2010 An expansive and complex law that has several provisions that will impact employers in many ways as they are phased in over the next several years, including employers with 50 or more employees who do not offer health insurance plans will pay $2,000 annually per full-time employee; organizations with 200 or more employees will automatically enroll employees in the health insurance plan; health insurance plans cannot include lifetime limits on benefits and exclusions on preexisting conditions; and employers have to provide coverage for dependent children (married or unmarried) until the age of 26. Given the complexity of the PPACA, several governmental agencies—the Internal Revenue Service, the Department of Health and Human Services, the Treasury Department, and the Department of Labor— have been assigned the challenging task of drafting regulations to clarify this law’s many provisions.
The criterion for compliance with EEO and affirmative action can theoretically be reduced to two questions:
a. Does an employment practice have unequal or adverse impact on the groups (race, color, sex, religion, or national origin) covered by the law?
b. Is that practice job-related or otherwise necessary to the organization?
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