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Upcoming Compliance Deadlines - May 2016

Please refer to the chart below for a reminder of important compliance deadlines that fall in the second quarter and early third quarter of the year.

Requirement Brief DescriptionDeadline
6055 filing to the IRS Required of all employer-sponsored health plans, regardless of group size, that provide Minimum Essential Coverage

 

Coverage information on all members covered for at least one day of the calendar year must be reported to the IRS to enforce the individual mandate 

May 31, 2016, if filing on paper*

 

June 30, 2016, if filing electronically*

6056 filing to the IRS

Required of all Applicable Large Employers (ALEs) who employ 50 or more FTEs and must comply with the employer mandate

 

Offer of coverage information must be reported to the IRS on all full-time employees who work 30 or more hours per week (or 130 hours per month) for at least one full month of the calendar year to enforce the employer mandate   

May 31, 2016, if filing on paper*

 

June 30, 2016, if filing electronically*

PCORI Fee

Applies to all plans with plan years ending on after September 30, 2012, and before October 1, 2019.

 

The amount of the assessment for plan years ending on or after October 1, 2015, and before October 1. 2016, is $2.17 multiplied by the average number of covered lives. This is an increase from the previous amount of $2.08 for plan years ending on or after October 1, 2014, and before October 1, 2015. Please click here to read more.

July 31, 2016

*Please note, these deadlines apply for the 2015 calendar year reporting only.
 
If you haven’t already done so, we invite you to check out our Self-Funded Health Plan Compliance Calendar to assist you in keeping track of important compliance deadlines throughout the year. 
 
If you have any questions or need to request a report to provide you with member data to assist with your PCORI or 6055 reporting obligations, please contact your Client Solutions team.


Compliance Corner is being provided as an informational tool. It is recommended that plans consult with their own experts or counsel to review all applicable federal and state legal requirements that may apply to their group health plan. By providing this publication and any attachments, Meritain Health is not exercising discretionary authority over the plan and is not assuming a plan fiduciary role, nor is Meritain Health providing legal advice.