Thursday, February 20, 2014

Obama administration delays employer mandate, yet again.

     Are small employers celebrating the latest delay in employer mandate? Should they? In this article the authors report a lukewarm response to the latest delay in the ACA’S employer insurance requirement. The government announced on February 10, 2014 that the requirement for small businesses be delayed, until 2016. The small businesses here, by definition, are the ones that employ anywhere between 50 to 99 employees. The authors point out that some small employers have already taken cognizant steps to comply with the requirements of the new employer mandate of the ACA. They have either: provided health insurance to their employees or cut down on the number of employees to avoid paying for penalties. Therefore, the delay doesn’t mean much to them as they have already planned for the ultimate inactment of the mandate.

     As the insurance premiums became more expensive over the years, some employers are now forced to consider the option of paying a penalty (2000 dollars per employee) rather than buying insurance; thus saving money. This is where the fallacy of the act lies; it does not guarantee coverage to the employees. Although such a practice may hurt employers in long run because the penalties may be higher in coming years, as of now it makes fiscal sense. The Obama administration states that the recent delay will provide ample time to the small employers to decide what plans they want to offer to employees (high deductible or high premium). The employers feel a need to educate themselves, and discuss the options with the employees to come to a decision. True. But many feel that the delay doesn’t mean much. The focus on small employers is not undeserved; according to the statistics small businesses make up 99.7 percent of U.S. employer firms. Even though the ACA is helping the small employers in many ways, the adverse effects of the affordable care act are very real for some businesses. For instance, UPS cut down on insurance coverage to spouses of the employees.

      Whether the latest delay is to give employers ample time to prepare for the future, or merely for postponement of such adverse effects till next big elections; is unclear. Digging deep into the policies and regulations, it is evident that the ACA has many provisions for small businesses. For instance, small businesses with 25 Full time equivalent employees (FTE’s) or fewer, with average wages below $50,000/year, can get tax credits to help save for employee premiums. Not only that, but businesses with over 50 FTEs are exempt from the fee on first 30 FTEs - decreasing the negative effect the law could have on businesses who narrowly qualify as a large firm. The rising discontents of the conservative political class can be mitigated, by the fact that - the law, as it is, will upset less than 0.2 % of small businesses (96% of all businesses or 5.8 million out of 6 million total firms have under 50 employees). It is out in the open: from humble startups to the largest corporations, employers have countless new rules and regulations to keep track of. And in some cases, there are new costs too. How this will play out in the biggest capitalistic economy of the world remains to be seen.


Tuesday, February 4, 2014

ACA and Women's Salaries.

Show me the money, honey.

In this recent New York Times article, Casey B. Mulligan draws our attention to the intended/unintended consequences of the employer mandate, of Affordable Care Act (ACA, on labor market. The article discusses, in particular, how salaries of female labor force will be affected under the new act. It has been observed that employers are trying to cut down on the number of full time employees to avoid paying for their health insurance; therefore, escape the penalty imposed by the government under the ACA. According to the federal law, part time employees can work up to a maximum of 29 hours to continue to be considered part time. There is a strong likelihood of employers cutting down the hours of employees to 29 hours; they are more likely to shave off extra hours from the workers who are already working close to 29 hours. Casey states: because of this, women are the target of such unintended labor force cuts. Women working as full time employees often work fewer hours (almost twice as likely as men) and devote rest of the time taking care of their families. This type of arrangement, which works very well for a many families, is now under threat. Naturally, working fewer hours means less pay. Now, working fewer hours may also mean fewer benefits. Even though, ACA did not invent part-time work regulations, but it may be encouraging small employers to use it in an unwise manner only to comply with the ACA, and thus it may be increasing the gap between salaries of two genders.

Granting that ACA has multiple provisions for women (free preventive care, outlawing gender rating, maternity coverage, and no co pays for certain preventative services e.g. gestational diabetes etc.), the author takes a deep dive into facts and analyses patterns that will emerge in the labor market because of the ACA. It’s a well-known social phenomenon that the part-time work is a female domain. Choosing family over work, perforce results in career breaks and acceptance of more part time work for women. Such a practice ties them down to gender roles (which are far more difficult to fight), further hurting career development. It is a vicious circle. It does not need a rocket scientist to figure out why women are at a greater risk for old age poverty. Although, choosing part time work is detrimental to anybody’s career (not just women), it is precious for economies. In rapidly aging populations, higher female labor force participation helps mitigate the impact of shrinking workforce, and therefore continues to contribute to macroeconomic gains.

Rebuttal to this argument is that, with the economic growth reviving back to pre-recession rates, employers will soon be faced with a dilemma of: either cutting back on full time workers and therefore hiring new part time employees (which could be more expensive), or to just convert part time workers to full time and pay for their benefits. The decision will depend on cost benefit analysis by individual employer. If the economy picks up, then ACA may well be a tool to empower part time workers, hence women. But if it doesn’t then this type of forecasting begs the question: should health care coverage be divorced from employment status? It would be wise to pose a larger question: in light of these facts, shouldn’t there be policies around safeguarding female labor force participation? Solutions to the current problem are not clear but what is clear is that ACA affects almost every aspect of the healthcare industry. It will also cause ripple effects in other industries and the macro economy for years to come.