Section 4980H Transition Relief: A Case Study

In the article “Creating a Criminal”, Michael Kingston targets California voters to argue that the new law, Section 598b of the California Penal Code, is simply a law that discriminates a minority group. In his article, Kingston manifests that the new law simply penalizes Vietnamese-American for their culture of raising dogs or pets for food although there had always been practices in American culture that abuse these same pets; such as, the practice of euthanasia on pets whose owners no longer want them, or even the use of pets for scientific experiences. Indeed, Kingston was successful in arguing that the Section 598b in a racially discriminatory law by appealing to logos, ethos and pathos.

MHSA TERM PAPER Mental Health Services Act (MHSA Prop 63) The Mental Health Services Act is a monumental proposition that has helped many people for more than a decade. In California alone, close to 1.2 million adults and around 422,000 children live with a serious mental illness (State 2010). Without the proper treatment, suicide is the leading cause of death for a person battling an untreated mental illness (State 2010). With over thirteen billion dollars raised so far, MHSA has been the root of funding for mental health in California (Williams 2015). MHSA is still a work in progress. The act is nowhere near perfect, as a recent audit has shown, but it is certainly a step in the right direction.

The topic of end-of-life care may seem daunting and uncomfortable, and yet most individuals do have unique desires and concerns regarding their provision for the future. Providing the opportunity for that communication, the advance directive and POLST forms allow an individual to explicitly state their wishes before the future. Developed to lessen the apprehensions concerning patients undergoing any extensive and unwanted measures to preserve life at any cost, these medical directives lighten the decision-making burden for physicians and families alike and help comply with the patient’s utmost end-of-life wishes.

Monique Suzette Smith Student I.D. 000308573 E-Mail: msmi179@my.wgu.edu Western Governors University LIT1: Task 310.1.5-02, 11, 13 Situation A: In this given situation the Employee’s FMLA right was satisfied when he was granted the leave. The Employee met all requirements to be granted leave because he was with a company that had over 50 employees for over 2 years. The 2 years that customer worked satisfied the requirement of working a total of 12 months before leave can be granted. Also, since the Employee’s leave was for birth care that was a valid reason for asking for the leave.

1. The employer does not offer minimum essential coverage to at least 95% of its full-time employees. The shared responsibility payment will be $2000 per full-time employee less the first 30. Payment will be due on all employees, even if they accepted minimum essential

Monthly payments into health savings accounts, based on their average six-month usage cost, are required by all beneficiaries. Individuals that fall between the 100%-138% FPL are required to make an additional contribution totaling 2% of their income, although, payments can be reduced by following specified healthy behaviors. Regardless of payment status, beneficiaries cannot lose their eligibility or be denied services (“Medicaid Expansion in Michigan”,

Though the United States is known for having the highest quality health care in the world, the American health system has long been plagued with high costs and inefficiency as a result of historical government structuring, perverse incentives, and imperfect information (Faguet 2013, CH 2). These excessive costs have trickled

For 2013, the maximum base amount for computing the Medicare portion of the self-employment tax is $135,000.

The ADA story started quite a while back in urban communities and towns all through the United States when individuals with disabilities started to challenge societal boundaries that prohibited them from their groups, and when parents of children with disabilities started to battle against the rejection and isolation of their kids. It started with the foundation of neighborhood gatherings to advocate for the privileges or rights of individuals with disabilities.

Under the “Compassionate Release” program this would be a good time to deviate from the sentencing guidelines. In short, this is a program would allow individuals how have a terminal medical condition could apply for Medical Probation. This concept was first introduced in the New York State in 1992. Subsequently, those who experience a terminal illness would go threw proses. First, the individual would have to prove the medical contention is debilitating or terminal by a licensed physician. Second, the individual would have to prove they are not a threat to or danger to society if released. Finally, the parole board would have to hold a formal review to look at all of the evidence proving the individual is terminal.

One of the most influential legislations is The Health and Social Care Act 2008 this is to ensure that outcome based practiced is followed. Some examples are care and protection of vulnerable adults, safeguarding and respect and dignity. These outcomes are also covered in Meadows Sands policies and procedures and are governed and enforced by the CQC (Care Quality Commission) the purpose of these is to ensure all residents, families and staff are regardless of age, colour, creed or sexuality should be treated in the same way. This should promote equal opportunities and encourage all to take an active role and responsibility in their own lives and care needs. This gives them a positive outlook on having achievable goals to make changes.

This transition relief also is intended to provide employers, insurers, and other providers of minimum essential coverage time to adapt their health coverage and reporting systems. Both the information reporting [requirements] and the Employer Shared Responsibility Provisions will be fully effective for 2015. In preparation for that, once the information reporting rules have been issued, employers and other reporting entities are encouraged to voluntarily comply with the information reporting provisions for 2014. This transition relief through 2014 for the information reporting [requirements] and Employer Shared Responsibility Provisions has no effect on the effective date or application of other Affordable Care Act provisions (Redhead, 2013).”

Pursuant to sections 1128 and 1156 of the Social Security Act, the OIG has the authority to exclude individuals and entities from Federally funded health care programs, like Medicare and Medicaid. The paramount effect of exclusion is that payment is prohibited for items or services that an excluded individual or entity provides. This prohibition extends to anyone who chooses to employ or contract with an excluded individual or entity. Providers who violate this prohibition, are required to pay back any and all Federal funds inappropriately received and may also be subject to civil monetary penalties (“CMP”).

Challenges for the employer and the situation include the issues related to government taxes such as Medicare and Social Security. In addition, the employer is bound to pay reasonable benefits to all of its employees equally. If the utility does not do this, and it is determined that Karen is an employee of the utility, and Karen is a legitimate case against the utility to recover the lost benefits. To rectify this situation, the utility should clarify exactly what Karen’s individual situation is, and hopefully with the help of a tax advisor. The advisor may suggest that Karen's work responsibilities be clearly delineated and that she be afforded the requisite benefits. Lastly, all necessary taxes, including payroll amounts for charges such as Medicare and Social Security need to be paid in full.

“Benefits available through payroll deductions are classified as two types (mandatory or voluntary” (Personnel Handbook, 2008). Mandatory deductions are required by law. The mandatory reductions are federal income tax withholding and state income tax withholding, teacher’s retirement, public school employees retirement, social security/old age, survivors death insurance tax, and Medicare tax. “All full time employees have the opportunity to elect to participate in voluntary deductions” (Personnel Handbook, 2008). Some of the voluntary deductions include dental insurance, credit union, disability insurance, life insurance, medical/hospitalization, and etc.