Enterprise Magazine consulted Kim Wylam, our president and managing partner, on the impact of Health Care Reform on applicable large employers (those employing 50 or more full-time employees, including full-time equivalents).

The Employer Mandate, which was originally scheduled to take effect on January 1, 2014, requires applicable large employers to offer their workers “affordable” and “minimum essential” health insurance policies. Employers can opt out of the mandate under the United States Act, but risk facing a tax penalty.

According to Kim, many companies are currently working to determine if they have the 50 or more full-time employees, which would require them to comply with the mandate. The companies are still adapting to what the law defines as a full-time employee.

“A full-time position is typically defined as 30 hours per week. But questions arise for industries that are seasonal, such as holiday or summer employees who work for just a few months a year,” Kim said.  Despite the uncertainty, Kim reports that many of her client businesses are renewing their current coverage so that they are not viewed as “the company paying the penalty.”

Read More Health Care Reform Insights provided by Kim and other contributors

Please Note: This interview was conducted prior to July 2, when it was first announced that the effective date for the Employer Mandate was being delayed to January 1, 2015.