The Commonwealth’s Center of Health Information and Analysis
has issued its annual report. The report indicated that the state’s health care
cost growth had moderated but this is consistent with moderating trends
nationally while Massachusetts started from a high cost basis. Also, while
overall averages and trends may be favorable, significant variations among
groups and individual experience remain. Premiums and member cost-sharing vary
substantially among groups and small businesses and individual plans continue
to face larger premium increases.
While overall spending on healthcare topped $50 billion in
MA in 2013, the 2.3% rate of increase was less than the 3.6% benchmark. But
health care costs continued to increase faster than overall inflation.
The bottom line for most businesses and workers is the cost
of premium and the level of benefits. Premiums for individuals and small and
medium sized companies increased faster than premium increases overall. Of
course that was on top of those groups having the highest premiums to begin
with. Fortunately, the benefit levels for small and medium sized companies did
not change appreciably.
Tax Amnesty Underway
The state is holding a tax amnesty program in September and
October. The program will give delinquent taxpayers and businesses an
opportunity to avoid penalties by paying outstanding tax liabilities by October
31. Proponents hope the program will bring in approximately $35 million.
Participants in the program will be barred from participation in subsequent tax
amnesty programs for ten years. The program covers major tax categories for
individuals and businesses, including personal income tax, sales tax,
withholding tax, tobacco and gasoline excise taxes, meals tax, room excise tax,
and the surcharge on sightseeing tour, the amnesty does not include the
corporate income tax.
New Domestic Violence Law
Employers should become familiar with the state’s new
domestic violence law. Employers with 50
or more employees are required to provide up to 15
days’ leave in any 12 month period if 1) the employee or family member of the
employee is a victim of abusive behavior; and 2) the employee is using leave to
seek medical attention, counseling, victim services or legal assistance, to
secure housing, obtain a protective order, or appear in court as related to
abusive behavior against the employee or a family member. The law is effective
immediately.
The leave may be paid or unpaid.
Leave is not available if the employee is the perpetrator. The employee must
provide advance notice if possible, and if not possible, within 3 working days
after taking leave. Despite this provision, there is a provision that basically
gives the employee 30 days after the fact to bring in documentation requested
by the employer where there is an unscheduled absence. Employers can require
that employees exhaust paid time off first.
Employers must notify employees of
their rights and responsibilities, but there is no specific poster nor is
annual notice required. Employers could create a posting or giving employees
and newly hired workers a copy of their rights and responsibilities.
