40 hours is full-time

The Affordable Care Act needs a check-up, the National Restaurant Association and American Hotel & Lodging Association said in a joint op-ed today.

One top concern: The health care law defines full-time as 30 hours a week.

"The ACA changed the definition of a full-time employee from someone who works the traditional 40-hour workweek to anyone who works 30 hours a week," NRA President & CEO Dawn Sweeney and AH&LA President & CEO Katherine Lugar write in The Hill. "Instead of benefiting workers, this provision is actually harming them ... Businesses of all sizes are having to reduce the hours of workers who had been working 40 hours a week."

The ACA's full-time definition affects which businesses are considered large employers, and which employees must be offered health coverage. The law exposes large employers to possible fines if they don't offer health plans to full-time employees and their dependents.

The ACA's so-called "employer mandate" covers businesses with the equivalent of 100 full-time employees this year, and employers with 50 to 99 full-time-equivalent employees starting in 2016.

The NRA supports bringing the ACA's definition of full-time employment more in line with traditional workplace standards. The House passed a bill in January to make the change, and more than 30 senators are now sponsoring the bipartisan "Forty Hours is Full Time Act" in the Senate. The NRA is a lead member of the "More Time for Full Time" initiative.

Read more about the impact of the ACA's 30-hour definition on restaurant and hotel employers.

Public vs. private health care exchanges: Understanding the difference

With the Affordable Care Act’s individual mandate in effect, nearly all Americans are required to purchase health insurance or face a possible tax penalty. More people are turning to “exchanges,” also known as marketplaces, to buy plans.

There’s been a lot of talk about the different type of exchanges available – specifically, “public” vs. “private” exchanges. Here's a quick overview to help you sort it out: Public exchanges enable certain consumers – unemployed individuals, individuals without employer-sponsored plans and some small companies – to purchase health insurance. These government-run marketplaces offer insurance plans from private insurers. Private exchanges, on the other hand, are available only to employees of companies that choose to participate in it.

These four key factors help define the difference between public and private exchanges:

The NRA is working to provide our members with the right health-care solutions for their businesses and employees.  Our Health Care HQ now offers access to a public exchange dedicated to people in the restaurant industry. We’ll bring a private-exchange solution on board soon.

Feel free to reach out to NRA health care expert Randy Spicer for help in finding the right health-care solution for your restaurant company.

ACA Large Employer penalty goes into effect Jan. 1, 2015

The Patient Protection and Affordable Care Act's (PPACA) large employer penalty goes into effect on January 1, 2015 for some employers. The IRS issued regulations just a few months ago allowing for a phase-in period for some large employers, which are also known as the transition rules. These rules state that employers with fewer than 100 full-time equivalent employees (FTEs) or fewer than 80 full-time employees are exempt for 2015 from the large employer penalties. Beginning in 2016, the number of employees will drop to the statutory requirements of 50 FTEs and 30 full-time employees.

A FTE is calculated by adding all part-time employees' hours (employees working less than 30 hours a week) and dividing by 30 and adding all of your full-time employees to your number. Here is an example: 

Employer A has the following employee make-up:

• 50 employees working at least 30 hours per week (50 FTEs)
• 10 employees working 20 hours per week (10 x 20/30 = 6.67 FTEs)
• 40 employees working 15 hours per week (40 x 15/30 = 20 FTEs)

This employer would be deemed to have 76 (50 + 6.67 + 20) FTEs

For 2015, there would not be any large employer penalty issues. However beginning in 2016, Employer A could be subject to a non-deductible penalty up to $40,000 annually.

There are many considerations in determining whether or not employers should offer coverage, whether hourly employees are full-time or part-time and the kind of coverage(s) to offer.

In order to assist employers, Bourgeois Bennett, LLC is hosting a complimentary seminar Tuesday, Nov. 18, 2014 from 9-11 a.m. To RSVP, call Becky Kearns at (504) 831-4949.

If you have questions, call Stephen Blitz at Bourgeois Bennett's New Orleans office.

Disclaimer: This eBulletin contains general information and cannot substitute for individual consultation. You should obtain professional advice before making financial business or tax decisions.

Health care law: Next steps for employers

The federal government has now published most of the regulations to explain how the Affordable Care Act affects employers. But the regulations are complex, and putting them into operation in a restaurant business will be challenging.

The pressure is on: Starting Jan. 1, 2015, many employers could face potential penalties for failing to offer health plans to full-time employees. Hundreds of thousands of employers will have to start tracking new data in 2015 as they prepare to file ACA-required reports with the Internal Revenue Service and employees in early 2016.

The National Restaurant Association, with other organizations representing millions of employers, continues to ramp up the heat on Congress to make changes in the law. But as the law continues to unfold in the meantime, here’s a look at some key questions for employers.

Q: Which employers will face penalties under the ACA? 
The ACA’s employer mandate begins to take effect in 2015. The mandate subjects “applicable large employers” to possible penalties if they don’t offer health plans to full-time employees and their dependents. Penalties are phased in:

Penalties start in 2015 for employers with 100 or more full-time-equivalent employees who fail to offer health care coverage to “substantially all” full-time employees and their dependents. (“Substantially all” means the employer offers coverage to at least 70 percent of full-time employees in 2015. In 2016, this ramps up: Applicable large employers must make coverage offers to at least 95 percent of full-time employees to avoid possible penalties.)
 

Penalties start in 2016 for employers with 50 to 99 full-time-equivalent employees.  The transition relief for these employers through 2015 applies as long as they meet certain conditions, including not cutting back employees’ hours or positions in 2015 to keep the business under the 100-FTE employee threshold.

NRA & employer community launch initiative to restore traditional work week in Affordable Care Act

The National Restaurant Association along with organizations representing hundreds of thousands of employers and tens of millions of employees are launching the More Time for Full-Time initiative.

The initiative, which includes the International Franchise Association, the National Restaurant Association, the American Hotel & Lodging Association, the National Retail Federation, the U.S. Chamber of Commerce, the American Rental Association, the Asian American Hotel Owners Association, the National Association of Convenience Stores, the National Grocers Association, and the National Association of Theatre Owners, will highlight the negative impact the 30-hour work week definition in the Affordable Care Act (ACA) has on employees and employers, and urges Congress to restore the traditional definition of a full-time employee to 40 hours per week through bipartisan reform. Returning to a traditional 40-hour definition would benefit employees through more hours and income, and employers would gain the ability to focus on growth and expansion instead of restructuring their workforce.

The launch includes a video, which will be featured on the new website moretimeforfulltime.org that highlights the challenges workers and employers face as a result of the 30-hour work week definition.

“As the nation’s second largest private sector employer, restaurants provide opportunity to a workforce of over 13.5 million employees,” said National Restaurant Association President and CEO Dawn Sweeney. “The restaurant and foodservice industries are attractive to millions of Americans looking for flexible work schedules. As the current health care law stands, the artificially low bright line of 30 hours as full time, forces employers to limit that flexibility, stifling opportunity for expansion and job creation to the detriment of our workforce. Raising the law’s definition of full-time employee status to more traditional standard operating practices will alleviate the burden placed on restaurant operators. They can then continue to provide flexibility to their employees, grow their businesses and continue to be job creators.”

“As all Americans have known for decades, 40 hours represents the widely-accepted definition of a full-time work week. Unless there is a statutory change to the definition of a full-time employee in the ACA, there will be fewer full-time jobs, more part-time workers and fewer overall hours available for Americans to work,” said International Franchise Association President & CEO Steve Caldeira. “This initiative will bring greater focus to the negative impact this law is having for workers and employers and hopefully move us closer to the bipartisan reform we need.”

“The More Time for Full-Time initiative provides an honest look at how the new definition of a full-time employee under Obamacare is affecting men and women who work hard every day to care for themselves and their families,” said Katherine Lugar, president and CEO of the American Hotel and Lodging Association. “This short-sighted change greatly limits workers’ ability to maintain the flexible work schedule they seek in the hotel industry. Returning to the traditional 40-hour work week would restore opportunities for hard-working Americans, and allow hoteliers to better meet their employees’ needs.”

IDEA ZONE at the #LRAEXPO14: Rest your feet, gain some valuable insight

With all the excitement that’s in store for you at the Louisiana Restaurant Association's 61^st Louisiana Foodservice & Hospitality EXPO, we urge you to pace yourself. You’ll be doing a lot of walking, but we’ve got a solution if you need a little time out from all the show floor happenings—the IDEA ZONE. While taking a seat, you’ll gain expert insight into running your restaurant more smoothly and legally in some cases.

Now in its third year, the IDEA ZONE was designed to offer restaurateurs, quick, informative express presentations right on the show floor. Here’s the Sunday line up of topics for your consideration as you map out your itinerary for the EXPO.

The health care law implementation deadline is right around the corner and the Affordable Care Update kicks off the Sunday series at 11:30 a.m. What’s on the horizon as it pertains to the healthcare law? Do you know? Are you sure? If you aren’t or need a refresher, UnitedHealthcare’s Kimberlee Vandervoorn and BancorpSouth’s Scott McKnight will school you on the latest deadlines and regulations and how you can prepare for the newest effects on your business.

The Catering Coach Sandy
Korem presents How to
price a menu for off-site
catering, Sunday, Aug. 3
1:45 p.m. in the IDEA ZONE.

Are you in the market for new restaurant equipment? If the answer is yes, stop by the IDEA ZONE at 12:30 p.m. for Energy efficiency for your restaurant with Frank Johnson, PhD of the Gas Technology Institute. Dr. Johnson will give you a quick historical overview of and the drivers behind the development of appliances for commercial foodservice facilities. By installing more efficient appliance, you’ll also learn how efficiency can help you save time AND money. Who in our business can’t use more time and money?

More and more restaurants are tapping into the catering business because it’s a great way to add a lucrative profit stream to your existing restaurant business. The Catering Coach Sandy Korem brings you her 20 years of expertise in the 1:45 p.m. session How to price a menu for off-site catering. Korem will help restaurant owners learn the ins and outs of pricing a catering menu for off-site events. These tips will help you immediately generate money through catering.

Up next is a topic that’s becoming more and more relevant in this day in age—Food allergies: myths busted. The number of Americans affected by food allergies is estimated at 15 million and that number is trending higher every year. Dining out can be a challenge for them and their families and friends. National Restaurant Association’s David Crownover will bust those myths for you and share the benefits of the ServSafe Allergens online training resource so you and your staff can serve this guest population safely and earn you their repeat business. Read more about the benefits of ServSafe Allergens training in our article, Serving guests with food allergies safely can grow your business here.

Locally-sourced ingredients topped the list of the 2014 NRA Chef’s Hottest Trends Survey. With the rise in beef prices due to drought conditions in the West and Midwestern U.S., we bring you the session Keeping Louisiana cattle and beef local. Anne Babin and John Lalla of Natco Food Service Merchants will share their business experience and led an open discussion with local ranchers who are passionate about bringing you the best Louisiana genetics, which guarantees you the highest quality steaks.

Located at the end of Aisle 100, the IDEA ZONE is located conveniently next to the Community Coffee trolley and features seating and high boy tables in the back for your convenience. Of course, we don’t expect you to spend your day listening to presentations, but hopefully, you’ll find one or two that can help you become an even more successful restaurant owner. Plan to grab a cup of joe (or a cocktail from one of our exhibiting beverage companies) and pull up a seat!

To attend sessions in the IDEA ZONE, you need to register to attend the EXPO. LRA restaurant members receive four complimentary admissions to the EXPO and registration is easier than ever before here. 

"Nursing Mother" break requirement spurs investigations, lawsuits

By Michael S. Mitchell, Fisher & Phillips, LLP

A little-known section of the Patient Protection and Affordable Care Act, otherwise known as “Obamacare,” obligates employers covered by the federal Fair Labor Standards Act (FLSA) to allow a worker to take unpaid break time to express breastmilk for her nursing child.  The requirement extends for a year after the child is born.  Under the law you must:

• make available a suitable location (other than a bathroom) that is shielded from view and is free from intrusion by coworkers or the public; 
• permit a “reasonable” break time under the circumstances; and 
• let the worker take such a break each time she “has need” to express milk.

Sounds Simple, But It’s Not

This all seems straightforward until one begins to ponder such things as how many daily breaks are required, how much time is “reasonable,” and so on. Many of the answers necessitate individualized evaluations based upon a particular employee’s (and child’s) circumstances.

For example, the number and frequency of breaks can depend upon a variety of things, such as the number of feedings in a baby’s normal daily schedule, the impact of a baby’s age upon feeding needs, and whether the baby is eating solid food. The U.S. Labor Department (DOL) suggests that the number of breaks called for in an eight-hour shift would “typically” be two or three.  However, more might be required during longer shifts.

The duration of a “reasonable” break is also subject to situation-specific factors. Relevant considerations would include, for instance, how long it takes the worker to walk to and from the break location, how much time she must spend expressing the milk (the Labor Department thinks that this would normally be around 15 to 20 minutes), and the amount of time she must devote to setting-up for, cleaning-up after, and adequately storing the milk produced.

There are also many other areas of uncertainty. As illustrations, what must an employer do with respect to employees who do not work at any fixed location, or as to those who work at a client’s or a customer’s premises?  The DOL has asked for public comment on these questions, but to date it has offered little guidance.

Although the law plainly says that “[a]n employer shall not be required to compensate an employee” for the reasonable break time taken, even here matters are less than clear. The DOL has said that the break could nevertheless count as compensable worktime in some situations, including when the employee has not been “completely relieved from duty” during the break.  Labor Department interpretations also take the view that an employer must pay the employee the same way it does others if she takes paid break time to express breastmilk. 

The requirement does not apply to employees who are excluded from the FLSA’s overtime provision, including those who fall with that law’s executive, administrative, professional, or “outside salesman” exemption. There is also an exception for an employer of fewer than a total of 50 workers if “undue hardship” will result from providing the breaks, but this is a high standard that will likely be difficult to prove.

Let the Claims Begin

Enforcement efforts appear so far mainly to have involved the Labor Department. The most-recent statistics released reveal that the agency found one or more violations of the break requirement in two-thirds of the 54 investigations it conducted. 

About 80 percent of the compliance problems grew out of the obligation to provide an adequate space, while a smaller percentage apparently arose from not providing break time. Employers found to be in violation reportedly agreed to observe the requirement in the future and to make employees whole for any losses resulting from unlawful conduct.

There have also already been at least some employee lawsuits. In one of them, a lower federal court found that only the Labor Department could enforce the requirement to provide a suitable break location. However, the court allowed the former employee to mover forward with her allegation that management retaliated against her when she asserted her rights. 

The potential remedies for such a claim could include more than just lost wages; the FLSA allows for “such legal or equitable relief as may be appropriate,” which might encompass additional things like compensatory damages and reinstatement to one’s job.

Our Advice?  Compliance

Restaurant management should develop a policy for dealing with the break obligation before a worker comes forward with her request. Planning points will include, among others, who will take the lead in evaluating each worker’s request, what location(s) will be provided, how management will go about arriving at the appropriate length and number of breaks, and whether there are any unusual or atypical factors to be evaluated ahead of time.

And be aware that a number of state laws require these kinds of breaks. Some of those laws provide more rights to a covered employee than the federal one does. When different break requirements apply to a particular worker, generally you must comply with whichever is more favorable to the individual.  Take this possibility into account as you formulate a policy.

Fisher & Phillips is labor and employment counsel for the Louisiana Restaurant Association.  For more information contact the author a MMitchell@laborlawyers.com or (504) 522-3830. 

National Restaurant Assoc urges Senate to pass tax extenders bill

The National Restaurant Association (NRA) today urged the Senate to move forward on tax extender legislation and reiterated support for an amendment filed by Senator Collins (R-ME) which would temporarily restore the definition of full-time under the current health care law from 30 to 40 hours per week.

“It is critical that the Senate move forward on tax extender legislation to provide certainty for main street business and allow restaurants to continue to create jobs and promote economic growth,” said Scott DeFife, Executive Vice President of Policy and Government Affairs for the National Restaurant Association. “We are pleased that the Senate is working across the aisle on this issue, and urge Senators to continue their efforts on finding a path forward.”

The NRA also issued support for SA 3196, an amendment filed by Senator Collins that would temporarily raise the definition of full-time under ACA through 2016.

“We appreciate Senator Collins and Senators Donnelly, Scott, Isakson, Murkowski, Ayotte, Graham, Blunt, Crapo and Boozman for recognizing that the current definition of full-time under ACA places undue burden on businesses across the country,” said DeFife. “Aligning the law’s definition of full-time employee status with more traditional levels used by restaurant and foodservice operators would provide significant relief to employers.”

The ACA’s full-time employee definition has been a critical issue for the restaurant industry. The Association is continuing to work with members of both chambers to address this challenging part of the law for restaurant operators’ compliance.  

White House offers some employers transition relief under health care law

Some employers will receive relief under the Affordable Care Act's employer mandate next year, the White House announced today.

The ACA’s employer mandate eventually will require employers of 50 or more full-time-equivalent employees to either offer health benefits to their full-time employees or face possible penalties. The mandate originally was due to take effect in 2014, but the White House last summer moved the effective date to 2015.

In a final rule issued today to explain how the mandate will work, the Obama Administration said that employers with 50 to 99 full-time-equivalent employees won't be subject to the law’s employer-mandate penalties until 2016.

This change, and other changes in the final rule, will provide additional flexibility for employers, especially those at or near the 50 FTE-employee definition of a “large employer” under the ACA. The National Restaurant Association has been pressing regulators for these changes and will continue to do so. The NRA also continues to advocate for structural changes in the law that only Congress can address, such as the definition of full-time employee.

According to Treasury Department officials, other provisions of the final rule:

• Make permanent the "look-back measurement method:" The final rule gives covered employers the option of using a look-back period to measure the full- or part-time status of variable-hour and seasonal employees. This measurement method can give employers more stability and predictability in knowing which employees are eligible for health care coverage under the law. The Treasury Department also clarified that seasonal employees in positions working six months or less in a year generally aren’t considered full-time employees.
  
• Offer transition relief for certain employer penalties: Penalty "A" will apply under the law to covered employers who fail to offer minimum essential coverage to “substantially all” of their full-time employees. For 2015, the Treasury Department says "substantially all" means employers must offer coverage to at least 70 percent of full-time employees. Starting in 2016, covered employers must offer coverage to 95 percent of their full-time employees to avoid Penalty A.
• Offer transition relief for employers with non-calendar-year health plans. For covered employers who offer non-calendar-year plans, the final rule clarifies that the employer mandate will take effect on the first day of their plan year in 2015, rather than Jan. 1, 2015.

The National Restaurant Association said the final rule provided additional relief for some employers and thanked the Treasury Department for working with the NRA and the Employers for Flexibility in Health Care Coalition to provide flexibility in the rule.

See the Treasury Department's press statement and fact sheet for more information. The National Restaurant Association will update its Health Care Headquarters with further analysis of the final rule.
Still to come: The Treasury Department has not yet finalized major new reporting requirements for employers under the law. The first information reports will be required in early 2016, based on data tracked in 2015. The National Restaurant Association reiterated its concern that these rules be as streamlined as possible, since these could contain significant compliance costs for restaurants.

The NRA also called on Congress to address other parts of the law. As restaurants nationwide struggle with ACA implementation, challenges remain that now only Congress can address. The NRA asks Congress to come together in a bipartisan manner to better align the definition a full-time employee with current business practices, eliminate the duplicative automatic-enrollment provision, and simplify the determination of a small business under the law.

For continuing updates on the law, visit the NRA’s Health Care Headquarters.

NRA: Make 40 hours full time under health care law

The National Restaurant Association (NRA) on Tuesday emphasized its support for bipartisan legislation to change the health care law’s definition of full-time from 30 hours to 40 hours.

The NRA reiterated its support Tuesday after the House Ways and Means Committee held a hearing examining the law’s impact on jobs and opportunities. Since the law—which will require employers who average 50 or more full-time-equivalent employees to provide health care coverage to full-time employees starting in 2015 or face penalties—was passed nearly four years ago, restaurateurs have been concerned that the requirements will come at the expense of scheduling flexibility and full-time opportunities.

The National Restaurant Association supports three current bills that would set a 40-hour full-time definition: The Forty Hours is Full Time Act (S. 1188, H.R. 2988), and the Save American Workers Act (H.R. 2575). Each has drawn support from members of both parties.

“A 30-hour full-time definition is not aligned with current workforce practice and does not reflect the desire of restaurant and foodservice employees for flexible work schedules and increased hours,” said National Restaurant Association CEO Dawn Sweeney. “We are encouraged by the growing bipartisan support from both House and Senate leaders addressing this challenge.”

The NRA is a leader of the Employers for Flexibility in Health Care coalition (E-FLEX), which re-emphasized its support for a 40-hour full-time definition in a letter to the House Ways and Means Committee.

“Increasing the ACA’s rigid 30-hour-per week definition of full-time status would make it easier for employers to provide more hours to all employees, thereby increasing their take-home pay. Help employers offer more generous health coverage to full-time employees without making employers share of premiums cost prohibitive, and help ensure that lower-income employees have access to more affordable coverage options,” the coalition wrote in its letter.  

Visit the National Restaurant Association’s Health Care Reform Headquarters for the latest tools to help restaurateurs navigate the law.

Employers still obligated to notify employees despite missed deadline

Although the October 1 deadline has passed for employers to notify employees of the Health Care Marketplaces, it is still necessary for employers to do so. The reasoning for notification is two-fold—to inform employees that they need to obtain coverage on the exchange if they are not covered; and to protect you should an employee have an unpaid medical bill and a creditor is seeking payment.

The Health Care Marketplaces opened last week across the country. Despite the government shutdown, the Affordable Care Act is still in effect.

The National Restaurant Association launched its Online Notification Tool to assist employers in informing their employees about the ACA requirement. The individual mandate means that uncovered employees will need to obtain coverage on the Health Care Marketplace between Oct. 1, 2013 and Feb. 28, 2014.

For more information about the NRA’s Online Notification Tool and to review the Health Care Primer, visit www.restaurant.org/healthcare.  

Prepare for ACA employee notification requirement with new NRA tool

Millions of American businesses and employees remain confused about the extraordinary changes that begin to unfold in the nation’s health insurance system this fall. The Louisiana Restaurant Association (LRA) is working closely with the National Restaurant Association (NRA) to advocate for changes in the Affordable Care Act (ACA), help our members understand it, and create services and products to ease implementation challenges. The NRA’s new Health Care Reform Headquarters offers a one-stop shop for our members, including:

Knowledge Center—Get checklists, FAQs, deadlines and other details about how the health care law affects your restaurant company. Find out what you can do to get Congress to make changes to the law too.

Online Notification Tool—Use our new and free restaurant member-exclusive tool to comply with the ACA’s employee-notification requirement before the October 1 deadline.  Easily track employee notifications in your restaurant company.

Marketplace (coming soon!)—The NRA Marketplace will help restaurant employers shop for ACA-compliant health insurance more cost-effectively and efficiently.

The transition relief and voluntary compliance until 2015 for employer penalties and some large-employer reporting requirements bought employers a little extra time to try to understand the law and figure out how to implement it in their operations. But the law’s challenges remain. Important responsibilities for both employers and individuals take effect—soon.

“Every employer and every individual has a responsibility under ACA,” said Wendy Waren, LRA VP of Communications. “Whether or not you meet the large employer threshold, you have a responsibility to notify your employees of the Louisiana state exchange, also known as the Health Insurance Marketplace.”

The NRA Online Notification Tool is free to restaurant members and can serve as your documentation in the event that an employee declined your coverage or didn’t obtain coverage on the exchange, and now has medical bills. If the employee can’t pay the medical bills, and during the process reveals that he wasn’t notified of the requirement for him to obtain coverage on the exchange, they could very well try to collect from you.

The LRA recently partnered with UnitedHealthcare to deliver cost-effective solutions that meet the unique needs of restaurant owners and their valued employees. Read more here. 

If you have any questions, please contact Wendy or Erica at the LRA at (504) 454-2277.

LRA hosts the 411 on Health Care Reform Series across Louisiana

Health care and the Affordable Care Act are the most important challenges facing the restaurant and hospitality industries right now. Louisiana Restaurant Association members are searching for answers and information as the requirements of the Affordable Care Act are still being determined.

Some changes are already underway, including a mandate due to take effect in early fall requiring employers to give employees notice about new government "Health Insurance Marketplaces," that are supposed to begin signing people up for 2014 health coverage starting this October.

The LRA will be heading to five Chapter areas with a panel of experts to share insight and information necessary in helping members understand what these changes will mean for their restaurant and business operations. The Presenting Sponsor of the sessions is BancorpSouth Insurance Services/Percy & Wright Insurance. UnitedHealthcare is also a sponsor of the sessions.

Monroe & NE Region
Monday, June 17, 9.-10:30 a.m.
Monroe Civic Center, Bayou Room
Co-hosted by: Monroe-West Monroe-CVB, Monroe Chamber of Commerce and Ruston Lincoln CVB.

Shreveport & Bossier City
Monday, June 17, 3-4:30 p.m.
Eldorado Casino Resort, Ballroom
Co-hosted by: Shreveport Bossier Tourist Commission, Bossier Chamber of Commerce and Greater Shreveport Chamber of Commerce.

Lafayette & Lake Charles area
Tuesday, June 18, 9-10:30 a.m.
City Club at River Ranch, Ballroom
Co-hosted by: Lake Charles-SW La CVB, Lafayette CVB and Jeff Davis Tourist Commission.

Baton Rouge
Tues., June 18, 2-3:30 p.m.
Hilton Capitol Center, Riverview B
Co-hosted by: Visit Baton Rouge

New Orleans, Northshore & Bayou
Wed., June 19, 10-11:30 a.m.
Crowne Plaza, Kenner, Salons 4-6
Co-hosted by: New Orleans CVB, Jefferson CVB and Greater New Orleans Hotel & Lodging Association.

Randy Spicer
VP of Health & Insurance
Services, NRA

The panelists for the sessions are: National Restaurant Association VP of Health and Insurance Services Randy Spicer, UnitedHealthcare's Senior Director of Strategic Growth Initiatives Kimberlee Vandervoorn and BancorpSouth Insurances Services/Percy & Wright Insurance VP Scott McKnight.

Kimberlee Vandervoorn
Sr. Dir. of Strategic Growth
Initiatives, UHC

Spicer is an insurance veteran and he brings an extensive background in health care and financial management, product development, underwriting and service integrations strategies within the insurance, Medicare and health care industries. He'll lead the sessions informing attendees about what the Affordable Care Act means, what it does, what you need to do and when you need to do it.

Scott McKnight, VP,
BancorpSouth Insurance
Services/Percy & Wright.

Vandervoorn leads UHC's partnership with the National Restaurant Association and the LRA and multiple other state restaurant and lodging associations. She works with the LRA to make health and wellness more affordable to Louisiana's hospitality industry and craft solutions to help business owners comply with the Affordable Care Act.

Finally, McKnight will provide answers to specific questions from attendees and be on hand following the session to speak directly with attendees on their needs regarding health coverage.

To RSVP, please contact Denise Schmidt at (504) 454-2277 or email healthcare@lra.org.

Health Care options for the Hospitality Industry now available

The Louisiana Restaurant Association (LRA) has partnered with UnitedHealthcare (UHC) to deliver cost-effective solutions that meet the unique needs of restaurant owners and their valued employees. The National Restaurant Association (NRA) first partnered with UHC to launch the Restaurant Health Care Alliance, offering a suite of products that will help nearly 13 million restaurant employees gain easier access to health care coverage and related products and services.



LRA President/CEO
Stan Harris

“Healthcare is one of the most important challenges facing our industry and our members are searching for answers and information,” said Stan Harris, LRA President and CEO. “The strategic partnership will help our members identify solutions to help them meet the requirements of the Affordable Care Act.”

With nearly 200,000 Louisianans employed within the restaurant industry, the LRA teamed up with UHC to provide large and small members with accessible and comprehensive wellness plans, featuring:

·         Medical, dental, vision and life insurance;
·         Access to UHC’s network of healthcare providers and services;
·         A range of wellness programs for groups and individuals;
·         A discount card for saving on an array of wellness products and services, including prescriptions;
·         Easy, online plan management with access to benefits, rates and real-time assistance;
·         Health management tools, including a medical encyclopedia, disease and condition centers, information on tests and procedures and a drug guide and interaction checker;
·         And compliance assurance for employers and employees.

As part of the NRA initiative, the LRA has chosen to work with UHC because of the wide range of innovative products and services the company offers that can meet the diverse needs of restaurant employers, employees and their families. For more information, visit www.lra.org.