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Arras is a WordPress theme designed for news or review sites with lots of customisable features. May 29, 2014 – Treaty 7 Chiefs continue calls for dialogue on revising Bill C-33, the First Nations Control of First Nations Education Act, despite heated debate that exposed a wide gulf among chiefs at the Assembly of First Nation’s Special Chiefs Assembly this week. Treaty 7 Chiefs however, are willing to continue work with the proposed bill through amendments and appealed to keep pushing the government for meaningful engagement and strengthening the five conditions as set out by the Chiefs in December 2013 by setting stronger language and protections in legislation. These Alberta Chiefs view “killing the Bill” as too extreme and question the move as the politicizing of “our children’s future” and the “legitimacy” of the AFN’s Confederacy of Nations that requires sanction by a majority of First Nations Chiefs.
On Tuesday, May 27th, Chiefs in Assembly demanded that the Conservative government kill its proposed law to reform First Nations education.
Another resolution called to “reject” the bill and “demand the government withdraw it immediately, ”calling on Prime Minister Harper’s government to “negotiate” a new agreement with the $1.9 billion  promised in connection with Bill C-33. After careful consideration, the Chiefs believe that the proposed First Nations Control of First Nations Education Act should be reintroduced in the House of Commons. The introduction of Bill C 33 into the legislature on Thursday April 10, 2014 came as a surprise and contradicted the announcement on February 7, 2014. In media reports, Aboriginal Affairs Minister Bernard Valcourt vented his frustration over the AFN’s rejection of the proposed bill and hinted Ottawa may move ahead on the file without the support of the chiefs’ organization after its decision left the government with little choice. Sourcing has gone global, exposing the supply chain to a greater variety of risks than what was previously imagined—conflict minerals, cybersecurity threats, international regulations and more—and the standards for spending transparency have risen tremendously, as evidenced by the adoption of the DATA Act last year. Business owners are facing unprecedented challenges due to the Affordable Care Act (ACA), also known as Health Care Reform or Obamacare, which may have a profound impact on their bottom line. A recent survey completed by ADP Research Institute shows that most companies are already in a difficult situation when it comes to trying to understand and prepare for the fundamental changes that will alter the landscape of healthcare in the U.S. There is a surprisingly low level of awareness, says the report, when it comes to specific compliance requirements related to the Health Care Reform act. In fact, the report cited that only 17% of human resources and employee benefits decision makers at mid-sized companies (firms that have between 50 and 999 employees) are “highly confident” that they understand their responsibilities under Health Care Reform. Because they don’t understand the law, many human resources and employee benefits professionals are consequently unprepared, and as a result, haven’t even begun implementation. In certain provisions of the Reform law, companies with more than 50 employees are considered large businesses, even though by other federal standards, they would be categorized as small. In addition to the frustration of not understanding the compliance requirements and feeling unprepared for the impending changes under the new law, an employers’ biggest challenge of all may be the significant costs involved.
The overhaul of insurance plans will also force employers to consider new options, such as high-cost offerings, referred to as “Cadillac” plans.
Another element of the new Affordable Care Act costs is called the health insurance provider tax (HIT).
According to Clare Krusing, a spokesperson for America’s Health Insurance Plans (an industry trade group), it’s a trickle-down sales tax.
There is so much information still unknown in regards to the costs associated with the Affordable Care Act that it has become nearly impossible for business leaders to make strategic decisions.



According to a March 2014 report by Deloitte, offering new products and services, as well as hiring and training, are key future investment areas. How can companies plan for key investments and make strategic decisions that would grow their businesses, when there are so many costs associated with Health Care Reform compliance, yet they have no idea exactly what those costs will be? Earlier this year, one of the many changes made by the Obama administration to the ACA gave a much-needed break to medium-sized businesses, offering them an extra year to provide health coverage to their employees. This is just one small reprieve in the sea of unending legislation and reforms, but it still offers little time and little consolation to employers who are uninformed, unprepared, and uncertain. The administration has claimed repeatedly that the Affordable Care Act will not negatively affect the job market. The survey shows that 27% of franchise and 12% of non-franchise businesses have already replaced full-time employees with part-time employees. Some pundits have begun discussing a change to eliminate the employer mandate, or offer a different solution, for those very reasons.
Jost thinks the rule should only be thrown overboard if it’s replaced with a more effective requirement that is not as overwhelming for employers.
Another expert questioning the Affordable Care Act for employers is Robert Gibbs, Obama’s former press secretary.
The MBAA team is dedicated to providing quality education for public and professional use, as well as top notch corporate training. MBAA, Medical Billing Advocates of America and the MBAA logo are trademarks of MBAA Advocates LLC. Important: Any and all claims or representations, as to savings or potential savings are not to be considered as average savings.
The federal government then stated bluntly that it is dropping its plan for an overhaul of First Nations education. The bill, introduced April 10, proposed to hand control of on-reserve education to First Nations, while also setting standards and providing additional funds.
The Chiefs are expressing disappointment with Prime Minister Harper for not following through on the promises to include First Nations input made in the announcement. It is time the Crown follows through on its commitment to move forward, not just reforming the status quo, but engaging transformational change in public policy – as committed by the Prime Minister and the AANDC Minister on February 7,” says Chief Weaselhead. In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page. In order to meet these expectations, procurement organizations will have to break away from what they’ve always done and reconsider how they measure success. The changes required by the new law may prove to be some of the most difficult compliance issues companies ever tackled, and the high cost of implementation could impede their achievement of business goals. One example of a company’s lack of knowledge is that most key benefits decision makers do not even know that they are legally required to inform their employees about any and all establishments of the insurance exchanges. According to the survey, most benefits decision makers were never expecting the Supreme Court to uphold the entire law, and therefore hadn’t taken any steps toward compliance.


In the ADP survey, 82% of key decision makers at mid-sized companies believe the cost of supplying employer-sponsored health insurance will be a barrier to achieving their business goals.
According to ADP, plans like these carry a 40% excise tax, which will be levied on insurers and third-party administrators – a cost that will likely be passed on to employers. It’s a tax that the federal government charges insurance companies, and the size of the fee depends on how many people are being covered. Now that we are on the upside of a difficult economic time, many executives are looking to expand, invest in technology, and make key investments.
For example, a restaurant that grows from 49 to 50 employees could face a $40,000 penalty if it does not provide healthcare coverage. Estimating the costs of hiring and expanding will be complex and confusing,” NFIB stated. Although they still have to report how many of their workers have coverage, they aren’t required to actually provide the coverage until 2016. However, according to a poll of businesses with 40 to 500 employees conducted by Public Opinion Strategies (commissioned by U.S. Other methods utilized to cut costs include hiring only temporary help, cutting other benefits, and cutting or terminating bonuses. For example, a previous version of the employer mandate required firms to instead commit a percentage of their total payroll to cover employee healthcare benefits. But Treaty 7 Chiefs said the bill fell short and was prepared without adequate consultation, and gave the federal government too much control of the system.
The technology, people and processes in place largely determine the success of such a transformation. Insurers, of course, pass the cost on to employers, who then pass some or all of the cost on to employees.
Chamber of Commerce and the International Franchise Association), the reforms have already impacted the market.
It will be one of the first things to go,” Gibbs said during an appearance earlier this year. The entrepreneurial spirit, now alive and well, could be severely impacted by the Health Reform Act.
Our schools cannot continue with chronic under funding and annual increases for education that are far less than annual provincial school funding.



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