The Affordable Care Act (ACA) establishes guidelines regarding health insurance coverage for employees, including those in temporary positions. A common point of interest revolves around the measurement period used to determine eligibility. For instance, a company might use a 90-day period to assess whether a temporary employee qualifies for employer-sponsored health insurance benefits. This duration serves as a benchmark for evaluating an employee’s work hours and overall contribution within the organization.
This measurement period is significant for both employers and employees. For employers, it provides a structured framework for managing benefit costs and ensuring compliance with the ACA. It allows them to evaluate the long-term commitment required for providing healthcare coverage to temporary staff. For employees, understanding this period clarifies when they might become eligible for employer-sponsored health benefits, aiding them in making informed decisions about their own coverage options. Historically, a consistent standard for determining eligibility for temporary workers streamlined the process and created a more predictable landscape for healthcare access within the context of temporary employment.
Further exploration of this topic will delve into the specific requirements of the ACA related to temporary employee classifications, detailed methods used to track work hours for eligibility purposes, and potential implications for both businesses and their temporary workforce.
1. Measurement Period
The measurement period is a critical component within the framework of the Affordable Care Act (ACA) as it applies to temporary employees. It establishes a defined timeframe for employers to track employee hours and determine eligibility for employer-sponsored health insurance. Understanding the function and implications of this measurement period is crucial for both employers seeking to comply with the ACA and temporary employees seeking to understand their potential access to health benefits.
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Look-Back Measurement Method
This common method uses a historical timeframe, often the past 90 days, to measure the average hours worked by temporary employees. It provides a stable dataset for assessing eligibility. For example, an employer might review the hours worked by a temporary employee over the past three months to calculate their average weekly hours and determine whether they meet the criteria for healthcare coverage. This method offers a clear and consistent approach to assessing eligibility based on past performance. It is particularly relevant in scenarios where work hours may fluctuate.
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Stability Period
Following the measurement period, a stability period often applies. This period, typically also lasting around 90 days, provides a window during which the temporary employee is considered eligible for benefits, even if their hours worked fluctuate. This offers a measure of predictability for employees during the initial phase of their employment. It helps ensure continued coverage during temporary dips in work hours that might otherwise disrupt eligibility.
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Administrative Period
The administrative period refers to the time required for employers to process the eligibility determination, enroll eligible employees in healthcare plans, and communicate benefit details. This period considers logistical aspects such as payroll processing and system updates. While separate from the measurement period itself, it is directly related to the overall process of onboarding temporary employees and ensuring timely access to health benefits. This period aims to facilitate a smooth transition for newly eligible employees into the company’s benefit programs.
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Variations and Implications
While the 90-day measurement period is a common standard, variations can exist based on specific employer policies or collective bargaining agreements. Understanding these potential variations is essential for accurate assessment. The implications of the measurement period extend to both employers and employees. For employers, it impacts benefit costs and ACA compliance. For employees, it determines access to vital healthcare coverage. A well-defined measurement period provides clarity and structure, fostering a more predictable and transparent process for all parties involved.
These facets of the measurement period are integral to understanding how the ACAs provisions for temporary employees function in practice. The interplay between these elements determines the ultimate impact on both employers seeking to maintain compliance and temporary employees navigating the healthcare landscape. Careful consideration of the measurement period ensures a consistent and equitable application of ACA guidelines within the context of temporary employment.
2. ACA Compliance
ACA compliance, within the context of temporary employees and the 90-day period, refers to an employer’s adherence to the Affordable Care Act’s regulations regarding offering health insurance coverage. This involves accurately tracking employee hours, determining eligibility based on established measurement periods, and providing compliant coverage options when required. Managing temporary workforces effectively within the ACA framework is crucial for minimizing legal risks and ensuring fair access to healthcare benefits.
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Measurement Period and Eligibility Determination
The ACA mandates that employers offer affordable health insurance to full-time employees, often defined as those averaging 30 or more hours per week. The 90-day period frequently serves as a measurement period for temporary employees, allowing employers to accurately assess average hours worked and determine eligibility. Accurate tracking and application of this measurement period are essential for ACA compliance. For example, if a temporary employee averages 35 hours per week during the 90-day measurement period, the employer is likely obligated to offer compliant health insurance coverage.
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Variable Hour Employees and Look-Back Methods
Temporary employees often fall under the category of variable hour employees, making the look-back measurement method particularly relevant for ACA compliance. This method uses historical data, typically from the preceding period (e.g., the past 90 days), to determine average hours worked and project future eligibility. This allows employers to make informed decisions about benefit offerings based on established work patterns, ensuring accurate assessment and compliance with ACA requirements.
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Offer of Coverage and Waiting Periods
The ACA establishes guidelines for waiting periods, the time an employee must wait before becoming eligible for health coverage. For compliant plans, this waiting period generally cannot exceed 90 days. Proper administration of waiting periods, in conjunction with the measurement period, is critical for ACA compliance concerning temporary employees. Employers must offer coverage within the permitted timeframe to remain compliant, ensuring eligible employees have timely access to healthcare benefits.
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Reporting and Documentation
Maintaining accurate records of employee hours, eligibility determinations, and offered coverage is crucial for demonstrating ACA compliance. Detailed documentation supports reporting requirements and facilitates audits, providing evidence of adherence to regulations. This meticulous record-keeping protects employers from potential penalties and ensures transparency in benefit administration. Thorough documentation simplifies compliance reporting and provides a verifiable record of employer actions.
These facets of ACA compliance intertwine to create a comprehensive framework for managing temporary employees’ benefits. Understanding the interplay between the 90-day measurement period, accurate hour tracking, eligibility determination, and timely offer of coverage is paramount for achieving and maintaining ACA compliance. Failure to adhere to these regulations can result in penalties and legal challenges. Diligent management of these factors ensures a compliant and equitable approach to providing benefits for temporary employees.
3. Eligibility Determination
Eligibility determination is the crucial process of assessing whether temporary employees qualify for employer-sponsored health insurance under the Affordable Care Act (ACA). This process hinges on the measurement period, often set at 90 days, during which employers track employee hours to determine full-time or part-time status. Accurate eligibility determination is essential for both employers seeking to comply with ACA regulations and temporary employees seeking access to health benefits.
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Measurement Period Calculation
The 90-day measurement period serves as the foundation for eligibility determination. Employers calculate average weekly hours worked during this timeframe. This calculation considers all hours worked, including regular shifts, overtime, and any other paid time. For instance, a temporary employee working 40 hours per week for 90 days consistently meets the full-time threshold under the ACA. Precise calculation ensures accurate categorization of employees and adherence to ACA guidelines.
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Full-Time Employee Definition
The ACA generally defines a full-time employee as one who averages 30 or more hours of service per week. This definition forms the basis for determining whether temporary employees qualify for employer-sponsored health insurance. Correctly applying this definition to the calculated average hours worked within the measurement period is critical for accurate eligibility determination. If an employee averages 28 hours per week, they would not typically be considered full-time for ACA purposes, despite potentially working full-time hours on some weeks.
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Offer of Coverage Requirements
Once an employee is deemed eligible, employers are generally required to offer affordable and minimum value health coverage. This offer must comply with ACA guidelines regarding coverage levels and affordability thresholds. Timely and compliant offers of coverage are a crucial component of eligibility determination’s implications. Failure to offer coverage to eligible employees can result in penalties and non-compliance issues.
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Variable Hour Employees and Look-Back Method
Temporary employees often have variable hours, making the look-back measurement method particularly relevant for eligibility determination. This method examines hours worked during the past measurement period (e.g., the last 90 days) to predict future eligibility. This approach accounts for fluctuations in work hours common among temporary staff, providing a more stable and accurate assessment of long-term eligibility. It aligns with the ACA’s objective of providing access to coverage based on a consistent work pattern rather than short-term fluctuations.
These facets of eligibility determination highlight the intricate relationship between tracking hours, applying ACA definitions, and fulfilling coverage requirements. Accurate and consistent implementation of these processes is paramount for employers seeking to maintain ACA compliance and provide temporary employees with access to health benefits. A clear understanding of these components ensures equitable and compliant treatment of temporary employees within the broader healthcare landscape.
4. Temporary Workforce
The Affordable Care Act (ACA) significantly impacts how employers manage their temporary workforce, particularly concerning health insurance eligibility. The “90-day” period plays a key role in this context. It serves as a common measurement period for determining whether temporary employees meet the criteria for employer-sponsored health coverage. This connection between temporary workforce management and the ACA’s 90-day rule creates specific considerations for employers. For instance, a company experiencing seasonal fluctuations in demand might utilize a temporary workforce during peak periods. These temporary employees’ hours are meticulously tracked during their initial 90 days to assess ACA eligibility. This process ensures compliance and informs decisions about offering health benefits to the temporary workforce. Without a clear understanding of the 90-day rule, employers risk non-compliance and potential penalties. Moreover, it creates uncertainty for temporary employees regarding their access to healthcare benefits.
The implications extend beyond simply tracking hours. Accurate categorization of temporary employees as full-time or part-time, based on hours worked during the 90-day period, is essential for determining appropriate benefit offerings. For example, if several temporary employees consistently work over 30 hours per week during the measurement period, they might be classified as full-time for ACA purposes, triggering employer responsibilities regarding healthcare coverage. This presents challenges for managing budgets and workforce planning, as the potential cost of providing benefits to a significant portion of the temporary workforce must be considered. It also necessitates clear communication with temporary employees regarding their eligibility status and available coverage options, ensuring transparency and informed decision-making.
In summary, the intersection of the temporary workforce and the ACA’s 90-day rule requires a strategic approach to workforce management. Employers must implement robust systems for tracking hours, classifying employees, and communicating benefit options. This proactive approach ensures ACA compliance, manages costs effectively, and provides clarity for temporary employees regarding their access to essential healthcare benefits. Navigating this intersection effectively contributes to a stable and compliant workforce environment while upholding the principles of affordable healthcare access for all eligible employees, including those within the temporary workforce.
5. Healthcare Benefits
Healthcare benefits are a central consideration within the context of “ACA temporary employees 90 days.” The Affordable Care Act (ACA) establishes guidelines for employer-sponsored health insurance, and the 90-day period often serves as a critical measurement for determining eligibility for temporary employees. Understanding the interplay between healthcare benefits and this 90-day timeframe is crucial for both employers seeking to comply with the ACA and temporary employees seeking access to healthcare coverage. This exploration delves into the various facets of this relationship, providing a comprehensive overview of its implications.
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Eligibility and the Measurement Period
The 90-day measurement period significantly impacts a temporary employee’s eligibility for healthcare benefits. Employers track hours worked during this period to determine if an employee meets the criteria for full-time status, typically defined as an average of 30 hours per week. This determination triggers employer responsibilities regarding offering affordable healthcare coverage. For example, a temporary employee consistently working 35 hours per week during the 90 days likely qualifies for employer-sponsored insurance. Accurate tracking and application of the measurement period are essential for both compliance and ensuring eligible employees receive access to benefits. Conversely, if an employee works fewer than 30 hours per week on average during this period, they might not be eligible for employer-sponsored coverage, requiring them to explore alternative healthcare options.
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Types of Healthcare Benefits Offered
Eligible temporary employees should be offered healthcare benefits that meet ACA requirements. This typically includes minimum essential coverage, encompassing services such as hospitalization, maternity care, and prescription drugs. The specific benefits offered can vary depending on employer plans, but they must meet ACA standards for affordability and minimum value. For example, an employer might offer a comprehensive health plan covering medical, dental, and vision services, while another might offer a more basic plan meeting minimum ACA requirements. Understanding the types of benefits offered and their implications for healthcare access is crucial for temporary employees making informed decisions about their coverage.
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Affordability and Cost-Sharing
The ACA includes provisions for affordability, ensuring that employee contributions towards healthcare premiums remain within a reasonable percentage of their income. This protection extends to eligible temporary employees. Employers must offer coverage considered affordable based on the employee’s income, limiting the financial burden of healthcare. For example, if a temporary employee’s contribution toward the premium exceeds a certain percentage of their income, the plan might not be considered affordable under ACA guidelines, potentially exposing the employer to penalties. Clear communication about cost-sharing arrangements is essential for both compliance and employee financial well-being.
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Waiting Periods and Enrollment
The ACA sets limits on waiting periods, the time an employee must wait before healthcare coverage becomes effective. For eligible temporary employees, this waiting period is typically capped at 90 days, aligning with the common measurement period. Employers must ensure timely enrollment processes, allowing eligible employees to access benefits within the permitted timeframe. For instance, an employer cannot impose a six-month waiting period for a temporary employee deemed eligible for coverage based on their hours worked during the 90-day measurement period. Efficient administration of waiting periods and enrollment procedures is crucial for both compliance and providing timely access to healthcare benefits.
These facets of healthcare benefits within the “ACA temporary employees 90 days” framework illustrate the complex relationship between employment classification, benefit eligibility, and regulatory compliance. Understanding these elements empowers both employers and temporary employees to navigate the healthcare landscape effectively. This understanding ensures compliant practices for employers and informed decision-making for employees, ultimately promoting access to essential healthcare services within the context of temporary employment.
6. Employer Responsibility
Employer responsibility regarding “ACA temporary employees 90 days” centers on adherence to the Affordable Care Act (ACA) when managing temporary workforces. This involves accurately tracking employee hours, determining eligibility for benefits based on the 90-day measurement period, and offering compliant healthcare coverage when required. Understanding these responsibilities is crucial for employers seeking to navigate the complexities of the ACA and maintain a compliant and equitable workforce environment.
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Accurate Time Tracking
Employers bear the responsibility of meticulously tracking temporary employees’ work hours during the 90-day measurement period. This includes all hours worked, such as regular shifts, overtime, and any other compensated time. Accurate records are essential for determining eligibility for healthcare benefits under the ACA. For example, a company using time-tracking software must ensure the system accurately captures all hours worked by temporary staff, providing a reliable dataset for eligibility assessments. Inaccurate or incomplete time tracking can lead to misclassification of employees and potential ACA compliance issues.
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Eligibility Determination and Benefit Offers
Based on tracked hours, employers must accurately determine temporary employee eligibility for healthcare benefits. If an employee averages 30 or more hours per week during the 90-day measurement period, they are generally considered full-time under the ACA and should be offered compliant coverage. This includes providing information about available plans, costs, and enrollment procedures. For instance, if a temporary employee meets the full-time criteria, the employer must offer a healthcare plan that meets ACA standards for affordability and minimum essential coverage. Failure to offer compliant coverage to eligible employees can result in penalties and legal challenges.
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Compliance with Waiting Periods and Enrollment
ACA regulations stipulate permissible waiting periods before healthcare coverage becomes effective. Employers must adhere to these regulations when onboarding temporary employees. The waiting period generally cannot exceed 90 days for eligible employees. Furthermore, employers are responsible for facilitating a smooth enrollment process, ensuring timely access to benefits once the waiting period concludes. For example, an employer cannot impose a 180-day waiting period for a temporary employee deemed eligible for coverage. Streamlined enrollment procedures and adherence to waiting period limitations are essential components of employer responsibility under the ACA.
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Record Keeping and Reporting
Maintaining detailed records of employee hours, eligibility determinations, offered coverage, and enrollment details is a crucial employer responsibility. These records demonstrate ACA compliance and support reporting requirements. Proper documentation facilitates audits and provides evidence of adherence to regulations. For instance, employers should retain records of temporary employees’ hours worked, eligibility determinations, offered health plans, and employee enrollment selections. Meticulous record-keeping safeguards employers against potential penalties and ensures transparency in benefit administration. It also provides valuable data for internal analysis and workforce planning.
These facets of employer responsibility underscore the importance of a structured approach to managing temporary workforces within the context of the ACA and its 90-day rule. By diligently fulfilling these responsibilities, employers ensure compliance with regulations, promote a fair and equitable work environment, and provide temporary employees with access to essential healthcare benefits. This comprehensive approach strengthens the employer-employee relationship and contributes to a more stable and compliant workforce ecosystem. Moreover, it reflects a commitment to upholding the principles of affordable healthcare access for all eligible employees, including those contributing through temporary work arrangements.
7. 90-day benchmark
The 90-day benchmark is integral to understanding the Affordable Care Act’s (ACA) impact on temporary employees. This timeframe serves as a common measurement period for determining eligibility for employer-sponsored health insurance. Its relevance lies in balancing employer compliance with employee access to healthcare benefits. Exploring the facets of this benchmark clarifies its role within the broader context of ACA compliance and temporary workforce management.
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Measurement Period for Eligibility
The 90-day benchmark functions as a standardized measurement period. Employers track temporary employees’ hours worked during this timeframe to assess eligibility for healthcare benefits. For instance, a staffing agency placing temporary workers in various roles uses this period to determine whether each employee, based on their average weekly hours, qualifies for employer-sponsored health insurance. This structured approach ensures consistency and fairness in assessing eligibility across the temporary workforce. It also clarifies for temporary employees how their work hours during this initial period influence their access to health benefits.
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Impact on Benefit Costs and Budgeting
The 90-day benchmark allows employers to manage benefit costs effectively. By observing work patterns and average hours during this initial period, employers can project the potential cost of extending healthcare coverage to temporary employees. This informs budget allocation and facilitates strategic workforce planning. For example, a retail company hiring temporary staff for the holiday season can use the 90-day benchmark to estimate healthcare benefit costs associated with this temporary workforce expansion. This projection enables informed financial decisions and facilitates proactive budget management.
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Compliance with ACA Regulations
The 90-day benchmark plays a crucial role in ACA compliance. Employers are obligated to offer affordable healthcare coverage to full-time employees, often defined as those averaging 30 or more hours per week. Using the 90-day timeframe as a measurement period ensures compliance by providing a standardized method for determining eligibility and triggering the employer’s responsibility to offer coverage. For example, a manufacturing company hiring temporary workers for a special project uses the 90-day benchmark to track hours and determine which temporary employees qualify for healthcare benefits under the ACA. This standardized approach ensures adherence to regulatory requirements and minimizes legal risks. It also provides a clear framework for communicating with employees regarding their eligibility status.
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Employee Access to Healthcare
The 90-day benchmark has significant implications for temporary employees seeking access to healthcare benefits. By understanding this benchmark, employees can anticipate when they might become eligible for employer-sponsored coverage, allowing them to plan accordingly. For instance, a temporary employee aware of the 90-day benchmark might choose to maintain existing personal coverage until they qualify for employer-sponsored insurance. This awareness empowers informed decision-making and helps bridge potential coverage gaps. It also fosters transparency in the employer-employee relationship, clarifying expectations regarding benefit eligibility.
These interconnected facets of the 90-day benchmark highlight its significance within the “ACA temporary employees 90 days” landscape. This benchmark provides a structured approach for managing temporary workforces, ensuring both ACA compliance and equitable access to healthcare benefits. It also fosters transparency and informed decision-making for both employers and employees, contributing to a more stable and compliant workforce ecosystem. Navigating this interplay effectively is essential for maintaining a balanced approach that addresses both business needs and employee well-being within the framework of the ACA.
Frequently Asked Questions
This FAQ section addresses common queries regarding the Affordable Care Act (ACA) as it pertains to temporary employees and the 90-day measurement period.
Question 1: How is a “temporary employee” defined under the ACA for the purpose of determining healthcare eligibility?
The ACA does not explicitly define “temporary employee.” Instead, it focuses on hours worked. Generally, individuals working 30 or more hours per week on average are considered full-time and may be eligible for employer-sponsored healthcare. The specific classification of an employee as “temporary” depends on the employer’s internal designations and employment agreements.
Question 2: Is the 90-day measurement period mandatory under the ACA for all temporary employees?
While the ACA does not mandate a specific 90-day measurement period, it’s a common practice. Employers may utilize different measurement periods, but they must be applied consistently and comply with ACA regulations regarding eligibility determination and benefit offerings.
Question 3: What are an employer’s obligations regarding healthcare coverage for temporary employees who surpass the 90-day mark?
If a temporary employee averages 30 or more hours per week during the measurement period (e.g., 90 days), the employer is typically required to offer affordable healthcare coverage that meets ACA standards, regardless of whether the employee continues in a temporary capacity or transitions to a different status.
Question 4: Can a temporary employee opt out of employer-sponsored healthcare coverage?
Yes, employees can generally decline employer-sponsored coverage. However, employers must still demonstrate that compliant coverage was offered. Declining coverage may impact an employee’s eligibility for premium tax credits through the Health Insurance Marketplace.
Question 5: How are hours calculated for temporary employees with fluctuating work schedules to determine ACA eligibility?
Employers often use a look-back measurement method. They review hours worked over a defined period, such as the past 90 days, to calculate the average weekly hours. This average is then used to determine eligibility. Alternative methods may be used, but they must be applied consistently and comply with ACA regulations.
Question 6: Where can one find additional resources regarding ACA compliance for temporary employees?
The IRS, Department of Labor, and the Department of Health and Human Services provide resources and guidance on ACA compliance, including information specific to temporary employees and variable hour employees. Consulting with legal counsel specializing in employment law is also recommended for specific compliance questions.
Understanding these key points helps employers and employees navigate the complexities of ACA compliance as it relates to temporary employment. Accurate time tracking, consistent application of measurement periods, and clear communication are essential for successful implementation.
For further insights into managing a temporary workforce within the ACA framework, the following sections provide detailed information on best practices and strategic considerations.
Tips for Managing ACA Compliance with Temporary Employees
Navigating the Affordable Care Act (ACA) requirements for temporary employees can be complex. The following tips provide guidance for managing the 90-day measurement period and ensuring compliance.
Tip 1: Implement Robust Time-Tracking Systems
Accurate time tracking is fundamental. Utilize electronic systems or manual methods ensuring precise recording of all hours worked by temporary employees. This data is critical for determining eligibility for healthcare benefits and demonstrating ACA compliance during audits. Software solutions offering automated tracking and reporting can significantly streamline this process.
Tip 2: Clearly Define Temporary Employee Classifications
Establish clear internal definitions and classifications for temporary employees. Consistent application of these definitions ensures accurate assessment of eligibility for healthcare benefits and simplifies communication with temporary staff regarding their employment status and potential benefit eligibility.
Tip 3: Communicate Transparently with Temporary Employees
Open communication with temporary employees about the 90-day measurement period, eligibility criteria, and available benefit options is essential. Providing clear explanations of how hours worked impact benefit eligibility fosters transparency and empowers informed decision-making. Written documentation outlining these policies can ensure clarity and consistency.
Tip 4: Monitor and Adjust Measurement Periods Strategically
While the 90-day measurement period is common, organizations can explore alternative timeframes. Careful consideration of business needs and workforce dynamics can inform the selection of an appropriate measurement period, ensuring compliance while optimizing benefit costs. Regular review and adjustment of these periods, when necessary, can enhance efficiency.
Tip 5: Seek Expert Guidance on ACA Compliance
Staying informed about evolving ACA regulations is crucial. Consulting with legal counsel specializing in employment law or engaging ACA compliance experts provides valuable insights and ensures adherence to current requirements, minimizing potential legal risks and penalties.
Tip 6: Document Eligibility Determinations Meticulously
Maintain thorough records of all eligibility determinations. Documenting the hours worked, calculations performed, and resulting eligibility status for each temporary employee provides evidence of compliance during audits. Organized record-keeping streamlines reporting and reinforces transparent practices.
Tip 7: Automate Processes Where Possible
Leverage technology to automate time tracking, eligibility calculations, and benefit enrollment processes. Automation reduces administrative burden, minimizes errors, and enhances efficiency in managing ACA compliance for temporary employees. Integration with existing HR and payroll systems can further streamline these processes.
By implementing these tips, organizations can effectively manage ACA compliance for their temporary workforce, ensuring fair and compliant treatment of temporary employees while minimizing administrative burden and legal risks.
The concluding section summarizes key takeaways and emphasizes the importance of a strategic and proactive approach to ACA compliance for temporary employees.
Navigating the 90-Day Measurement Period under the ACA for Temporary Employees
This exploration has provided a comprehensive overview of the “ACA temporary employees 90 days” concept, highlighting its significance within the framework of the Affordable Care Act. Key aspects examined include the measurement period’s role in determining eligibility for healthcare benefits, the implications for both employers and temporary employees, and the crucial elements of ACA compliance. Accurate time tracking, consistent application of eligibility criteria, and transparent communication emerge as crucial factors in successful management of temporary workforces under ACA regulations. Understanding the nuances of the 90-day benchmark, its impact on benefit costs, and its role in ensuring access to healthcare are essential for both employers seeking to maintain compliance and temporary employees navigating the healthcare landscape.
Effective management of temporary employee benefits within the ACA framework requires a proactive and informed approach. Diligent attention to the 90-day measurement period, coupled with robust tracking systems and clear communication strategies, fosters a compliant and equitable environment for all stakeholders. As the healthcare landscape continues to evolve, ongoing awareness of ACA regulations and best practices remains crucial for organizations seeking to maintain a stable, compliant, and productive temporary workforce. Prioritizing compliance not only mitigates legal risks but also underscores an organization’s commitment to the well-being of its temporary workforce, contributing to a more inclusive and equitable healthcare system.
