So in order to stay compliant with 2019 ACA requirements and
For starters, you need to keep records of every employee’s hours of service. These are the hours that an employee is available to the employer in addition to paid hours on the job. Hours of service include:
- Jury duty
- Military deployment
- FMLA absence
- Leave of absence
Each month you need to identify which employees are ACA-defined as “full-time” and thus eligible for health insurance. There are
The Monthly Measurement Method
With the monthly measurement method, the employer counts an employee’s hours of service for each month in a calendar year. For coverage purposes, this method requires an employer to treat an employee as full-time (eligible for coverage) as of any month for which the employee’s hours of service totals 130.
The Look-Back Measurement Method
With the look-back measurement method, the employer determines the status of an employee as full-time during a future period - referred to as the stability period - based on the employee’s hours of service, month after month, during a prior test period (referred to as the measurement period).
You also need to review the list of newly eligible employees you should offer health insurance to, according to company policy.
Make sure to test that the health insurance offered meets ACA affordability standards by tracking each employee’s self-only cost of coverage. If you employ lower-wage workers, you especially have to pay attention to the
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In addition, keep records of every calculation and each determination.
At the end of the year, you must produce a
It should be noted that this is a must-do for every ACA-affected employer, even if you provide generous coverage to employees at no cost or if you choose a “pay” strategy (meaning you accept the penalty for not offering health insurance or for offering non-compliant coverage).
Next, you need to file copies of the employee forms with the IRS using a
Where to Get Help for ACA Reporting Compliance
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