ACA

Employers have a lot to do to prepare for the Affordable Care Act. Smart employers are taking key steps today, and Attendance on Demand can help.

VisualACA: Hassle-free Affordable Care Act Tracking and Reporting

Attendance on Demand has developed VisualACA, a standalone product to assist companies in all industries manage compliance for the Affordable Care Act. VisualACA can be integrated with your HR or Payroll systems or with Attendance on Demand for a complete workforce management and compliance system.

What can VisualACA do for you?

    VisualACA logo
  • Manage employee status determination
  • Automate service hour calculations using lookback method
  • Track new and seasonal employees
  • Remind supervisors when tracking periods end
  • Alert supervisors when employees approach full-time status
  • Calculate information for IRS forms

See more at www.visualaca.com

How Will You Manage ACA Tracking and Reporting Obligations?

The Affordable Care Act (ACA) presents employers with significant challenges. Organizations must eventually offer insurance to full-time employees or Read more

ppaca screen shot of measurement periods

Attendance on Demand manages the employee's measurement period, current status, and any pending edits.

Limiting ACA Liability

As employers get familiar with ACA reporting obligations, their focus will move to strategies to limit future penalties. While full-time employees are easy to identify and plan for, variable hour employees' schedules can be harder to predict and manage. Many organizations use a "limiting" strategy to provide hard boundaries for schedules. This is problematic since a fluctuation in workforce scheduling—and labor requirements—makes it nearly impossible to enforce. This paper examines a strategy called Guidance to show how to use scheduling targets to effectively manage a variable hour workforce to limit ACA penalties. Read the white paper

Limiting Penalties as an Applicable Large Employer: ACA Business Profile

The Affordable Care Act took effect for qualifying employers in 2015. But what about employers unable to afford insurance for employees—or the non-compliance penalties that follow? This paper follows Dean, the owner of a construction company, as he determines which steps he can take to minimize his ACA penalty liability. Read the white paper

Preparing for Applicable Large Employer Status: ACA Business Profile

ACA went into effect for Applicable Large Employers (100 or more full-time employees) in 2015. But in 2016, the Large Employer threshold will drop to include organizations with 50 or more full-time employees. Many businesses that did not qualify in 2015 will qualify in 2016. This paper follows Kari, the owner of a bakery and catering business, who did not qualify as an Applicable Large Employer in 2015, as she determines how she needs to prepare for 2016. Read the white paper

Benefits of Using Time & Attendance Data for ACA Compliance

A time and attendance system can assist employers with managing employee status, responding to audits and complying with other calendar-based reporting requirements. Read the white paper

Avoiding Compliance Issues Challenges in Today's Hospitality Industry

How can hospitality employers avoid non-compliance allegations with the help of a time and attendance system?. Read the white paper

ACA and Educational Employers: Which Employees Qualify for Coverage?

ACA regulations have increased the need for time and attendance oversight in every organization and will be one of the biggest challenges facing school districts. Read the white paper

ACA Shared Responsibility

As the impact of healthcare reform increases, employers must prepare for their new obligations and responsibilities under the Patient Protection and Affordable Care Act. Read the white paper

 

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