attendance

UPDATE

Best Practices in Employee Time and Attendance

 

September 2016

Earlier ACA Deadlines and New Overtime Rules

 
 
deadlines moved up for coming year

Earlier ACA Reporting Deadlines in 2017

ACA deadlines arrive earlier in 2017 and more employers will be required to file

ACA filing deadlines will arrive two to three months earlier than they did last year. And more employers are obligated to file, thanks to the end of the IRS's "transition relief" program.

In 2016, deadlines for 2015 filing occurred in March, May and June to help employers acclimate to new reporting obligations. This year, employers won't be so lucky.

In 2017, employers must distribute Forms 1095-B and 1095-C to employees by January 31, 2017 (compared to March 31 in 2016). And the filing deadline jumps to March 31, 2017 (compared to June 30) for electronic filing or February 28, 2017 (instead of May 31) for paper filing. (Note: Paper filing is only available to employers filing less than 250 returns.)

Forms due to employees
(1095-B and 1095-C)
Jan 31, 2017
(2 months earlier)
ACA paper filing deadline
(Forms 1094-B, 1094-C, 1095-B)
Feb 28, 2017
(3 months earlier)
ACA electronic filing deadline
(Forms 1094-B, 1094-C, 1095-B)
Mar 31, 2017
(3 months earlier)

 

In addition, the end of IRS's "transition relief," designed to help employers acclimate to new ACA obligations, means more employers qualify as applicable large employers (ALEs) under the ACA.

Specifically, employers with 50 or more full-time or full-time equivalent (FTE) employees now qualify as ALEs and are required to insure 95 percent of qualifying employees per month.

"Some employers may not understand that it's not 95 percent [averaged out] for the year," said Todd Praisner, CEO of Tango Health. "It's 95 percent for each one of the months. If you had a month where you're below 95 percent, you're exposed." 

Other complications for employers include subsidy notices (a notice received by employers with qualifying employees who secured insurance from the ACA's Health Insurance Marketplace because the employer did not cover them), and some tax form revisions that are supposed to clarify the filing process (but could throw some employers for a loop).

Read the full article from shrm.org here. For more information on insourcing your ACA reporting, download the free white paper, Insourcing ACA Reporting: 3 Steps to Selecting the Right Software, by Attendance on Demand.

 
resources to control overtime costs

Strategies to Help Stop Escalating Overtime Costs

Get 3 free resources to help create an optimal overtime management strategy

The countdown has started on new overtime rules that begin December 1, 2016.

With only two months left before the overtime minimum salary threshold doubles, making 4 million more employees eligible for overtime pay, employers need to be preparing their overtime strategy to keep labor costs from instantly escalating.

We asked our experts to comb our white paper library for free resources to help employers establish useful overtime strategies. They gave us three topics many employers will face in the coming months:

1. Deciding when is overtime okay.

Overtime can be a useful cost-saving strategy when managed strategically. But if you determine the best route may be to pay limited overtime costs, you might need to overcome the "overtime stigma" from salaried employees that now need to log their work hours.

To learn more about defusing the "overtime stigma" with newly eligible employees, download the free white paper Overtime Is Okay: 5 Ways to Overcome the Overtime Stigma

2. Reclassifying employees.

With the possibility of more employees qualifying for overtime, employers can decide how to reclassify these previously exempt employees so that they can either continue to qualify for overtime or become exempt.

For more information on reclassifying newly nonexempt employees, download the free white paper Exempt or Nonexempt: 3 Strategies to Ease Employee Reclassification

3. Avoiding common overtime issues.

Some common overtime issues encountered by employers can be either avoided or discouraged. These include ignoring overtime trends, incorrectly calculating overtime pay, and condoning off-the-clock hours and comp time.

To learn how to avoid these common issues (and the costs associated with them), download Managing Overtime Costs: Best Practices free from Attendance on Demand.

 
 

Ask an Expert

Is there a way Attendance on Demand can help us quickly fill a shift if an employee calls in sick?

Yes! Attendance on Demand's newest feature, Seeker for Absence Management, helps managers identify available employees for a shift if someone calls in absent. Seeker lets managers reach out to available employees via text, phone or Attendance on Demand's ESS mobile app. Once the shift is filled, all contacted employees are notified. Learn more about Seeker

Have a question about time tracking and scheduling? Ask our experts!

 
 

In the News

Timely news in HR and payroll from around the web

District court says Bridgestone Tire should not have deducted overtime shifts from employee's FMLA leave
Source: Society for Human Resource Management

Proposed bill in California could make farmworkers eligible for overtime after 40 hours of work instead of 60
Source: National Public Radio

Experts wonder if new overtime rules will reduce work for employees instead of increasing overtime pay
Source: Inside Counsel