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.
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
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
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