Best Practices in Employee Time and Attendance


September 2015

ACA, ALE, IRS, oh my.

This issue's focuses on a free webinar to help choose the right ACA compliance reporting software, and how aggregated companies are affected by applicable large employer status.

aca webinar

Choosing Software for ACA Reporting

How to select the solution right for your company

Deadlines for the dreaded 1094-C and 1095-C forms are just around the corner.

The new IRS forms are a requirement of the Affordable Care Act. Qualifying employers must file in Q1 next year using 2015 data.

Many employers—thinking ACA's future was dubious—were wary of devoting resources to this massive compliance effort. Fortunately, new software is popping up to help. But how can you choose the right solution for your organization?

Join Beth Baerman, ACA expert from Attendance on Demand, on Thursday, October 1, 2015 for the free webinar "New ACA Solutions: A Lifeline for 2015 IRS Compliance, But How to Choose?" Learn more about ACA reporting obligations and the types of software solutions available to help. Beth will cover:

  • Key ACA terms and concepts
  • How these concepts translate to the new IRS forms
  • The 3 types of ACA reporting software solutions available today
  • Pros, cons, and guidelines for choosing the right solution for you

To register for this free webinar, visit

aggregated companies

ACA for Aggregated Companies

Determining applicable large employer status under ACA

The Affordable Care Act (ACA) set clear criteria for businesses to assess if they meet applicable large employer status. But what about aggregated companies?

Generally, aggregated companies (two or more companies with a common owner or similar relationship) are treated as a single employer. So, under ACA, if the aggregate employs at least 50 full-time employees, each company qualifies as an applicable large employer, making them subject to ACA obligations.

What about individual companies that don't meet the criteria?

If they're part of an aggregate that meets the full-time employee threshold, then the individual company qualifies as an ALE. Even if it has no full-time employees.

But when it comes to assessing ACA payments, companies can let the IRS do the work. "The IRS will determine payments separately for each company," it stated in a recent post.

To read the full article, visit:


Ask an Expert

Timecards slow down our payroll processing when we're waiting for employees to make corrections or approve their time. Can Attendance on Demand help us manage this?

Yes! Attendance on Demand offers automated alerts that notify employees of missing punches, exceptions and more. It also alerts managers to these issues and notifies them when employees have taken care of outstanding items. This way, both employees and managers stay on top of time card approval without taking attention away from other responsibilities.

For more information, visit

Have a question about time tracking and scheduling? Ask an expert and we'll do our best to answer


In the News

Timely news in HR and payroll from around the web

Bank of America subsidiary settles overtime dispute for $36 million.

Patent examiner billed federal government for four months of work he didn't perform, showing government isn't immune to time and attendance fraud

Tech companies may be next target for overtime lawsuits