If ACA Compliance is King
PlanSource is Your Concierge
Why Is Compliance Important?
There are numerous laws and regulations governing the employment relationship that HR must understand to avoid costly fines and damage to the company’s brand. Compliance is essential for success in today’s legal environment.
How Do You Stay Compliant?
Even though achieving and maintaining compliance can be hard, organizations that embrace the challenge with an effective strategy supported by both experienced HR staff and software with compliance built in will be more likely to succeed.
Compliance with the
Affordable Care Act
PlanSource offers a complete ACA-compliant solution that imports the hours worked from payroll, measures them in accordance with the rules set forth in Sections 6055 and 6056 of the tax code, notifies HR administrators of an eligibility change, and generates and transmits Forms 1094 and 1095 to the IRS.
There Is More To Compliance Than ACA Compliance
PlanSource ensures that employees are paid the minimum wage where the wages are earned, especially when state and local laws override federal regulations.
Employees can be tracked by assigning pre-defined jobs that include Exempt/NonExempt classification, Workers Compensation Code and EEOC category.
Many states and localities now mandate reporting on sick leave or paid time off and have rules specific to the number of hours someone works, rollover and min/max balances.
Employers/employees who meet certain DOL criteria are required to track hours taken over a rolling 12 month period to accurately determine qualified time.
Verify the identity and employment authorization of individuals hired for employment and ensure proper completion of Form I-9 for each individual hired.
Compare information from the U.S. Citizenship and Immigration Service Form I-9 to DHS, SSA and DOS records to confirm employee work authorization status.
The Employer Information Report EEO-1 must be submitted by September 30 of each year to the U.S. Equal Employment Opportunity Commission electronically.
Allows for employers who support affirmative action plans to employ veterans to easily collect and report via the VETS-4212 Reporting program to the Department of Labor.
Keep super-sensitive employee information super-protected in today's dangerous world including employee social security numbers and other secretive, personal information
Offer a temporary extension of health coverage if you are removed from a group health plans sponsored by employers with 20 or more employees.
Determine which employees are full-time and must be offered health care coverage using both the look-back and monthly measurement methods.
Generate IRS Forms 1094-C and 1095-C reports electronically and hard copy for all full-time equivalent employees within the ALE.