Simplify ACA Reporting with Our Affordable and Accurate Solution
The Affordable Care Act (ACA) establishes federal requirements for employer-sponsored health coverage, but multi-state employers must also navigate varying state-level mandates. Differences in reporting, minimum coverage standards, and individual state laws can create challenges for HR teams managing compliance across multiple jurisdictions. Employers with a national workforce must implement effective strategies to ensure compliance with both federal and state-specific regulations.
Understanding Federal vs. State Compliance Obligations
At the federal level, the ACA’s Employer Shared Responsibility provisions require applicable large employers (ALEs) to offer affordable, minimum essential coverage to full-time employees or face potential penalties. Employers must also comply with federal reporting obligations, such as furnishing Forms 1095-C to employees and filing Forms 1094-C and 1095-C with the IRS.
Several states, including California, Massachusetts, New Jersey, Rhode Island, and Vermont, have enacted their own individual health coverage mandates some of which require additional employer reporting. Employers operating in these states must track and submit state-specific health coverage information, often mirroring federal ACA requirements but with unique deadlines and formats.
Strategies for Ensuring Multi-State Compliance
- Centralize ACA Compliance Management: Employers should consolidate ACA compliance efforts by maintaining centralized tracking.
- Stay Informed on State-Specific Mandates: Compliance teams must remain up to date on evolving state regulations.
- Standardize Data Collection and Reporting: Establishing a consistent process for collecting employee benefits data ensures timely and accurate reporting.
- Leverage Third-Party Compliance Support: Many multi-state employers benefit from working with administrators like BAS to ease some of the reporting requirements.
- Communicate State-Specific Benefits Information to Employees: Employees in different states may be subject to unique health coverage requirements. HR should provide clear communication on how ACA mandates impact employees in their respective states, ensuring awareness of individual coverage obligations and employer-provided benefits.
- Monitor Changes in Federal and State Legislation: As healthcare laws continue to evolve, HR teams should conduct periodic reviews of both federal and state ACA mandates. Regular internal audits can help organizations proactively adjust policies and maintain compliance.
Conclusion
Managing ACA compliance for a multi-state workforce requires a proactive approach to tracking federal and state regulations. By implementing centralized compliance management, staying informed on jurisdictional differences, and leveraging BAS technology, employers can navigate the complexities of ACA reporting and avoid costly penalties.
Benefit Allocation Systems (BAS) provides best-in-class, online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 can Integrate with any insurance carrier for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and many others), and integrate with any payroll system for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and many others).
