Simplify ACA Reporting with Our Affordable and Accurate Solution
The Affordable Care Act (ACA) has specific requirements for determining full-time employee status which is important for ensuring compliance with employer shared responsibility provisions. Two primary methods exist for making this determination: the Monthly Measurement Method and the Look-Back Measurement Method. This article will explore each method, highlighting their respective procedures and implications for employers.
Monthly Measurement Method
Overview: The Monthly Measurement Method evaluates an employee’s full-time status on a month-to-month basis. This method is straightforward and best suited for businesses with stable, predictable employee work hours.
How It Works:
- Definition of Full-Time Employee: An employee is considered full-time if they work at least 130 hours in a calendar month.
- Monthly Calculation: At the end of each month, calculate the total hours worked by each employee. Include all hours for which the employee is paid or entitled to payment, such as vacation, holiday, and sick leave.
- Consistency: If an employee works 130 hours or more in a month, they are deemed full-time for that month and should be offered health coverage to avoid potential penalties.
Advantages:
- Simplicity: The method is straightforward and easy to implement for businesses with consistent schedules.
- Immediate Adjustment: It allows for quick adjustments based on the employee’s work hours each month.
Disadvantages:
- Fluctuating Status: Employees with variable hours may frequently switch between full-time and part-time status, complicating benefits administration.
- Potential for Gaps: Coverage decisions made month-to-month can lead to gaps in health insurance coverage for employees.
Look-Back Measurement Method
Overview: The Look-Back Measurement Method is designed for employers with variable-hour and seasonal employees. This method stabilizes the determination of full-time status over a longer period, reducing frequent status changes.
How It Works:
- Measurement Period: Choose a standard measurement period of 3 to 12 months to evaluate employee hours.
- Standard Measurement Period: The timeframe during which employee hours are measured to determine full-time status.
- Initial Measurement Period: For new hires, this period begins on the employee’s start date and lasts between 3 to 12 months.
- Administrative Period: An optional period of up to 90 days following the measurement period, used for calculating and notifying employees of their status.
- Stability Period: After determining full-time status during the measurement period, this period (which must be the same length as the measurement period or longer) dictates the duration for which the employee is considered full-time or part-time, regardless of hours worked.
- For Full-Time Employees: If an employee is deemed full-time during the measurement period, they retain full-time status during the subsequent stability period, even if their hours worked during that time would otherwise indicate part-time status.
- For Part-Time Employees: If not full-time, they remain ineligible for the stability period.
Advantages:
- Stability: Reduces frequent changes in employee status, simplifying benefits administration.
- Predictability: Provides employees with more predictable and stable health coverage.
Disadvantages:
- Complexity: The method involves multiple periods and calculations, requiring careful tracking and administration.
- Initial Lag: There can be a delay in providing coverage to new employees due to the initial measurement period.
Choosing the Right Method
Considerations:
- Workforce Consistency: For businesses with stable work hours, the Monthly Measurement Method may be simpler and more effective.
- Variable and Seasonal Workforce: Employers with fluctuating work hours and seasonal employees may benefit from the stability offered by the Look-Back Measurement Method.
Implementation:
- Compliance: Ensure compliance with ACA requirements by carefully selecting the method that best fits your workforce dynamics.
- Record Keeping: Maintain accurate records of employee hours and status determinations to avoid penalties and ensure proper benefits administration.
Understanding and correctly implementing the Monthly Measurement Method and the Look-Back Measurement Method are important for ACA compliance and effective employee benefits management. Evaluate your workforce's needs and choose the method that offers the most clarity and stability for both your business and employees.
BAS’ robust MyEnroll360 system and ACA Data Collection and Reporting Service can handle either measurement approach. For information about BAS’ ACA services, contact your account manager or solutions@basusa.com.
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).
