For HR departments, tracking hours for variable-hour employees is critical for Affordable Care Act (ACA) compliance when determining full-time status. Variable-hour employees are those whose work hours fluctuate, making it challenging to ascertain their eligibility for employer-sponsored health coverage under the ACA.
To accurately track hours, HR professionals must implement effective systems and strategies.
Here are some essential tips:
By diligently tracking hours for variable-hour employees, HR departments can effectively manage ACA compliance and ensure that eligible employees receive the healthcare coverage mandated by law. Investing in robust timekeeping systems, clear communication, and ongoing education will help streamline the process and mitigate compliance risks for employers.
Benefit Allocation Systems makes it easy to determine whether a variable hour employee should be treated as full-time for ACA purposes. BAS has several options for getting hours into the BAS system for analysis. For information about BAS’ ACA data collection and reporting 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).