When it comes to taking action against businesses that failed to comply with the Affordable Care Act (ACA), the IRS means business.
Has one of your clients received an Affordable Care Act (ACA) penalty? Are they confused? Worried? Concerned? Are they turning to you for answers?
If – or when – employers receive Letter 226-J, do you know how to help them respond? We hope so – for your clients’ sake.
The Affordable Care Act (ACA) is not going away any time soon. And, after three reporting seasons, the law has proven to be more difficult for some industries than others. One industry dealing with tricky rules is staffing agencies.
Since President Trump took office just under two years ago, the Affordable Care Act (ACA) has been the center of debate and more often, confusion. Though the proposed repeals and modifications to the American healthcare system have died down in recent months, health care is still a hot-button issue in this year’s midterm elections.
With tax season and last year’s Affordable Care Act (ACA) deadlines in the rear view mirror, you may be tempted to take a break from employee tracking. But if the ACA penalty letters currently being assessed by the IRS aren’t enough to keep your guard up, perhaps a look at last year’s most common ACA filing mistakes can reinforce the importance of ongoing tracking and compliance.
Despite vast efforts by the Trump administration, the Affordable Care Act (ACA) remains pretty much intact. And while the fate of the ACA could very well be decided at the midterm elections, employers must come to grips with the fact that, as of right now, there will be consequences for anyone who fails to comply with ACA regulations.
The IRS has released drafts of the 2018 1094/1095-C and 1094/1095-B forms. The release of these documents is another clear message from the IRS that it’s continuing to enforce the reporting requirements of the Affordable Care Act (ACA), which applicable large employers (ALEs) are subject to.
The IRS is continuing to send Letter 226-J to employers for 2015 ACA reporting and employers are turning to trusted advisors for help. One of those advisors is often an employer’s payroll provider, especially since up-to-date payroll data is critical to ACA compliance.
But, with ACA penalties being issued, payroll providers are changing best practices to navigate the shifting requirements that come with Letter 226-J. So what does this mean for employers?
The IRS has proposed a new regulation to expand mandatory e-filings and require more employers to e-file specific employee forms, including the Affordable Care Act’s (ACA) 1095-B and 1095-C. An amendment to the current e-filing regulations, the proposed rule would change employer requirements by considering the aggregate number of employee forms across all types, which have been treated separately in past years.
The Affordable Care Act (ACA) is complex, which is why many employers turn to benefits brokers to help them understand their obligations under the law. Despite the time and effort brokers have put into educating clients on ACA reporting, thousands of applicable large employers (ALEs) are receiving penalty letters stating they didn’t comply with ACA rules.
As a broker, what is your responsibility to clients that received these notices and are seeking assistance and guidance?