On December 2nd the Internal Revenue Service (IRS) released Notice 2019-63, which provides three sets of relief for the upcoming Affordable Care Act (ACA) reporting year. This an early Christmas gift for employers and health insurers that are subjec to ACA reporting. Two types of relief are very familiar if you have any experience with ACA reporting. The third type of relief is new to this reporting cycle and only applies to health insurers that are required to provide the B Series forms, so it is somewhat irrelevant to employers in their compliance journey.
At the end of 2018, the Affordable Care Act (ACA) was once again thrown into the legal spotlight when a Texas judge ruled that the law was unconstitutional because the individual mandate was essentially no longer in effect.
How often do nonprofits think about the Affordable Care Act (ACA)? The answer is not very often.
This is a problem – especially if you happen to become an applicable large employer (ALE) without even realizing it.
On March 4, the U.S. District Court for the District of Columbia found the government did not have proper justification to stay the implementation of the EEOC’s expanded Obama-era reporting requirements, which included workforce pay data and hours worked data. Because of this, the court has vacated the 2017 stay and ordered the previous approval of the revised EEO-1 form shall be in effect.
If you’re an applicable large employer (ALE) that hasn’t yet filed your 1094/1095-C and 1094/1095-B forms with the IRS, and your plan is to paper file, we have some bad news for you. The deadline for Affordable Care Act (ACA) paper filing was Feb. 28, 2019. Your time has run out.
Affordable Care Act (ACA) compliance is likely the last thing on anyone’s mind during an acquisition.
But that would be a mistake.
Even when everything looks and feels similar after one company purchases another – the same employees, the same company name – that’s not true about their ACA reporting.
Is the Affordable Care Act (ACA) going away, or is it here to stay? This has been an ongoing debate ever since the statute was signed into law.
After a nearly two-month state of uncertainty we now have final word on the 2018 reporting. On April 25, a federal district judge in Washington, D.C. ruled that employers are required to submit Component 2 data (i.e. employee wages and hours) for 2018 EEO-1 reporting by Sept. 30.
In September 2016, the Equal Employment Opportunity Commission (EEOC) announced enhanced EEO-1 reporting requirements for all employers subject to completing the EEO-1 form. In addition to the already required job category, ethnicity, and gender data, employers also needed to report on employees’ W-2 wage data and hours worked.
If you’re an organization with at least 100 employees, and therefore required to file an EEO-1 form – a two-page document that includes a detailed breakdown of the race, gender, and ethnicity of your employees – with the Equal Employment Opportunity Commission (EEOC), the last thing you want is to be unprepared this reporting season. Unfortunately, we’ve seen this is a common dilemma for companies when preparing their EEO-1 reporting.