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.
Have you been preparing for tax season as if the Affordable Care Act (ACA) was no longer a factor? We hope not. Because that couldn’t be further from the truth.
The longest government shutdown in the U.S. has impacted many government agencies, including the Equal Employment Opportunity Commission (EEOC).
It’s that time again – tax season. For employers, the first quarter of the year brings about more reporting, filing, calculations, and more often than not, questions from employees about their tax requirements and paperwork. Given all the excitement over the Affordable Care Act (ACA) last year, the confusion makes sense.
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.
What’s worse than one penalty? Mounting penalties.
The IRS is sending out Letter 226-J penalty notices to applicable large employers (ALEs) that didn’t provide affordable health care with minimum essential coverage (MEC) for the 2015 and 2016 tax years.
The failure to comply with ACA regulations is no laughing matter. Any employer who’s received a Letter 226-J penalty notice can vouch for that.
Life would be much easier if the Affordable Care Act (ACA) was less confusing. Unfortunately, that’s not the case. The piece of legislation is so detailed and nuanced, that you might find yourself receiving a penalty letter for noncompliance, when you could’ve sworn you’d done everything correctly. Here’s the cold, hard truth – maybe, just maybe, you didn’t.
Are you an employer with union workers? Are you worried the Affordable Care Act (ACA) is going to muddle this symbiotic relationship? Let us offer you a word of advice: Don’t overcomplicate it.