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 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.
“I just received a $3 million penalty from the IRS for noncompliance with the Affordable Care Act.”
That’s just one of many similar, eye-opening statements we heard last month at SHRM18, the Society for Human Resource Management’s annual conference.
While health benefits are just one facet of HR covered at SHRM, the reality of million dollar noncompliance penalties put health care in the spotlight and had lots of people talking.
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 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?
Last November, the IRS began sending out Letter 226-J to applicable large employers (ALE) that were subject to employer shared responsibility penalties (ESRP) for their 2015 Affordable Care Act (ACA) filings. Letter 226-J does give employers the opportunity to refute the assessed penalty amount using Form 14764, and many are taking advantage of this opportunity.
This has been an ongoing and confusing process for employers, and now a new step in the penalty process has been added—IRS Letter 227, which is related to the employer’s initial response. Letter 227 is sent by the IRS to either close an employer’s penalty inquiry or provide next steps to the employer.