ACAManager “Pay or Play” Strategy
Setup company information
Interactive “Pay” or “Play” calculator with real-time “Pay” or “Play” assessment
Determine applicable large group status
Determine FTE equivalency
Determine penalties based on transition relief or standard rules
ACAManager Measurement Periods
Setup multiple measurement, administrative and stability periods based on employer categories.
Track, review and manage initial measurement & standard measurement periods.
Periods can be classified by employee categories and divisions outlined in the BenefitHelp™ system.
Review employer affordability ratios..
Identify company compliance.
View alerts monitoring employee status changes
Review real-time statistics of employer “Pay” or “Play” calculator based on hours loaded.
Automatic triggering of model exchange notices.
Track and manage open notice submissions.
Customize email content.
Reporting 6055- Self-Insured (NON-ALE)
Reporting 6056- ALE not Self-Insured.
Reporting 6055 & 6056 – ALE who are also Self-Insured.
✓ Gives employers the ability to house all relevant information in the employee portal and set it up so that employees must submit an acknowledgement form to ensure they receive and review the initial SBC, as well as any changes within the 60-day limit.
✓ Mobile capabilities allow the employee to conveniently access these documents on the go from any web-enabled device.
✓ Offers a consolidated report that allows employers to provide the IRS with required information about the type of health coverage offered to their full-time employees, the entity providing the coverage and which individuals are enrolled in coverage.
✓ Identifies and captures the specific reasons employees are declining coverage through an enrollment questionnaire, helping employers avoid the penalties for employees who opt-out of coverage due to receiving a tax credit or cost-sharing subsidy through a public exchange.
✓ Provides plan and benefit summary information to comply with information transparency requirements, allowing consumers to compare plan benefits, cost-sharing requirements, renewability and continuation of coverage provisions.
✓ Enables HR staff to send mandatory notifications about public exchanges, whether or not the employer’s plan meets minimum coverage requirements, and explains how to access information regarding premium subsidies that may be available for exchange-based coverage.
✓ Enforces eligibility rules to account for new “safe harbor” classifications and other categories needed by employers to ensure eligible employees are able to enroll in the appropriate plan options.
✓ Calculates Look-Back and Stability periods along with providing eligibility tools to assist employers in ensuring employees are getting the coverage for which they are eligible in the proper time-frame.
✓ Incorporates employee opt-out surveys to help employers determine which employees plan to purchase coverage through a public exchange so they can message them accordingly.
✓ Configures wait periods to comply with the new requirement of 90 days, while proactively identifying all existing sponsors whose medical new hire rules have a wait period of greater than 90 days.
✓ Supports complex business rules and a variety of plans with the ability to incorporate new essential benefit packages designed by employers.
✓ Features customized workflows to require employee acknowledgement in the case that they can only be covered in certain situations. For example, if they do not have coverage elsewhere.
✓ Provides a suite of data analytics and communication tools to assist with the impact of necessary plan design changes in advance of January 1, 2018.