Do we have to offer health insurance to our part-time employees?
No. – Part-time employees do not have to be offered insurance. In fact, the Affordable Care Act doesn’t explicitly mandate any employer offer their employees acceptable health insurance, however, starting January 1, 2015, certain large employers may face penalties if one or more of their full-time employees obtains insurance through an exchange and obtains premium tax credit.
If part-time employee works more than 30 hours during measurement period, you must offer correct?
What is required for 1/1/14?
What is required for 1/1/15?
What is the look back period? How are the hours calculated over a 12 month period? When should we begin tracking hours?
We hire a lot of part-time employees. It seems like we will have to have a lot of measurement periods, administrative periods and stability periods. Is that correct?
How will I know when a penalty will be assessed?
Does the Employer Mandate apply to non-profit and government employers?
Are the Employer penalties a one-time penalty?
I understand that for every new variable hour employee I hire, I have to start a new Initial Measurement Period to determine their eligibility for the following stability period. What happens if I have a rehire situation, do I have to start another new Initial Measurement Period?
If an employee has been out on FMLA, USERRA, or jury duty (special unpaid leave) do I treat them as a new-hire or a continuing employee when they return to work?
How do I determine whether an employee returning from “special unpaid leave” like FMLA, USERRA, or jury duty is to be considered full-time or part-time?
As a large employer what action or actions would trigger my having to pay the “Employer Shared Responsibility” penalty payment?
Will I be in danger of being subject to a penalty if one of my part-time employees receives a premium tax credit?
Are school Districts exempt from calculating hours?
I have employees that may have 160 hours one month but then 80 hours the next month and fluctuate everywhere in between in other months. Does that impact the large employer determination or any other part of the ACA compliance?
Are overseas/international employees considered under the ACA?
Should hours worked by sub/contractors/temporary employee from staffing agencies be counted for the large employer determination?
How do I determine whether my workers are full-time employees?
We hire a large number of employees for every holiday season and during that time we have more than 50 employees. Does that make us an applicable large employer?
Please clarify the definition of full time employee. Is it 40 hours or 30 hours a week?
Employers started downgrading Full time employees to Part-time hours to avoid participating in ACA. What are the resources employees have to report such behavior?
Except for office staff, our field caregivers are all hired on a PRN basis. As an agency staffing caregivers in people's homes, they can work as little as 4 hours a week to 60 hours a week with rarely the same hours each week. What timeframe is the best to determine the "large employer" test?
If we have an On-Call employee and some weeks they would work 40 hours/week, do we offer them insurance?
Please provide clarification of requirements around student and temporary employees.
What type of hours should be included when determining if the employee is working an average of 30 hours per week?
What forms must I use to file the information with the IRS required by the Affordable Care Act?
What are the 6055 and 6056 reporting requirements?
Are the 6055 and 6056 requirements to report in 2015 still in effect?
Are any new regulations expected regarding the FLSA notices given out to employees?