Three Steps for Employers to Prepare for ACA Compliance
THE MENTAL CHECKLIST THAT MUST BE KEPT WHEN PREPARING FOR ACA COMPLIANCE
The Affordable Care Act is going to be making lots of changes as it phases in over the next few years. Employers will need to deal with a lot of nuts and bolts with the compliance. With every change that comes down the pike, new plans will need to be implemented.
If they are not implemented, there are going to be some stiff penalties. The penalties could include everything from audits and fines to other serious practices. The ACA takes these things very seriously. In turn, they expect employers and small companies to take it just as seriously.
There is hope though. Below I have a mental checklist for you to follow. This mental checklist will help you to be more prepared, so you won’t have to undergo those nasty fines and audits.
THE TIMING OF IT ALL
We always hear people going on about how timing is everything. Well this is no different. Every rollout has a specific timeline. This was set all the way back in 2012. Guess what? It’s going to be in effect for at least 2 more years.
THE TWO TIERS OF COMPANIES
– Those companies who have 100 or more employees on the payroll.
– Those companies who have over 50, but less than 100 people on the payroll.
Now each level is its own different creature. Each level is going to have its own timelines and penalties for non-compliance.
Here’s an example:
1) If your company has over 100 employees, you will need to get in line with the “pay or play”. Companies need to keep track of those who fall under this umbrella and work to rectify it. If you don’t, there will be a penalty.
2) If you have less than 100 people on the payroll, you don’t need to worry about this until the year 2016. We have just come up on that year. So both tiers will be responsible for this infraction.
The bottom line is, keep an eye on all timelines. Things are changing. Things will continue to change. It’s in your best interest to keep on top of the timelines.
THE COMPLIANCE ISSUES
Every boss has a role to play. Each boss has to make sure that their employees are getting the best possible coverage out there. It’s up to each boss to make sure that their employees reach eligibility and stay on track.
Now those who insure carry much of the burden. It’s up to them to come up with complaint and helpful healthcare plans, while keep certain factors in check. There are lots of options available to everyone.
Each plan is going to have its pros and cons. It’s up to the employers to educate their employees. Let the staff know what is out there, explaining some of the technicalities behind the benefits.
It’s important to note, every plan must remain compliant before, during and after rollout and enrollment. Sometimes plans disguise themselves well. Sometimes plans promise certain things, but in the end they don’t deliver. It’s up to the companies to seek out the truth, ensuring their employees are going to be getting the best coverage.
This might sound long and drawn out, sometimes it is. However, it’s all part of the mental checklist that every company head must keep in the back of their mind.
WHAT IS AUTOMATION
This is a question that pops up a lot. It’s a question that many people ask about. This all comes down to record-keeping and communication. Everything during this time must be communicated with the utmost respect.
This is where automation comes in. Companies have a lot to deal with as it is. There is not a single company out there that can be expected to handle the healthcare crisis for more than 2500 people. It simply will not work.
Plus, employees are now expected to report certain things. They are expected to report things like leave-of-absence details and jury duty briefings. This is why there is an automated system available.
This system is available for everyone. This way they can take care of what they need to on their own, without having to worry about if it’s going to get done or not. However, this automation services need to be compliant too.
Every detail that an employee is listening to on the system needs to be up-to-code. This is another mental checklist item that employers need to concern themselves with. Is it draining? Yes, it’s very taxing. In the end though, it needs to be done.
There is a lot at stake here. There is so much to consider with healthcare compliance. What is worse though? Not dealing with it and paying the price? Dealing with the headaches and time-consuming processes, only to have it look good for your company in the end?
The choice is yours. If you need more resources on this, there are tools online. I encourage you to check them out now.
Article provided by Neches FCU, an Equal Employment Opportunity Employer.
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