ACA Compliance for ALEs in 5 Simple Steps

ACA Compliance for ALEs in 5 Simple Steps



This content is geared more for companies and other small businesses who deal with employee/employer mandate. Well the year has started off. Some of you might already have health care coverage provided to your employees already provided. If you have not gotten to this point yet, it’s in your best interest to get your head in gear. You need to have healthcare coverage made available to your employees. It’s not just good for your bottom line, it also involves the questions of ethics and legalese.

With the year almost 3 months in, the enrollment period might have already ended for some of you. Even if this period hasn’t ended, we need to talk about compliance. It’s up you to uphold the mandate.

What exactly is in the mandate?

This usually depends on the company and the insurance coverage that is available. To generalize things a bit more, the basic concepts behind the mandate are usually the same.

Allow me to explain this a bit further. I will be doing so by pointing out some basic concepts that employers need to keep in mind when it comes to their healthcare coverage and the compliance that needs to be followed.




These rules involve those employees which are ongoing. Say that an employee has been employed for the past year or so. Let’s say this employee has racked up at least 1,560 hours of work, if not a little bit more. Well this means that qualify. This means that standard stability program needs to be setup. At the same time each year this employee can enroll in standard healthcare coverage.

This rule applies to anyone how fits this bill. Take a look at the plan’s enrollment periods. Match up this plan to the actual plan period. You need to do this to reduce the number of multiple enrollments. Without a plan like this, the same guy could enroll in the same plan five times in a row.

This means lots of paperwork and miscommunication. Having this stability period will cut down on the loose ends.

You also need to take into account the administrative end of things. Let’s say that an enrollment period will begin on January 1, 2016. Well the administrative period would be around October of 2015. This will give the company and employee a 90 day window. I hope this makes sense to you.


Employee Roster


This is an important part of compliance. You need to go over your employee roster. Look at who is full-time, part-time and seasonal. You also want to look at who is working variable hours.

Take full-timers for instance. They average about 130 hours of service. Everyone else falls behind this line. Now some of these people will not meet the requirements for healthcare coverage, many of them will.

Now you might have some people that will not always considered part-time or full-time. This is why they are fall into the “Variable hours.” Will these people need healthcare coverage for compliance on the part of the business owner? It all depends on the hours that are worked.

If they work at the minimum of hours required or more, over a certain period of time, than yes they could fall under the umbrella. This is why you have to go down your list. This way you keep up with those who are compliant and those who are not.




Many ask how the government will know if someone is reaching compliance and who is not. This is an easy answer. You have to keep up with your reporting. Anytime you do something for healthcare and compliance, it needs to be reported. This goes for employees who have coverage and who do not. Some might be eligible for coverage and have not enrolled yet. It doesn’t matter. Everything needs to be written down and reported.

This is called “self-reporting.” The government will check the books. This is all part of the auditing process. This all falls under compliance. If you forget to report one thing, the government will pick up on it. It’s in your best interest to keep up with this type of “bookkeeping.”

The companies may have to pay severe fines and face major penalties. Do not take this lightly.


Before you submit anything, you have to take the time review. Yes, this does become a time-consuming process. It will be even more time-consuming if you end up paying a fine or facing a penalty.

Take the time to review it all before hitting the “submit” button. Once it’s in there for compliance, than it’s in there.

You can find more information about healthcare coverage and compliance on the web. Try going to one of the official site, something like they offer at work. If you are a boss you can find out more information at some of the more official pages.


Article provided by Neches FCU, an Equal Employment Opportunity Employer.
Neches FCU is one of the top Texas Credit Unions. Its superior team of professionals is always ready to provide services to all members.
They are respected for a personal, positive work atmosphere, delivering a memorable service experience, and where all clients are known by name.

Read More

Why Millennials Are Having a Hard Time as Employees

Why Millennials Are Having a Hard Time as Employees


Millenials in the Workforce

Influential technology analyst Mary Meeker confirms that millennials are currently the biggest generation in the workforce. They’ve surpassed the baby-boomers and now hold the future of our companies in their phone-occupied hands. However, this could change since they’re also the generation having the hardest time keeping those jobs. Many employers agree millennials are falling behind in the work force for more reasons than you’d think.

Millennials want the pay-off now.

Millennials went to college because college equals riches and success in the not-so-distant future. Due to the United States’ outdated education system, millennials are conditioned to work only when there is a reward offered. Millennials want their reward before they’ve done the tough work to earn it.

They do not see the work in the middle, but the end result. In the work force, millennials see perks, amenities, and extra bonuses being offered and want to instantly reap the benefits.


Impatient Children

Millennials want entertainment at work, they want rewards, and they want them immediately. This generation grew up with instant information on the internet, instant answers to their unending questions. It’s only normal for them to want instant reward at work.

However, an employer doesn’t want a selfish-thinking employee on their payroll. An employee like this could destroy integrity in the workforce. This instant pay-off mindset is hurting millennials because employers are not hiring to give out free benefits. They want hard-working individuals willing to sacrifice a little for the greater good of the company, not people only looking out for themselves.

Millennials are obsessed with personal aspirations.

Millennials would much rather put extra effort into their personal goals than worry about goals at work. Unlike their parents’ generation, they will put themselves before their career. Their parent laid everything aside. Hobbies, travel dreams, and weekends to complete their tasks at work, but millennials are willing to sacrifice their free time. It’s important for them to still have an active social life, like they did in college. Putting emphasis on themselves instead of the company shows employers they aren’t serious about their job. An employer wants to see a committed worker, spending time dealing with the company’s problems. But millennials would rather work the bare minimum at work—focusing on their personal goals and objectives.


Obsessed with personal aspirations

They are independent thinkers.

They expect their employer to be there for them, just like their parents, teachers and counselors. Most millennials were coddled growing up. Overprotected from the feeling of failure and given chance after chance to correct their mistakes in school, they have developed an attitude of I-can-do-no-wrong in work situations.


Independent Thinkers

They were told by their teachers that everyone is a winner and nobody has to suffer 2nd place. Now, this conditioning has turned millennials into overconfident workers who also expect every resource to be available at all times for them to succeed. They not only want their hand held at every corner, they need their employer to be nice and warm, they need to be shown the ropes extensively, they need praise for their work, and they need unlimited help and advice to avoid mistakes.


Employer headaches


These demands give employers a headache. Employers are not babysitters or mentors. Long gone are the days of millennials receiving helpful advice at every sketchy fork in the road. Employers are not like college professors, whose job is to teach and help in as many ways as it takes for the information to stick. Employer complaints are showing that this hand-holding method of work isn’t going to cut it in today’s world.

They want meaningful work.

Millennials are just getting out of college, where they’ve been exposed to all sorts of amazing ways of making a living. There are interesting stories in movies and books that millennials have idolized for so long, creating an expectation for their jobs post grad. Now that they’re finally in the workplace, they want their own meaningful experiences at work, just like in the stories from their wise professor and last month’s box office hit. But employers don’t care about that. Employers want the paperwork filled out, the expense reports completed, and the sales skyrocketing.


Meaningful work

Millennials are being fired is because their wants are not lining up with what today’s workforce is prepared to offer. Understanding what millennials want and what matters to them is challenging. There is a disconnection between the employer and the employee that is only going to change when there is an understanding between the two forces. For now, millennials would do well to separate themselves from the pack and start compromising.

Hopefully, this article was informative.

As a side note, when filing your business taxes this season, consider the amount of time and effort involved in filing, printing, and mailing out 1099’s and W-2 forms to workers and contractors. Those hours could be better spent finding more clients, instead of shuffling paper forms. A better solution is to file 1099 electronically with a provider who handles the grunt work for you. More specifically, a service that manages the printing and delivery of the forms to individual recipients.

If you need to do 1099 filing for your clients and their contractors, check out Not only do they get your e-filing safely and securely, but they print and deliver your tax forms. Check out their explainer video for more details.


Read More