This year, the State of the Union will take place on February 4 at 9 p.m. EST. This date is significant for several reasons. It takes place one day after the Iowa caucuses, amid a presidential campaign, and likely in the aftermath of the impeachment trial in the U.S. Senate. While the address takes place during a whirlwind political climate, SHRM remains focused on policy, not politics, advocating for positive workplace solutions.
Posts Tagged ACA
The Affordable Care Act has sweeping components with a varied array of requirements. It has many provisions that will impact employers in the near future and additional components that will continue to evolve.
The value of employer-sponsored health care recently has come under scrutiny from lawmakers as they look for solutions to reduce the federal deficit and alternatives to the Affordable Care Act (ACA). If you’re not a political junkie like me, let me provide some context.
Once I had an accountant tell me that his job was much more complicated and nuanced than my job in human resources. At the time, I begged to differ and was a bit insulted. And now, with all the various regulations, laws, statutes, rules and (fill in the blank), I feel as if being in the HR profession has become more like juggling fully operating chain saws, and someone keeps throwing another up into the air for us to catch.
At the conclusion of 2015, I may have been experiencing nostalgia because of the holiday season or maybe it was that rare feeling of legislative success. After all, I did actively advocate with my colleagues in the National Coalition on Benefits to achieve a two-year delay of the implementation of the Affordable Care Act’s (ACA’s) excise tax (also known as the “Cadillac tax”). In the lobbying industry, this is almost unheard of since it takes several congressional sessions to achieve enactment of a bill into law.
As temperatures warm up and many businesses with 50 or more employees start to take on new hires for the summer months, it’s worth taking a pause before rolling out the red carpet to onboard your new hires. Both you and your candidates may think that they are being hired for seasonal or part-time positions, but the federal government may see them in a very different light – one that comes with an obligation to offer health care benefits…
By: Fred Hughes, Member of the Society for Human Resource Management
While the premise of the Affordable Care Act (ACA) was to assist American employees with gaining health care coverage by defining full-time employment as working an average of 30 hours a week, it has actually hurt the people it intended to help.
At the end of the year most American employees are gearing up for the holidays, shopping, attending social gatherings and scheduling vacations. Meanwhile, you may find many HR professionals working diligently to prepare for the year ahead. In December, HR professionals are finalizing year-end payroll, annual reviews, open enrollment, year-end audits and other forward thinking strategic initiatives to support business operations.
Reporting for ACA Mandates: Final Forms and Additional Guidance
ACA Reporting Requirements: Tips for What's Ahead
Transitional Reinsurance Fee Deadlines Approaching
Employers Should Prepare Now for ACA Subsidy Appeals
Transition Relief Ending for Minimum-Value-Lite Plans
IRS Seeks Comments on 'Cadillac Tax' and Account-Based Plans
Business-Labor Coalition Seeks to Repeal 'Cadillac Tax'
Reducing Worker Hours to Avoid ACA Obligations Violates ERISA
The Affordable Care Act (ACA) has now survived two Supreme Court lawsuits. And, odds are the ACA will continue to face legislative efforts to fully repeal the law through next year’s presidential election. In the meantime, employers and employees are revving their engines and gearing up for the anticipated 40% excise tax also known as the “Cadillac tax.”
Penalties Doubled for Not Filing ACA Information Returns