AFFORDABLE CARE ACT (ACA) COMPLIANCE SOFTWARE
Manage your ACA workflows in a unified platform with our affordable care act compliance software.
WE MAKE ACA COMPLIANCE EASIER
It is challenging to track and manage all the information and paperwork involved with ACA compliance management. Our Affordable Care Act compliance software automates these time-consuming processes so you can avoid costly penalties for noncompliance.
Keep it Unified
Eliminate manual processes and multiple point systems with a single-system ACA solution.
Maintain Compliance
Manage employee health benefits, execute your Affordable Care Act strategy, and reduce risk with our ACA software solution.
Avoid Costly Penalties
Use ACA tools like our built-in error-checking algorithm to avoid potential non-compliance fees.
Automate Reporting
Simplify your reporting process using our ACA forms software. APS will even e-file on your behalf.
LEVERAGE ACA TRACKING SOFTWARE TO SIMPLIFY COMPLIANCE
Our ACA HRIS software provides the necessary tools to make Affordable Care Act compliance easier. From determining full and part-time statuses for your employees to producing and filing Forms 1094-C and 1095-C, our ACA compliance software for employers has you covered.
Health Insurance Reporting
ALE FTE Calculation
Marketplace Notices
Part-Time Staff Management
Benefit Plan Enrollment Tracking
Average Hours Compensated
ACA Dashboard and Alerts
1094-C and 1095-C Reporting
You can generate, review, approve, and file your ACA reporting forms with our all-in-one Affordable Care Act compliance software in four simple steps.
- Generate your 1094-C and 1095-C forms with our guided interface.
- Review forms, make edits, and correct conflicts with our error-checking algorithm.
- Approve your forms in seconds, then print and file for simplified ACA reporting.
- APS will print your 1094-C and 1095-C forms and e-file with the IRS at year-end on your behalf.
Let's Make HR and Payroll Software Easier
Hear why APS’ award-winning technology and services have earned us a 98% customer retention rate.
ACA SOFTWARE SOLUTIONS FOR EVERY INDUSTRY
Our software for ACA compliance helps businesses in all types of industries. Track and manage ACA requirements of the Employer Shared Responsibility mandate so you can execute your Affordable Care Act strategy with confidence.
Use our ACA tracking software to track and manage compliance across your financial institution’s branches to ensure compliance.
Track and manage your healthcare facility’s part-time staff with our ACA software solution to limit the number of employees exceeding the 30-hour threshold.
With our ACA compliance software for employers, you can track and manage benefits offered to eligible employees to avoid potential risks for your hospitality organization.
Our Affordable Care Act compliance software automates the tracking of average hours compensated per week so you can determine health benefits eligibility for your nonprofit’s employees.
Track your religious organization’s measurement periods and alerts with our ACA dashboard for efficient compliance management.
Use our compliance software to instantly calculate the number of full-time equivalent employees for your restaurant so you can avoid costly penalties.
ACA COMPLIANCE SOFTWARE FAQS
Here is an overview of the most frequently asked questions users have about our software for ACA compliance.
WHAT IS ACA COMPLIANCE?
ACA compliance is the process of an Applicable Large Employer (ALE) offering health insurance coverage to eligible employees in accordance with the Affordable Care Act. ALEs are employers with 50 or more full-time employees working at least 30 hours per week or their equivalents when part-time hours are added together.
ALEs are required to offer health insurance coverage that meets the ACA’s specifications to at least 95% of full-time employees or pay the penalty. Businesses with fewer than 50 employees are exempt from the employer mandate. However, if they choose to offer health insurance coverage to their full-time employees, it must meet the ACA’s specifications.
The ACA’s specifications for health insurance coverage require that a plan must offer minimum essential coverage (MEC). Examples of plans that count as qualifying health coverage include:
- Any health plan purchased in the Health Insurance Marketplace
- Job-based medical coverage
- Medicare
- Medicaid
- CHIP
- TRICARE
A health insurance plan must also provide minimum value, meaning the plan pays for at least 60% of covered benefits.
ALEs must report on the health insurance coverage they have offered each calendar year under the employer information reporting provision. This process consists of employers using Form 1094-C, Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns, and Form 1095-C, Employer-Provided Health Insurance Offer and Coverage. Use these forms to report the following required information:
- Offers of health coverage to full-time employees and their family members under Section 6056.
- Enrollment in health coverage by employees and family members under Section 6055.
Applicable large employers must follow these guidelines as required by the Affordable Care Act to ensure they are ACA compliant.
DO EMPLOYERS NEED TO REPORT COBRA COVERAGE FOR ACA COMPLIANCE?
Employers do need to report COBRA coverage for ACA compliance, depending on the situation. An employer does not need to report an offer of COBRA continuation coverage to a former employee due to termination of employment in Part II of Form 1095-C.
An employer does need to report an offer of COBRA continuation coverage to an active employee who loses eligibility for non-COBRA coverage due to a reduction in hours in Part II of Form 1095-C. An example of a loss of eligibility for non-COBRA coverage would be a change from full-time to part-time status resulting in a loss of eligibility under the health plan.
Let’s say an employer sponsors a self-insured health plan and an employee’s spouse and dependents separately elected to receive COBRA continuation coverage. In this case, the employer may choose to report coverage of each non-employee spouse and dependent who separately elects COBRA continuation coverage on Form 1095-B or Form 1095-C.
An example of this would be if an employee divorced their spouse and the spouse separately elected to receive COBRA continuation coverage. The employer would report the employee’s enrollment in Part III of Form 1095-C and the months of the calendar year that the spouse had coverage.
A full-time employee who terminates employment during a calendar year and receives an offer of post-employment coverage is not reported as an offer of coverage in Part II of Form 1095-C. An example of this situation would be an employee retirement.
For more information on what codes to use, see the IRS’ Reporting Offers of COBRA Continuation Coverage and Post-Employment Coverage.
DOES MY COMPANY NEED TO WORRY ABOUT ACA COMPLIANCE?
If your company is considered an Applicable Large Employer with 50 or more full-time equivalent employees, you need to worry about ACA compliance. Failure to offer a health insurance plan that provides minimum essential coverage (MEC) and minimum value will result in penalties assessed. These penalties include:
- $2,700 per full-time employee minus the first 30 for failure to offer minimum essential coverage to at least 95% of full-time employees.
- $4,600 divided by 12 for each full-time employee receiving subsidized coverage through an exchange for the month for failure to provide coverage that is unaffordable or does not provide minimum value.
There are also penalties associated with information reporting of ACA coverage:
- The penalty for failure to file an information return generally is $280 for each return for which such failure occurs. The total penalty imposed for all failures during a calendar year cannot exceed $3,275,500.
- The penalty for failure to provide a correct payee statement is $280 for each statement, with the total penalty for a calendar year not to exceed $3,275,500.
- Special rules apply that increase the per-statement and total penalties if there is intentional disregard of the requirement to furnish a payee statement.
These penalties can quickly add up. Therefore, it’s critical for companies that are subject to the employer mandate to have a plan in place that ensures continued compliance with the Affordable Care Act. Using compliance software will automate these tasks and make Affordable Care Act compliance easier to manage.
WHY PARTNER WITH APS FOR YOUR AFFORDABLE CARE ACT TRACKING NEEDS?
Understanding the Affordable Care Act (ACA) guidelines and how they affect your business is a daunting task. It takes a considerable amount of time to determine a company strategy, gather the information you need to manage ACA requirements, and then report health plan data to the IRS.
If you are looking to execute your ACA strategy with confidence and ensure you have a historical record of data for reporting or potential audits, APS can help. Our Affordable Care Act compliance software helps accurately manage ACA requirements of the Employer Shared Responsibility Mandate in the following eight ways:
1. Aggregate Cost of Health Insurance Reporting
With APS, you can easily track the employer amount of health insurance plans. When W-2s are processed, the employee and employer amounts are automatically combined and added to Box 12 Code DD.
2. Applicable Large Employer Calculation (FTE)
Employers can use our ACA FTE report to calculate the number of full-time equivalent employees and determine company ALE status.
3. Notice to Employees of Coverage Options
Employers covered by the Fair Labor Standards Act (FLSA) must provide notice of the state’s Health Insurance Marketplaces to new employees within 14 days of their hire date. Department of Labor model notice templates are available in the APS Help Center to make this process easier.
4. Part-Time Staff Management
APS offers an ACA Weekly Threshold alert, which provides a dashboard notification to view employees approaching and those who have exceeded the 30-hour threshold. The alert is ava both in ACA compliance software and in our manager self-service portal.
5. Benefits Administration
APS Benefits Administration is a comprehensive solution that manages and documents ACA compliance, providing a solid foundation to meet IRS reporting requirements. Whether your company uses online or paper-based benefits enrollment, Benefits Administration gives you the ability to manage this information in a centralized database.
6. Average Hours Compensated Per Week Reporting
The Average Hours Compensated Per Week report makes it easy to view hours compensated during measurement periods to determine which employees are eligible for health coverage.
7. ACA Dashboard for Measurement Periods and ACA Alerts
The ACA Dashboard helps organizations determine which variable hour employees worked enough hours during the designated measurement period to qualify for health coverage. The ACA Dashboard works together with our core HR software and Health Benefits Administration solution for seamless, efficient compliance management.
8. Health Plan Coverage Reporting
APS handles the reporting requirements under Section 6056 of the ACA by populating Forms 1094-C and 1095-C with the required information. You can accurately capture and report this information using the Benefits Administration and ACA reporting features in the APS platform.
Payroll and HR Buyer's Guide
Need help choosing the best payroll processing solution for your company?
We've got you covered with everything from payroll and HR to security and support.
Suggested ACA Compliance Software Resources
We have informational resources and tools for all your workforce management needs. Check out our handy articles, checklists, eBooks, guides, industry overviews, reports, and white papers with valuable information about Core HR and Payroll.
People Trust Us With Their Payroll and HR Needs
We help over 2,000 companies and counting with their payroll and HR needs. Check out some of our most recent achievements.
