We feel very fortunate to have found a company that completely handles all of our payroll needs. We have never had any issues and if we have a last minute payroll change it is implemented on the correct cycle. - Mike M
Employers must offer coverage in accordance with the ESR provisions or they could incur penalties. It is important for employers to track employee hours to provide adequate coverage beginning Jan. 1, 2015, and avoid penalties in 2016.
AmCheck can provide services integrating payroll, HR, time tracking and benefits all in one system to assist with Affordable Care Act analysis and reporting requirements.
Use our Employer Shared Responsibility calculator to estimate the cost of possible penalties, based on number of employees.
Number of Full-Time Employees
As of today's date, you employee how many FT employees do not include PT employees.
Total Hours Per Month All Part-Time Employees Work*
* - Cap at 120 hours per month. Full-time employees work 30 hours or more per week on monthly average.
The calculator determines the number of full time equivalents (total part-time hours per month, capped at 120 hours per month, divided by 120 [fulltime definition under the law]), which is added to the number of full-time employees to determine whether an employer meets the 50-employee fee threshold. Fees are assessed based on actual full-time employees, not full-time employee equivalents.
Number of Full-Time Employee Equivalents
* - No fee is paid on part-time employees or full-time employee equivalents.
The employer does not have enough full-time or full-time equivalent employees to be subject to the ESR mandates (50 employees are required). This calculation is done on a monthly basis. The employer's status can change based on number of employees and hours worked by part-time employees.
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If the employer does not provide health coverage to full time employees and at least one individual receives subsidized coverage2, the employer's annual penalty owed to the federal government will be 3.
If the employer does provide qualified health coverage to full-time employees and one or more employees receives subsidized coverage4, the employer's penalty for each employee receiving subsidized coverage will be $3,0004. The penalty cannot exceed the payment for not having offered health insurance from Scenario 1 (number of full-time employees minus the first 30 x $2,000).
Possible penalties based on providing coverage and having individuals eligible for subsidized coverage:
|# of Employees Receiving Subsidy|
|% of Workforce Receiving Subsidy|
2If total employee cost exceeds 9.5% of an employee's income, the employee is eligible for subsidized coverage in the new health insurance marketplace in that state.
3The first 30 full-time employees are exempt from the mandate penalty.
4The penalty amount is the lesser of the actual amount or $2,000 multiplied by all full-time employees, minus the first 30 full-time employees.