To view the entire white paper, click here.
“. . . just because you have implemented technology, it does not mean you are set for compliance.”
With the delay of the Patient Protection and Affordable Care Act’s employer shared responsibilities and obligations, it is easy to push aside your compliance strategy for another year. But don’t get too comfy with that idea; the time to act is now.
Lockton created the Health Reform Advisory Practice dedicated to staying up-to-date with ACA mandates. Our team’s role is focused on what HR technology vendors are doing to offer compliance solutions to the PPACA mandates. After hours of researching systems and polling vendors, we have produced two white papers on the topic. The most recent white paper, released yesterday, is an update on how the delay in the employer responsibilities will affect those who have yet to seek compliance. This paper looks at the integral role technology plays as employers consider how to comply with the employer mandate. Reaching out to our contacts at various vendors, we were able to compile a comparison of what the different HR technology vendors were doing to address full-time equivalency calculations, certain HR process outsourcing offerings and other mandate compliance issues.
To view the entire white paper, click here.
Throughout our research we’ve tried to identify exactly where the issues will originate. For example, the “Pay or Play” mandate requires employers to provide affordable and reasonable health coverage to employees averaging at least 30 hours per week. When this mandate takes affect, how will a company’s HR system be affected? Is this an issue regarding the Benefits Administration system? The HR/Payroll system? The Time and Attendance system? Or is it an outsourcing opportunity?
We have provided our findings to employers across the country and will continue to provide access to all the latest updates. The answers to the above questions can be found in our full reports included in this post.