Analyze Data from Sage HRMS to Comply with the ACA
My Workforce Analyzer uses information from Sage HRMS or Abra Suite to track employee hourly data and determine employer size requirements under ACA. It also helps determine coverage affordability, explores the pay-or-play options, and examines part-time and full-time eligibility requirements.
U.S. District Judge Amos Mazzant grants preliminary injunction to suspend new Overtime "Final Rule" that was set to take effect December 1, 2016. This means the new rule will not take effect as planned on Dec 1st. The new overtime rule that would have raised the minimum salary of exempt employees from $455.00 a week, or $23,660.00 a year, to $913.00 a week, or $47,476.00 a year.
An early holiday gift from the IRS! On November 18, 2016, the IRS issued Notice 2016-70 that extended the deadline for employers and other coverage providers to furnish the 2016 IRS From 1095-C to their employees. The notice did not change the filing date for that form. Read this post to learn more about the extension, follow a link to the Notice, or find a number to call if you have additional questions.
If you use My Workforce Analyzer and terminated any employees in 2015, you'll want to read about these two updates. One ensures information concerning health benefits offered for the month of termination is accurately reported. The other provides a process for checking that the correct forwarding address is entered in Form 1095-C, Part 1 if the employee has moved. These updates will help you stay ACA compliant.
Start making better decisions faster on employee coverage under the Affordable Care Act (ACA)
Yes, both Sage HRMS and Sage Abra Suite allow automated enrollment with the Sage Benefits Enrollment module and in the core Human Resources module under Benefits Management. If an employee does not want coverage, he or she can waive the benefit, and the data flows to section three of Form 1095-C in MWA.
Yes, our compliance experts monitor many provisions of the act, and we will make product changes as necessary to help our customers manage their responsibilities as they relate to the Affordable Care Act.
It depends, but the time varies from 15 minutes to a full day, depending on factors such as whether or not data needs to be imported from your Sage HRMS or Sage Abra Suite solution. If data needs to be imported, this process can take longer. In most cases, customers who have been using Sage HRMS or Sage Abra Suite for a couple of years and have all of their benefit and payroll information complete and up to date in the system will be able to begin using MWA in a very short time.
It will prepopulate some of the data on the report; however, manual entry is also required. Note: With the first release of MWA it is important to remember that section three has been automated using Sage HRMS or Sage Abra Suite data, but section two is not automatically populated. You must edit the defaults for any employee who had a break in service or who has a code that differs from the common answer for your staff.
The system allows for jobs to be excluded by mapping the job codes to Seasonal. In addition, individual 1095-C reports can be suppressed from printing or excluded from the 1094-C report, allowing for flexibility regarding which employees are included.
No, you cannot create your own reports directly from the dashboards; however, you can save the dashboards to your workstation, then use the data to write reports or create spreadsheets. We are planning enhancements around this area for a future release of MWA.