October 2017
Stay Current Newsletter
art1HR Done Right Blog: The Human Side of Catastrophes - What to Do?

As business owners and HR professionals , protecting the assets of the organization is a priority - this includes protecting our human capital. In recent weeks, we've witnessed devastating hurricanes, uncontrolled flooding, wildfires and mass shootings. These events may affect job performance and an individual's mental and emotional well-being, all of which impacts the workplace. What can a business do when this happens? 

Click here for full details on our HR Done Right blog.

art2What You Must Know Regarding Open Enrollment

Approximately 85% of employee benefit plans now renew in December or January. The BDR team is working in advance to ensure we are able to complete all processing in a timely fashion. The following reminders will help you and your employees know what to anticipate.

Billing Changes - It may take several billing statements for your plan changes to be updated this time of year. However, audit your bills each month and notify us of any discrepancies immediately.

Open Enrollment Processing - The insurance carriers experience longer than normal processing times October through December. It can take three weeks from the time we submit your open enrollment for the carriers to process your changes.

Medical ID Cards - You may get duplicate ID cards. Insurance carriers will often automatically produce and send out member ID cards 90 days prior to a renewal. This causes confusion because these "new" cards will have the members previous year plan election. The correct ID cards will be sent out as soon as the carriers process plan changes.

Dental & Vision ID Cards - Most of the dental and vision carriers no longer issue ID cards. The provider will know how to verify member benefits, but contact our service team with any questions.

Prescription Refills - We recommend you refill any maintenance medication prior to December 1. This will help avoid any surprises with cost or availability.

Appointments - If you are changing carriers, avoid scheduling any elective or non-urgent medical appointments the first week of the month following your renewal.

As always, the BDR team is standing by to help you and your employees through this process. We are grateful for your business and will continue to keep you current. 


Art3IRS Releases Final 2017 Forms 1094 and 1095 

Used for Reporting in Early 2018

The IRS has released the final 2017 Instructions for Forms 1094-B, 1095-B, 1094-C, and 1095-C to help employers prepare for calendar year 2017 Affordable Care Act (ACA) information reporting. Employers will use the final versions of the forms and instructions in early 2018 to report on health coverage offered (or not offered) in the 2017 calendar year.

Key Changes for 2017 Reporting

The 2017 instructions differ from the 2016 instructions as follows:
  • Instructions to Forms 1094-C and 1095-C: The final instructions have been revised to remove discussion of section 4980H transition relief, as none is available for 2017.
  • Instructions to Forms 1094-B and 1095-B: While no significant form revisions are listed in the instructions, the "Additional Information" section refers reporting entities to regulations relating to the requirement to solicit the taxpayer identification number (TIN) of each covered individual (including available penalty relief for failure to report a TIN if certain regulatory requirements are satisfied).
2017 Forms
The following forms are now available for calendar year 2017 reporting:
Information Reporting Deadlines 
The upcoming deadlines for submitting Forms 1094 and 1095 are as follows:
  • Applicable large employers (ALEs)-generally those with 50 or more full-time employees, including full-time equivalents-must file Forms 1094-C and 1095-C with the IRS no later than February 28, 2018 (or April 2, 2018, if filing electronically). ALEs must also furnish a Form 1095-C to all full-time employees by January 31, 2018.
  • Self-insuring employers that are not considered ALEs, and other parties that provide minimum essential coverage, must file Forms 1094-B and 1095-B with the IRS no later than February 28, 2018 (or April 2, 2018, if filing electronically). A Form 1095-B must also be furnished to "responsible individuals" (may be the primary insured, employee, former employee, or other related person named on the application) by January 31, 2018.


Article reprinted with permission from HR360.com
Art4Harassment Prevention Training

Some California employers are required to complete mandatory training under California AB1825. This interactive, in person training session will be facilitated by HR Done Right's certified harassment prevention trainer, Julie Worley. This training meets AB1825 compliance requirements. Whether or not your business must comply with AB1825, this program is beneficial for all business owners, supervisors and HR professionals.

Wednesday October 18, 2017

8:15 AM Registration
8:30- 10:30 AM Training

Register today- this popular class will fill up quickly!

Art5Reminder: 'Pay or Play' Coverage Penalties Remain In Effect

Noncompliance Penalties as High as $3,390 Per Full-Time Employee
Despite recent attempts in Congress to "repeal and replace" the Affordable Care Act (ACA) and President Trump's executive order calling for executive agencies to minimize the ACA's regulatory burden, penalties for failing to comply with the ACA's employer shared responsibility ("pay or play") provisions remain in effect. In general, an applicable large employer (ALE)-generally one with at least 50 full-time employees, including full-time equivalent employees (FTEs)-will owe a "pay or play" coverage penalty for calendar year 2017 under either of these scenarios:
  • ALE does not offer coverage to at least 95% of its full-time employees (and their dependents), and at least one full-time employee receives a premium tax credit to purchase individual coverage through the Health Insurance Marketplace. Under this scenario, an ALE will generally owe a penalty of $2,260 per full-time employee.
  • ALE offers coverage to at least 95% of its full-time employees (and their dependents), but at least one full-time employee receives a premium tax credit to purchase individual coverage through the Health Insurance Marketplace because he or she was not offered coverage that was affordable or provided minimum value, as defined by federal regulations. Under this scenario, an ALE will generally owe a penalty of $3,390 for each full-time employee that received a premium tax credit.
Employers seeking more information on "pay or play" compliance should read the Internal Revenue Service's recently updated Q&As.


Article reprinted with permission from HR360.com

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