Are you ACA Compliant?
We Can Help You Get There.
Comprehensive Support
From year-end filings to employee enrollment, our experts manage all aspects of your ACA compliance.
Proactive Monitoring
Doyle HCM diligently tracks full and part-time employee hours to ensure accurate status classification.
Simplified Process
Doyle HCM streamlines your year-end with 1095 form distribution and IRS e-filing, plus safe harbor code assistance for assured correct employee enrollment.
Tailored Strategies
We customize compliance solutions for your specific needs, backed by in-depth data analysis and reporting.
The Power of Effortless Compliance
At Doyle HCM, we ensure your ACA compliance with personalized service that handles all the complexities for you.
Our experts stay vigilant so you can focus on growing your business.
Regulatory Expertise
Our ACA specialists continuously track new regulatory changes, ensuring your compliance is always current.
Simplified Processes
We transform complex ACA compliance tasks into a streamlined, hassle-free experience for your business.
Error Resolution
We meticulously review and correct any discrepancies, guaranteeing the precision of your compliance reports.
Continuous Support
With monthly follow-ups, we maintain ongoing vigilance over your ACA compliance, giving you peace of mind.
The Doyle Difference
Real Relationships
Your dedicated Doyle expert provides continuous, personalized support.
Customized Care
Your business is unique, and your payroll plan should be too.
Hassle-Free Payroll
We’ve got your payroll covered, so you can get back to what matters.
ACA Compliance FAQs
If an employer has at least 50 full-time employees, including full-time equivalent employees, on average during the prior year, the employer is an ALE for the current calendar year. See IRS.Gov for more information.
An employee who averages 30 or more hours per week, 130 hours per month, and 1560 hours per year is considered a full-time employee.
Terminated for at least 13 weeks and rehired, the employee can be treated as a new hire. Their look-back period restarts.
OR
Terminated for less than 13 weeks and rehired, the employee remains in their look-back period and their hours count continues or if they were in a stability period their waiver or enrollment in benefits restarts.
Employers who are ALEs must either offer health coverage that is “affordable” and that provides “minimum value” to their full-time employees (and offer coverage to the full-time employee’s dependents, or potentially make an employer shared responsibility payment to the IRS, if at least one of their full-time employees receives a premium tax credit for purchasing individual coverage on a Health Insurance Marketplace, all called the Exchange. See IRS.Gov for more information.
Yes. Any business, small or large, who has a self-funded insurance plan is required to comply with the rules and regulations of the ACA.
One very simple way to show that an offer of coverage was made to an employee who declined coverage would be through a copy of a signed Acknowledgement of Offer. The form should reflect the offer of coverage to the employee and a dated signature for declining the offer.
If you do not have a waiver of coverage form consider using the Department of Labor: Model Notice for Emplooyer to some or all Employees: New Health Insurance Marketplace Coverage Options and Your Health Coverage (dol.gov)
No, in 2023, the IRS changed the filing requirements. If your company has to file more than 10 1095’s for any tax year after 2022, they must be filed electronically.
Doyle HCM provides you with a monthly proactive approach to ACA compliance. We actively monitor your full-time employees and provide you with accurate eligibility lists so an offer of coverage can be at the appropriate time. We review year-end data confirming all offers of coverage are recorded accurately and timely. We mail your required 1095’s to your employees, and e-file your 1094 & 1095’s with the IRS.