ACA Penalty Relief

Where to Start, Where to Thrive

Expert Access

Enjoy direct contact with a dedicated ACA specialist, ensuring personal attention and swift responses.

Personalized Service

Get tailored ACA compliance solutions that cater specifically to your unique business needs.

Reduce Penalties

Doyle HCM’s expertise can help challenge and lower ACA penalty assessments for your business.

Continuous Care

With Doyle HCM’s retroactive audit and tracking, prevent future ACA compliance issues and penalty notices.

Affordable Care Act Relief (ACA)

We offer the ability to submit your yearly reports, and relief forms through E-Filing software.

We help you determine what fines you are being subjected to, and what fees you may occur if you do not become ACA compliant.

We then help you solve those concerns, and assist you and your company in mitigating the risks as you go forward.

We send the IRS what we like to call “Love Letters” that will help you and your company remain compliant and avoid future fines with the IRS.

We offer new clients a free consultation on what their ACA compliance looks like, evaluating whether not a company qualifies for relief, and then next steps.

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.

Reach out to us to learn more about any of the information above.

Employer Support

The ACA requires employers to offer health care insurance that is affordable and provides minimal value to at least 95%of their full-time employees and children up to the end of the month in which they turn 26. Employers may be subject to penalty for not completing the requirements mandated.

This is the penalty the IRS imposes on an employer to fails to offer at least minimum coverage to at least 95% of eligible employees and their dependents.

This is the penalty the IRS imposes for failure to provide affordable, minimum value coverage to an employee.

The IRS offers 3 Safe harbors to choose from to determine affordability. Safe Harbors are used to determine the code in Line 16 on the 1095-C form when an employee waives coverage.

  1. FPL (Federal Poverty Line)
    1. An employer should only set up this safe harbor if the employee share of the LCP (Lowest Cost Plan) is at or below the current Federal Poverty Line amount.
    2. If an employer chooses this safe harbor and the employee share is above the FPL, your plan will always be unaffordable. This will be reflected on the codes on the 1095-C.
  2. ROP (Rate of Pay)
    1. There are two different methods for determining affordability with the ROP Safe Harbor – one for hourly and one for non-hourly employees:
      1. Hourly Employees
        1. Affordability is determined based on the hourly rate “as of the first day of the coverage period” (generally the first day of the plan year) or the employee’s lowest hourly rate of pay during the calendar month.
      2. Non-Hourly Employees
        1. The employee’s monthly salary, as of the first day of the coverage period, is used to determine affordability. Changes to this amount during the tax year also need to be reported as they may affect affordability.
        2. NOTE: If the monthly salary is reduced during the coverage period, the rate of pay is not available for the months where it is lower
  3. W-2 Federal Wages (Box 1)
    1. This safe harbor will compare your plan cost(s) from your LCP to each employee’s Federal Wages.
  • The IRS reviewed your W-2’s for the tax year in question.
  • You are deemed to be an ALE (Applicable Large Employer) in the eyes of the IRS.
  • This letter is a precursor letter asking employers to confirm their filing details for a specific tax year before sending employers a penalty notice.
  • This is the employer’s opportunity to provide the IRS with information as to why or to file if necessary.

One or more of full-time employees received a PTC (Premium Tax Credit from a state or federal health exchange for one or more months.

No. The ACA has no statute of limitations. Meaning the IRS can theoretically come back on a business at any point in time and require proof of ACA compliance for the tax year in question.

Yes. We can perform a retroactive audit of your HR data and create a penalty letter response for you. At the same time we can develop an ongoing ACA tracking process to prevent future penalty letters.