Six Things Applicable Large Employers (ALEs) Need To Know About Information Reporting and Health Coverage Offers

Applicable Large Employers (ALEs) are generally those employers with 50 or more full-time employees, including full-time equivalent employees in the preceding calendar year. If you are an applicable large employer, did you know the Affordable Care Act requires your company to file data returns that report information with the IRS and with your employees as well? Under the Affordable Care Act, not only are you responsible for jumping through all the hoops of providing coverage for your employees, you also need to be the main source of reporting such information to the Internal Revenue Service.

Applicable Large Employers (ALEs) Under ACA

applicable large employers

Applicable Large Employers (ALEs)

As a full-service employee benefits and insurance agency serving Southern California, Pontrelli, Timour & Associates understand that Obamacare has been driving you crazy as a business owner. Luckily, we are here to help guide ALEs through the obstacle course of providing the right benefits at the right cost, while advising you on resources to ensure your reporting requirements are executed on time. We are here to help ease the frustrations of the ACA, and help you contain costs, while keeping your valued employees happy with their benefit options.

Although many employers are not ALEs, thus not subject to this health care tax provision, the employers that do fall under the ALE definition must take action. If you are an applicable large employer you must use Form 1094-C, Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns, and Form 1095-C, Employer-Provided Health Insurance Offer and Coverage. These IRS forms are used to report the information about offers of health coverage and enrollment in health coverage for their employees.

Here are six key points ALE’s need to know about the information returns they must file:

Six Key Points for Applicable Large Employers (ALEs)

  1. Form 1095-C is used to report information about each employee who was a full-time employee of the ALE member for any month of the calendar year.
  2. Form 1094-C must be used to report to the IRS summary information for each employer, and to transmit Forms 1095-C to the IRS.
  3. ALEs file a separate Form 1095-C for each of its full-time employees, and a transmittal on Form 1094-C for all of the returns filed for a given calendar year.
  4. Applicable Large Employers that offer employer-sponsored self-insured coverage use Form 1095-C to report information to the IRS and to employees about individuals who have minimum essential coverage under the employer plan.
  5. The information reported on Form 1094-C and Form 1095-C is used in determining whether an employer owes a payment under the employer shared responsibility provisions.
  6. Forms 1094-C and 1095-C, or a substitute form must be filed regardless of whether the ALE member offers coverage, or the employee enrolls in any coverage offered.

If you are an applicable large employer (ALE) and you have yet to file these forms, you are already sailing in treacherous seas. Luckily, Pontrelli, Timour & Associates can help applicable large employers right the ship of their companies and return to calm waters. The goal of PT Benefits is to make sure that our client companies that are ALE’s avoid unnecessary IRS fines while keeping in compliance. At the same time, we want to help you recruit and keep the best employees by offering you’re the best benefits program options available.

PT Benefits Can Help ALEs

To learn more about how PT Benefits can help applicable large employers, please contact us today by calling 626-795-4138 today.

3 Strategies To Help Employers Manage Workplace Stress And Improve Productivity

Published in June 2013, Employee Benefits Healthcare research, reveals that just 46% of respondents have strategies in place to combat workplace stress. There are many reasons why the majority of employers have yet to address this problem. For example, many employers simply refuse to accept that stress is actually a problem in their workplace. Many others recognize the issue, but do not take it seriously and do not believe it is there responsibility. But lessening workplace stress and addressing employee health issues is part of a good employer’s compact.

How To Manage Workplace Stress

workplace stress

Managing Workplace Stress = Productive Employees

Pontrelli, Timour, & Associates Inc. has seen from experience that employers who address the issue of workplace stress in advance avoid problems and pitfalls later on. Yet, when the return on investment is so difficult to measure, it is difficult to convince senior managers to use resources, funds and valuable time to address this problem. Another problem is caused by the continuing sensitivity about mental health issues, particularly within the workplace. Many employees do not reveal the damage being done by difficult situations that generate workplace stress until it’s too late.

Here are three strategies to consider to proactively address employee workplace stress before it becomes a problem:

  1. Use online tools because they are anonymous & revealing
  2. Train managers to identify stress-related problem areas in your business and direct appropriate resources
  3. Encourage employees to take responsibility for their own physical and mental wellbeing

1) Online Tools For Workplace Stress Management

A number of organizations are working with the British program designed by PruHealth. The English company has developed online tools, packaged as the Vitality mental wellbeing suite, that can assess employee stress, psychological wellbeing, resilience and social support. Support is then offered through a Living Life online life skills course that uses cognitive behavioral therapy (CBT) and consists of modules, worksheets and e-books. In the United States, the Mayo Clinic and the Cleveland Clinic also have excellent online wellness programs.

2) Train Managers To Identify Potential Problem Areas

Managers are often not given any training to identify stress. Training involves giving managers the courage to have initial conversations with staff suffering with stress. Employers should identify particular problem areas of their business and direct their resources accordingly. Assess the challenging areas of your business and compile the difficulties in a document. Such an accounting can help in the targeting of potential problem areas.

3) Encourage Employees To Take Responsibility

In order to fully address the issue of stress in the workplace, employers need to encourage employees to take responsibility for their own health, both physical and mental.  It is surprising how promoting a walking group where employees enjoy an extended lunch break once a week can increase productivity and improve morale. Employees need to understand that employers support their efforts to promote wellness and engage in positive activities.

Pontrelli, Timour & Associates believes in helping our client companies address workplace issues at the outset in order to ensure they do not become problems. By addressing the issue of stress in the workplace, you can avoid a loss in productivity and profitability down the line. To learn more how PT Benefits can help you, please call 626-795-4138 for a free consultation.