The Affordable Care Act (ACA) remains a hot topic for businesses nationwide as new resources, mandates and delays are continually announced. Business leaders and HR executives are discovering that even if they provide health care to their employees they will be required to prove their healthcare is both affordable and adequate in order to be ACA compliant.
As leaders in HR compliance, Paycom is committed to staying on top of all ACA regulations and helping others understand what they need to do to be compliant. We hosted our first webinar on ACA Compliance in July and because of the overwhelmingly positive response from attendees, we have scheduled additional live webinar dates – Is Your Business ACA Compliant? – on Tuesday, Aug. 27 at 12 p.m. CDT and two more dates on Sept. 17 and 19 at 3 p.m. and 10 a.m., respectively.
In the webinar we will cover the problems posed by health care reform on both large and small business owners and will help employers determine if their current benefits administration system has the tools necessary to properly and efficiently alleviate ACA compliance exposure.
In addition to covering health care reform mandates already in place, the webinar will cover the following topics employers should consider regarding the shared responsibility requirements before the extended deadline of Jan. 1, 2015.
- Discuss what aspects of the Affordable Care Act are impacted by the delay to 2015.
- Provide an overview of the upcoming ACA mandates.
- Walk you through an easy-to-use Decision Tree designed to help you determine if you are ready for ACA compliance.
- Determine if your current Benefits Administration system gives you the resources to stay in compliance with the ACA.
- Show you how a seamless workflow of benefits, time and attendance, payroll and COBRA reduce exposure to violations associated with administering employee benefits.
- Determine if you have the proper reporting capabilities and tools to notify employees of health care exchanges.
Disclaimer: The content of the webinar is intended to keep interested parties informed of legal and industry developments for education purposes only. It is not intended as legal opinion or tax advice and should not be regarded as a substitute for legal or tax advice.