I wanted to title this – “The most boring post ever!” But you guys know I couldn’t write a boring post!
Going through my debrief of HR Tech and I had a meeting with ADP regarding health care reform compliance. Yes. It was as boring as it sounds! But there’s a catch, this is stuff that the real HR folks are really concerned about, especially small and medium sized HR shops (50 – 999 employees). Let’s face it, we don’t have the staff or budget to really feel 100% confident we know what we really need to be doing! It’s something that can make us look like fools to our executives. So, I wanted to pass along some stuff I think might help.
ADP has data coming out of their ears! They surveyed our executives in the SMB space and here’s what they are saying:
- 69% are concerned with the cost of health coverage and other benefits
- 54% are concerned with health care reform legislation
I’ll bet you that 54% is really 100%, but the other 46% believe you (HR Pro) have it under control, and most of us probably don’t!
ACA is confusing, and it seems like a moving target. Most vendors will tell you they can help, but when you really look into the folks who are giving them the information to give you, they’re really no different than you or I. What I really liked about my meeting with ADP is they have the resources to throw some really, really smart people at this, and they have the size and influence to probably get insight directly from those writing the legislation. With great size, comes great access!
ADP has launched a new solution called ADP Health Compliance. ADP Health Compliance combines Software as a Service (SaaS) with rigorous managed services staffed by ACA experts who can help to enable compliance while managing all of the complex regulatory requirements: Eligibility, Affordability and Regulatory Management. And you don’t even need to be an ADP client to sign up to use this solution!
“The ACA has transformed the practice of workforce management into a fluctuating system of checks and balances, and one missed step can be the difference between compliance and significant financial penalties,” said Saliterman. “ADP Health Compliance’s managed service feature is truly unique and can provide large employers with the expertise that only a leader in tax and compliance can deliver.”
“In our restaurants, the vast majority of our employees are variable hour workers whose time will change shift to shift, week to week. We need to constantly monitor employees hours—12 months a year—to determine who is required to be offered health coverage benefits and whether or not that coverage is affordable, which can be a heavy lift,” said Bruce Clark, Chief Financial Officer of Hooters Management Corporation, an early adopter of ADP Health Compliance. “Restaurant operators are good at running restaurants, but that doesn’t mean that they’re good at complicated compliance tasks. Our plan is to keep doing what we do and do that great, and we’ll leave ACA administration to our expert partner…“
Yeah, ACA isn’t sexy. It’s not employee engagement platforms, and digital interviewing and big data. ACA compliance is where HR Pros earn their chops, it’s real-life HR, and it’s something we can’t afford to get wrong. ADP isn’t paying me. I think they have a product a lot of you could actually use, and it protects your organization. Check it out. It’s probably worth your time to take a look and see where you might be at risk!