Our experienced HR advisors are on your team, providing critical solutions to your most pressing compliance and HR issues at no extra cost.
Empower your business with expert services that lighten your workload and guarantees seamless coverage for your employees.
Reduce your risk as you easily navigate complex compliance with technology that puts expert HR guidance and answers at your fingertips.
Ease Up Your To-Do List!
Keeping up with COBRA requirements can be daunting for any business. When the status of an employee changes, federal COBRA requires continuation coverage be offered to covered employees, their spouses, former spouses, and dependent children. COBRA Administration is part of the broader employee benefits package and is included at no additional cost in our benefit services.
- We'll make sure your employees understand their rights and options when their employment status changes.
- We automate the process for you, including generating premium payment schedules, payment processing, tracking and more
- Handling complex COBRA tasks yourself has a high propensity for errors. Letting our expert staff handle it for you ensures you are not only compliant, but avoid costly mistakes and penalties.
Strengthen Your Compliance
Protect your organization and your people, and confidently manage your HR compliance with our value-add HR services platform, powered byMyHRFrontDesk.
01
HR Resources
From onboarding to offboarding, a resource platform that covers the employee full life-cycle.
02
HR & Compliance
Document creator, forms and guidance tools related HR and State and Federal compliance.
03
HR Experts
For when you need one-on-one compliance-related HR advice and general HR guidance.
04
News & Alerts
Custom law updates and compliance alerts based on your company’s unique factors.
ACA Compliance
The Affordable Care Act has an extensive list of requirements for employers which generally affects employers with 50 or more full-time equivalent employees (FTEs), and the law continues to change making it even more complex. Beginning with ensuring your plan is designed to meet ACA mandated coverage requirements to IRS reporting, JPA guides businesses through the complexities of the ACA, ensuring they continually meet all requirements and avoid penalties.
ACA Benefit Design
Your employer sponsored benefits must comply with the “Essential Benefits” of ACA. Specifically, to be in full compliance with the law, your insurance policy must cover at least 60% of the costs these essential benefits. These benefits include:
-Ambulatory patient services
-Emergency services
-Hospitalization
-Maternity and newborn care
-Prescription Drugs
-Mental health and Substance —Abuse disorder services
-Rehabilitative and habilitative services and devices
-Pediatric services, including oral and vision care
-Preventive and wellness services, and chronic disease management
ACA Administration
Other services ensuring your compliance with the ACA include:
- Assist with tracking hours
- Ensure eligible employees are offered coverage
- Assist with the reporting process and necessary tax forms
- Handle employee notices
Tax Penalties for Non-Compliance
Employers who have more than 50 full-time equivalent employees must offer those employees benefits that pay for 60% of the minimum essential benefits. If you are in non-compliance in 2025, you will incur a penalty of $2,900 (down from $2,970 in 2024) per year multiplied by the number of full-time employees, and excludes the first 30 employees. Additionally, the penalty is increased each year by the growth in insurance premiums. However, note you may also incur a penalty when at least one of your employees receives a premium tax credit in the Health Insurance Marketplace (Exchange).
Underwriting Rules
The Affordable Care Act (ACA) significantly changed how health insurance plans are offered and underwritten:
- There is no longer a pre-existing condition clause. In other words, insurance companies can not increase rates or deny coverage because of a pre-existing condition.
- Employee dependents can remain on your policy until they turn 26 years old.
- Insurance companies can not consider gender when setting rates.
- Employer renewals must be based on the same rates as new business.
- The waiting period for employer benefits should not exceed 90 days.
