Affordable Care Act (ACA) Repeal and Replace Efforts – Where are we at? What are Employers to do?

Affordable Care Act (ACA) Repeal and Replace Efforts – Where are we at? What are Employers to do?

Affordable Care Act (ACA) Repeal and Replace Efforts – Where are we at? What are Employers to do?

Efforts to repeal and replace the Affordable Care Act (ACA) – also known as Obamacare – have created quite a few shake-ups and discussions these past few months, culminating in the first “real” replacement legislation, named the American Health Care Act (AHCA), being pulled after Republicans were unable to agree on the details. So, for now, we all remain exactly where we have been—under obligation to remain compliant with the ACA legislation still in place.

Where are we at?

Over the last few months, politicians and political experts have indicated the quest to repeal and replace the ACA is more complicated than expected. President Trump’s executive order to alleviate burdens created by the ACA did not include employers. The proposed AHCA didn’t receive enough support and even though there is talk about reviving a modified version for a vote soon, this will not be an easy process and success is far from certain. The new administration is dealing with other important issues facing our country today and in the meantime, politicians may consider other options for the ACA.

As suggested in “Is the fight to repeal and replace the Affordable Care Act dead?,” posted by Lauren Carroll and Louis Jacobson on PolitiFact.com, instead of repealing the ACA altogether, a bipartisan group of Democrats and Republicans could address certain issues and make tweaks to parts of the law. Fixing parts of the law may be more likely than a major repeal and replace effort. However, the ACA has become such a hot button that there aren’t many people in agreement with what needs fixing or how to fix it. Which leaves us in the same place we have been all along, that the ACA legislation remains in place.

What are Employers to do?

Stay the course. Remain compliant. This means any company with 50 or more full-time employees, must continue to comply with the ACA Employer Mandate:

  • Be timely in offering health insurance of a certain quality to full-time employees all year long.
  • Prove the right offer was made to the right employee at the right time using IRS year-end reporting done through forms 1095-C and 1094-C

This latter requirement – most likely modified somewhat – seems to remain in place with the AHCA and most other replacement proposals so this reporting requirement is definitely not going away anytime soon.

We Make ACA Compliance Easy for You

Maintaining compliance with the ACA does not have to be hard. It should not take up all of your time or require a team of new hires. Integrity Data’s ACA Compliance solution can be implemented quickly and offers fully-automated functionality to comply with the legislation – now and if and when it changes. This solution offers everything you need to manage ACA compliance, including reporting requirements for the IRS, penalty risk management, eligibility tracking and affordability reporting. Offered as a yearly subscription, the ACA Compliance solution is also affordable. With the support of this powerful technology, you can avoid expensive penalties for non-compliance and won’t need to hire additional personal to capture, analyze and manage the data needed. This all-in-one solution is proven, reliable and easy to learn and use.

For the moment, the ACA remains fully intact and in place. Should the new administration make changes to the law, Integrity Data will update the solution to ensure you remain in compliance, even as the law changes. Contact Integrity Data for guidance with navigating and remaining compliant with the ACA legislation as it stands today.

By Integrity Data, ACA Compliance Solution Provider out of Illinois

2017-04-27T08:40:31+00:00 April 27th, 2017|ACA Tracking, Reporting Compliance|0 Comments

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