Not yet a Member?
HR Magazine is highlighting the next generation of HR leaders.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
30+ HR education programs, including 4 NEW programs on hot topics, are available for registration.
Join us in Chicago for the latest trends and technology in talent management, and what to expect in the future.
Fast response could help limit ACA liability
Employers are starting to receive notices required by the Affordable Care Act.
Employers' quick response to new notices from the government's health insurance marketplaces—also called public exchanges—may limit employer-mandate liability under the Affordable Care Act (ACA).Organizations with 50 or more full-time employees or equivalents during the prior year—which are subject to the mandate to provide ACA-compliant group coverage to full-time employees—are starting to receive notices from the health insurance marketplaces when employees instead buy health policies on their own through an exchange and receive premium tax credits to subsidize their purchase.Companies should appeal quickly if the notices falsely state that employees weren't offered affordable minimum essential health coverage through their employer, said Amy Gordon, an attorney with McDermott Will & Emery in Chicago.Nicole Elliott, an attorney with Holland & Knight in Washington, D.C., said that employers receiving the notices have been confused about them. The notices are sent to the address given by the employee, so if there are multiple locations for an organization, it's not uncommon that the notice might go to an address that is not the preferred address for HR. And there's the added element that the notices are new, so employers aren't sure what they're for.The ACA requires the marketplaces to send notices to employers if an employee received an advance payment of a premium tax credit, Elliott noted. "It is an important notice for employers to watch for because it indicates they might be liable for the employer shared responsibility payment, a tax imposed by the IRS," she said.Appeals must be filed within 90 days of the date of the marketplace notice.
Dishonesty or Honest Mistakes?
"The expectation is that some employees who turn down affordable employer-sponsored coverage will not be entirely honest when completing marketplace applications," said Damian Myers, an attorney with Proskauer in Washington, D.C. Or employees may misunderstand marketplace applications and accidentally insert inaccurate information.Regardless, once receiving a notice, an employer should review internal files to determine if the employee received an offer of
affordable coverage that provides
minimum value under the employer's health plan, Myers said. If not, the employer has no basis to appeal the letter.
If the employee did receive an offer, the employer may appeal the marketplace's determination. If the marketplace reverses its determination, the employee will be notified. The employee will be asked to update the marketplace application, and informed of the possibility of tax liability if the application is not updated.
Early Tax Indicator
The marketplace premium credit determination and IRS penalty assessment under the employer shared responsibility mandate are separate, Myers said. So appealing the marketplace determination will not prevent an IRS penalty determination. The marketplaces have no ability to fine or sanction an employer. But a successful appeal "would certainly be beneficial in the event that a penalty is assessed by the IRS," he added, as it might help persuade the IRS that the penalty was imposed in error."Given the exposure for tax liability under the ACA to the employer and the employee, employers should review the marketplace notice and their internal records and consider taking action" if they receive a notice, Elliott said. "It is an early indicator of the tax. Receiving a notice does not definitely mean the IRS will be in hot pursuit.""Appealing an incorrect eligibility determination can provide an opportunity to possibly avoid a potential excise tax under the employer shared responsibility provisions," Gordon added.She noted that, in regards to shared responsibility penalties for failing to offer health insurance:
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies