- Effective January 1, 2015
- Penalties for noncompliance
- Fulltime employees must be offered health insurance
- Fulltime = working on average 30+ hours per week
- Includes regular, temporary and seasonal employees
- Measurement period: November 1, 2013-October 31, 2014
- Rules for current employees, new hires, rehires, retirees, leaves of absence
- Break in service rules
- New Personnel Action form
- Workforce Software reports
Penalties
- $2120 for each fulltime employee if just one fulltime employee receives a federal subsidy to purchase coverage on the state insurance exchange
- $2120 x 2000 employees = $4,240,000 annually
Fulltime employee = working (or paid) on average 30+ hours per week
- Includes paid vacation, holidays, sick leave, jury duty, military leave
- Includes unpaid FMLA, jury duty, military leave
Fulltime employees must be offered health insurance
- Work is tied to a calendar season and begins around the same time each year
- Employed for less than 6 months
- Example: Ski instructor working 50 hours/week November-March
Variable hour employee (Temporary Parttime)
- Hours are regularly less than 30 hours per week
- Hours may vary from week to week
- On average, employee works less than 30 hours per week during the measurement/tracking period (November 1-October 31)
- Employees working 6 months at 40 hours per week then 6 months at 20 hours per week are fulltime employees (average 30 hours per week)
Temporary employees or employees working for a limited duration cannot automatically be considered seasonal or variable hour employees
Current employees
- Measurement (tracking) period November 1-October 31
- Stabilization (coverage) period January 1-December 31
- Must provide health insurance during unpaid leaves
- Must provide health insurance even if employee is no longer fulltime
- Coverage ends at termination of employment
New Employees
- Measurement (tracking) period begins on date of hire
- Also tracked during current employee measurement period
- Regular/temporary - 90 days
- Seasonal - 6 months
Rehires
- Must have a 13 week break in service or time worked in prior 12 months determines eligibility for health insurance
- Retirees
- Employees changing status from temporary to regular
- Employees changing status from regular to temporary
Status in People Soft as of November 1, 2013
- Temporary or Seasonal
- Fulltime or Parttime
- Biweekly Standard Hours (if known)
- Daily Hours (overtime threshold)
Changes to DES by October 21, 2013
- Single piece of paper per employee
- Query for merge document: CLK_TEMP_HCR_AUDIT
Updated Personnel Action Form
- Temporary or Seasonal
- Fulltime or Parttime
- Biweekly Standard Hours (if known).
- Daily Hours (overtime threshold)
- Expected Termination Date (if known)
Track hours beginning November 1, 2013
Workforce Software Reports
- Can run reports by employee, policy group, supervisor
- WFS security rules apply
- Recommend minimum of once per month
- Start tracking now and compare with actual hours worked so we can fix any problems before the law goes into effect
- HTML, PDF, Excel
WFS Policy Groups
- Assessor
- Business & Community Services
- BCS - Temporary & Seasonal Only
- CCOM
- DTD - Non-Roads
- DTD - Roads
- Election Poll Workers
- Facilities
- Facilities - Administration
- Facilities - Construction
- Facilities - Services
- FOPPO
- General Exempt
- General Nonexempt
- Health, Housing & Human Services
- Housing Authority
- Nonstandard
- Records Management
- Sheriff
- Surveyor
- Technical Services
- Time Clock
- Water Environment Services
- [Supervisor Name] Employees