If you believe Republicans on Capitol Hill, the Affordable Care Act (ACA) isn’t long for this world. Still, the Obama administration continues to clarify how businesses are supposed to comply with the law’s many provisions.
Employers may soon be able to use a key money-saving strategy that was recently taken away from them by the Affordable Care Act (ACA).
The federal government just added another box employers must check before terminating or taking a disciplinary action against an employee.
Employers got an early Christmas present when President Obama signed a budget bill that delayed the implementation of the Affordable Care Act’s tax on high-value or “Cadillac” health plans.
A new bill to gut many major provisions of the ACA has passed the Senate, and even though there’s little chance the current version of the legislation will remain intact, some sections — particularly those centering on the law’s “Cadillac” tax — may actually survive.
How long will the ACA reporting process take? The IRS may be able to help you determine how much of your schedule you need to block off.
Congratulations … you’ve survived the vast majority of the Affordable Care Act’s (ACA) requirements. But your compliance headaches aren’t over yet. What Obamacare regulations are still slated to kick in?
If you think the Obamacare reporting requirements issued by the IRS are confusing, you’re not alone. But we’ve cut through the clutter to get to the point of what’s required.
If there’s no way your firm will be able to get everything in order in time to comply with the Affordable Care Act’s (ACA) reporting deadlines, don’t panic. You may not have to.
Remember that $36K penalty the IRS felt the need to remind everybody it would impose on employers that tried to give employees untaxed funds to purchase healthcare coverage? Well, there’s now hope that some employers won’t have to worry about this after all.