Select Page

5 Essential Features of ACA Reporting Software

Are You Confident in Your ACA Reporting Software?

With Section 6056 ACA reporting requirements right around the corner and a potential per form penalty to pay, it’s important to have a quality ACA reporting service in place. But how do you find the right fit for your company’s needs? Below are five features to look for in an ACA reporting service to ensure your business is compliant with IRS deadlines.

ACA Reporting Requirements

If you are an applicable large employer (ALE) you must report certain information to the IRS about the health care coverage you offered to your full-time employees. This information is reported on transmittal Form 1094-C and information return Form 1095-C.

1. Error-Checking Algorithms Are in Place

Did you know there are 18 potential conflicts that can occur each month between lines 14 and 16 on the 1095-C form? That’s why it’s essential to have an ACA reporting service in place that has technology designed to check for these types of conflicts. Look for an ACA reporting service with intelligent algorithms built into the solution that will check for invalid codes for Lines 14 and 16 of the 1095-C form. The error-checking algorithm should also identify any data errors in your 1095-C forms and give you the opportunity to correct them.

How APS Can Help

Our ACA solution with built-in reporting uses intelligent algorithms to ensure codes are valid and data is formatted correctly.

2. Provider is An e-Filer With the IRS

When looking for a quality ACA reporting solution, check to see if the provider is an approved e-filer with the IRS. Approved providers have passed the IRS Assurance Testing System (ATS) requirements for Software Developers of electronic Employment Tax Returns. Meeting the requirements means that the software can provide correct data in the proper format for processing by IRS systems.

Choosing a provider that is an approved IRS e-filer will save you time with filing Forms 1094-C and 1095-C and help you avoid hefty fines.

How APS Can Help

APS is an approved IRS e-filer and can ease the burden of year-end ACA filing by handling e-filing of your Forms 1094-C and 1095-C.

3. Provider is a Reputable Company

Just because a company is offering an ACA reporting service at a rock bottom price, doesn’t mean you’re getting a great deal. How reputable is the provider? It is important to research the company and ensure they are stable and trustworthy. Some trust signals to look for include:

  • Security - look for a provider that has completed and met the standards of the SSAE-16 SOC 1 audit. This tells you the provider has controls in place to ensure their product and their customers’ data is protected and secure.
  • Reputation - look for a provider that has been recognized by reviews sites for having superior technology and support. It’s always good to see what other users have to say about a provider and the product they offer.
  • Experience - look for a provider that isn’t new to the ACA arena. Are they established and offer other ACA compliance tools or is this their first compliance solution? It’s always better to choose a company that has been on top of ACA compliance regulations from the beginning and has experience reporting to the IRS.

How APS Can Help

APS offers ACA reporting with a company you can trust:

4. Ease of Use

It’s one thing to offer an ACA reporting solution, but quite another to offer a product that is easy to use. ACA compliance is complex, so finding a reporting solution that takes the complexity out of the equation will save you time and headaches.

Look for a solution that offers a guided workflow that walks you through each step and answers any questions you may have along the way. With so much at stake, you want to feel confident about submitting your 1094-C and 1095-C forms to the IRS.

How APS Can Help

Our ACA reporting solution provides a guided process that takes you through 4 simple steps to complete your Forms 1094-C and 1095-C.

5. Provider is Current with Regulations

It’s critically important to choose a provider that is always current with ever-changing ACA regulations. If the technology platform is not being updated as ACA regulations evolve, you cannot be 100% confident your data and reporting will be correct.

With ACA compliance and the possibility of facing fines for incorrect data, it’s paramount the provider you choose is staying on top of ACA regulations.

How APS Can Help

Our ACA solution is cloud-based, so you’re always using the latest version. No need to update or download any software.
Ready to take the next step? Request your free demo of our ACA compliance and reporting solution today and learn how you can take the complexity out of the ACA.
01
December, 2015

5 Essential Features of ACA Reporting Software

Great Information

Awesome content, even better software. Just think what our technology could do for you.

Three Keys to an Effective Employer-Designated Vacation Policy

With Spring and Summer around the corner, people are planning their vacations. Now is a good time to review your company’s vacation policy to see if it needs updating, or to enact a policy if there is not one in place currently. One of the perks of many organizations is the benefits that companies provide to their employees to encourage employee loyalty and to offer an attractive place to work. However, a tricky area for any employer is to designate when employees may take their vacation time. It certainly may help the employer in effectively managing time and workplace attendance; however, it can also lead to employee frustration if they are mandated to take a vacation only during specific times during the year. Take steps to avoid this pitfall by following these three best practices:

1) Setting up the Policy

When enacting a vacation policy, an employer needs to make sure it is easy to enforce. This includes reviewing organizational trends in regards to vacation time requests. A review of when vacation time requests increase and times of year when workloads tend to be heavier will provide valuable data in determining the vacation policy. Small to mid-sized businesses have to take these trends into special consideration to ensure all tasks are covered throughout the year. An organization may effectively manage such requests by incorporating a policy regarding time off by placing a maximum cap on the number of days that employees may request to take for vacation; the number of employees from within a department that may be out at any given time, as well as how much notice employees must provide prior to taking vacation. Companies that incorporate a system based on employees’ seniority within the organization as a basis for granting vacation leave during periods of high requests increase consistency in the management of employee vacation requests. Once the vacation policy has been decided and put into place, it is essential to communicate the policy to employees in a clear and concise manner.

2) Managing with Technology

Putting a vacation policy in place can be a great a benefit, but it also increases HR’s workload. Trying to manage the requests and approvals process using manual methods, like paper and spreadsheets, can consume a lot of time and is prone to errors. The use of a cloud-based time & attendance solution streamlines the request/review process and also makes it easier to enforce the vacation policy in place. Employees can submit their vacation time requests, managers can review submitted requests for approval, and the history of these requests can be viewed in reports. The use of an employee self-service site is a great way to communicate updated and new policies to employees. An employer’s vacation policy may be uploaded for employees to view within the self-service site. Employees may also use the self-service site to submit their requests and view which requests have been approved. This type of technology builds employees’ confidence in the company’s policy because they have visibility at all times.

3) Monitoring Your Policy’s Success

A vital step in enacting and enforcing a solid vacation policy is having good management reporting. It is recommended that an employer keep a complete audit trail of employees who have requested vacation time, which manager approved or denied the request, and run historical trends to track how well the policy is working. An employer may also track vacation time requests to make sure there is no policy abuse occurring, for example, fairness in who may take vacation during certain holidays.

Rule Your Vacation Policy Strategy

With a thought-out vacation policy strategy, you can achieve a balance between employee taking vacations and workloads getting completed correctly and efficiently. Not to mention, managers can decrease the amount of time spent manually tracking and approving vacation requests with an automated time and attendance solution. Be sure to monitor the success of your policy so you can analyze historical data to determine if your company needs to change sections of the policy to better fit the needs of the organization and employees. Whether you currently have a vacation policy or not, be sure to review your vacation policy annually or as the needed for your business.

About APS

APS brings innovation and scalability to modern workforce management. Our clients, their employees, and our partners deserve intuitive technology delivered with personalized service and support. APS understands the challenges organizations of all sizes face, which is why our unified payroll and HR solution is built to address all aspects of the employee lifecycle.

For more information, please visit www.apspayroll.com or call 855-945-7921.

Recent Posts

Check out more great articles from the APS Blog covering HR, payroll, and everything in between.

November 2019 Compliance Updates

November 2019 Compliance Updates

We’re looking at November 2019 compliance updates, including potential new overtime calculation factors, withholding methods and tables, and inflation-adjusted payroll amounts.

November 2019 C-Suite Chats with Christian Valiulis

November 2019 C-Suite Chats with Christian Valiulis

In November, our CRO & Forbes Business Development Council member, Christian Valiulis, answered questions about business topics like rebranding, long-term growth strategies, and incorporating philanthropy into brands. Here are his thoughts.

01
December, 2015

5 Essential Features of ACA Reporting Software

Great Information

Awesome content, even better software. Just think what our technology could do for you.

Three Keys to an Effective Employer-Designated Vacation Policy

With Spring and Summer around the corner, people are planning their vacations. Now is a good time to review your company’s vacation policy to see if it needs updating, or to enact a policy if there is not one in place currently. One of the perks of many organizations is the benefits that companies provide to their employees to encourage employee loyalty and to offer an attractive place to work. However, a tricky area for any employer is to designate when employees may take their vacation time. It certainly may help the employer in effectively managing time and workplace attendance; however, it can also lead to employee frustration if they are mandated to take a vacation only during specific times during the year. Take steps to avoid this pitfall by following these three best practices:

1) Setting up the Policy

When enacting a vacation policy, an employer needs to make sure it is easy to enforce. This includes reviewing organizational trends in regards to vacation time requests. A review of when vacation time requests increase and times of year when workloads tend to be heavier will provide valuable data in determining the vacation policy. Small to mid-sized businesses have to take these trends into special consideration to ensure all tasks are covered throughout the year. An organization may effectively manage such requests by incorporating a policy regarding time off by placing a maximum cap on the number of days that employees may request to take for vacation; the number of employees from within a department that may be out at any given time, as well as how much notice employees must provide prior to taking vacation. Companies that incorporate a system based on employees’ seniority within the organization as a basis for granting vacation leave during periods of high requests increase consistency in the management of employee vacation requests. Once the vacation policy has been decided and put into place, it is essential to communicate the policy to employees in a clear and concise manner.

2) Managing with Technology

Putting a vacation policy in place can be a great a benefit, but it also increases HR’s workload. Trying to manage the requests and approvals process using manual methods, like paper and spreadsheets, can consume a lot of time and is prone to errors. The use of a cloud-based time & attendance solution streamlines the request/review process and also makes it easier to enforce the vacation policy in place. Employees can submit their vacation time requests, managers can review submitted requests for approval, and the history of these requests can be viewed in reports. The use of an employee self-service site is a great way to communicate updated and new policies to employees. An employer’s vacation policy may be uploaded for employees to view within the self-service site. Employees may also use the self-service site to submit their requests and view which requests have been approved. This type of technology builds employees’ confidence in the company’s policy because they have visibility at all times.

3) Monitoring Your Policy’s Success

A vital step in enacting and enforcing a solid vacation policy is having good management reporting. It is recommended that an employer keep a complete audit trail of employees who have requested vacation time, which manager approved or denied the request, and run historical trends to track how well the policy is working. An employer may also track vacation time requests to make sure there is no policy abuse occurring, for example, fairness in who may take vacation during certain holidays.

Rule Your Vacation Policy Strategy

With a thought-out vacation policy strategy, you can achieve a balance between employee taking vacations and workloads getting completed correctly and efficiently. Not to mention, managers can decrease the amount of time spent manually tracking and approving vacation requests with an automated time and attendance solution. Be sure to monitor the success of your policy so you can analyze historical data to determine if your company needs to change sections of the policy to better fit the needs of the organization and employees. Whether you currently have a vacation policy or not, be sure to review your vacation policy annually or as the needed for your business.

About APS

APS brings innovation and scalability to modern workforce management. Our clients, their employees, and our partners deserve intuitive technology delivered with personalized service and support. APS understands the challenges organizations of all sizes face, which is why our unified payroll and HR solution is built to address all aspects of the employee lifecycle.

For more information, please visit www.apspayroll.com or call 855-945-7921.

Recent Posts

Check out more great articles from the APS Blog covering HR, payroll, and everything in between.

November 2019 Compliance Updates

November 2019 Compliance Updates

We’re looking at November 2019 compliance updates, including potential new overtime calculation factors, withholding methods and tables, and inflation-adjusted payroll amounts.

November 2019 C-Suite Chats with Christian Valiulis

November 2019 C-Suite Chats with Christian Valiulis

In November, our CRO & Forbes Business Development Council member, Christian Valiulis, answered questions about business topics like rebranding, long-term growth strategies, and incorporating philanthropy into brands. Here are his thoughts.

Pin It on Pinterest

Share This