Obamacare And HCM — 5 Steps To Compliance
Major provisions of the Affordable Care Act (ACA) include regulations known as Shared Responsibility, also dubbed “Play or Pay.” These rules redefine full-time employment for hourly workers and mandate that those fitting the new definition receive health care benefits. Organizations need mechanisms in place that help accurately identify and track which employees qualify for health care benefits since failure to comply will result in costly errors. Clumsy technology for core HR, time and attendance, payroll, and benefits will cause inevitable compliance issues. A solution with one application and one source of data is necessary to perform the newly required analysis to determine which employees qualify for health care benefits under the ACA. The required analysis calls for one rules engine that yields one data set from real-time human capital management, which includes HR, payroll, time and attendance, and benefits administration.
The description of a single solution for HCM is uncommon for most HCM technologies. State-to-state variations in rules and the new definitions under the ACA will overwhelm traditional HCM technologies that are already falling short of their aims. A departure from the norm, Dayforce HCM takes a different approach and commits to ensuring compliance with the ACA.
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