The Benetech Advantage
It's lonely in HR. Never fear! Benetech's team of seasoned experts provides the wisdom, technology insights, and healthcare regulatory updates that keep under-staffed and over-tasked HR departments informed, in compliance, and running lean!
All properly integrated Human Resource Management System have five main parts that make up a greater and more powerful system, just like how it takes five robot lions to form Voltron Defender of the Universe. These pieces are Payroll, Time and Labor Management, Affordable Care Act Reporting, FMLA Administration, and Benefit Enrollment.
The keys to a great software are accessibility and customization. The Software is useless if it isn’t intuitive enough to use and won’t serve all your purposes if it can’t be modified to fit your company. Here are some of the attributes of a good Affordable Care Act software dashboard.
While the results of this fall's national elections might re-shape the debate around the Affordable Care Act (the ACA), substantive change, if any, won't occur until at least mid-2017. In the interim, employers must remain mindful of the impact that the ACA's various coverage, cost and compliance requirements have on their employee benefit offerings.
Nothing like crazy New York weather. We boarded the train in Albany for the Annual NY Towns Association Conference to a frigid -18 degrees, and two days later returned home to a soggy 58 degrees. But the weather wasn’t the only dynamic event taking place. Benetech joined the ranks of New York state’s towns and villages staffers and elected officials for annual training at the Marriott Marquis in Times Square. The event boasted a strong crowd of more than 1200 attendees and nearly 90 exhibitor booths, with training session topics ranging from energy management to drone commercialization to record keeping. Around the Benetech booth, however, the topic of conversation was municipal workforce management processes, and how to make the transition from the paper punch cards to biometric time clocks, and evolve from spreadsheet management to integrated payroll and automated report writers. In our conversations, two trends surfaced regarding the current state of affairs for town and village workforce management.
Shopping for Affordable Care Act software is a lot like installing a new shower: your goal is to get a solution that leaves you feeling clean, and the plumber wants to talk about the plumbing, accessories, and where the water is coming from. You can shower with a watering can just the same as in a private suite at the Ritz. The difference is in the experience. So, how does this whacky analogy translate to how you shop for an Obamacare software solutions? At this stage in the market, we’ve seen an assortment of different ACA software options hit the shelves, and nearly all of them complete the paramount task of building and filing your 1095/1094-C forms. That’s a no-brainer. Rather than comparing vendors by output, employers are comparing them in their mechanism for gathering the required data they need, and seeing how they can do it as efficiently and cost-effectively as possible. In other words, employers are evaluating ACA solution vendors in their ability to plug their solution into their current "plumbing" network of payroll, time and labor, and benefits administration. Employers are shopping for a compliance experience. Some employers need the "luxury shower" ACA solution, where others may be perfectly satisfied with the "watering can".
There is nothing more frustrating than when a salesman pulls the old bait n’ switch—luring you in with one product with the intent of selling you something completely different. Rightfully so, it’s a pretty unethical practice. So why are so many Obamacare Solution providers making a move for payroll when employers are looking for a stand-alone ACA solution? Is it just another bait n’ switch? The answer has to do with streamlining data collection and how Affordable Care Act software providers have engineered their software to get to market as quickly and cost-effectively as possible! So what does it mean for your solution search?
3 minute read Just when you thought you’d unwrapped all of your presents, it looks like Santa had one more gift for employers hidden behind the desk in the corner of the family room. And nobody can shoot their eye out with this one… It was about a week before Christmas that we began hearing some “scuttlebutt” from our legal sources that a delay for Affordable Care Act Reporting was forthcoming, and if so, would be issued sometime between Christmas and New Year’s.
2 minute read With the passing of a federal budget bill on December 18, 2015, employers have gained two more years of breathing room between now and the Affordable Care Act’s Excise tax penalty. Better known as the “Cadillac Tax” the Excise Tax portion of the ACA targeted rich employer plans, imposing a 40% tax on premiums exceeding the monthly limit. Based on the CBO’s March 2015 baseline report, that means foregoing $9 billion in projected revenue during 2018 and 2019, when the plan was originally set to go into effect. The recent bill would delay the Cadillac tax until 2020.