The ACA Times


  Show menu
  • Home
  • Articles
  • Get to Know the ACA
  • ACA – Frequently Asked Questions
  • Resources
  • Meet the Editors
  • Trusaic
  • Contact Us
  • Legal
  
  • Home
  • ACA Compliance
  • Calculating FT and FTE Employees [UPDATED]

Articles

Calculating FT and FTE Employees [UPDATED]

January 4, 2018 Joanna Kim-Brunetti ACA Compliance, Affordable Care Act, Legislation
Calculating FT and FTE Employees [UPDATED]

As part of their annual filing of healthcare coverage information with the IRS, organizations must determine if they are Applicable Large Employers (ALEs) for purposes of the Affordable Care Act (ACA) – that is, whether they have an average of 50 or more full-time or full-time-equivalent employees over the course of a year.

This calculation is important because of two provisions of the ACA that apply to ALEs.

First, the Employer Shared Responsibility Provisions outlines what penalties an ALE faces if they have failed to comply with the ACA. The IRS has already started issuing Letter 226J tax penalty notices to ALEs for failure to comply with ACA regulations. These notices contain ACA penalty assessments pertaining to ACA information filings for the 2015 tax year. Some of these IRS Letter 226J notices contained penalties in the millions of dollars. More are expected to be issued this year, including for 2016 tax year filings. For an infographic on how to respond to Letter 226J penalty notices, click here.

Second, the employer information reporting provision requires that an annual information return be submitted to the IRS. The return provides information on whether ALEs offered to their employees and their dependents, and, if so, what type of insurance was offered to the employees (e.g., affordable and minimum value). These reports can either be submitted using paper returns or submitted electronically through the Affordable Care Act Information Returns (AIR) Program.

In addition, self-insured ALEs – that is, employers who sponsor self-insured group health plans – have additional provider information reporting requirements. The vast majority of employers will fall below the ALE threshold, the IRS noted. These companies, therefore, will not be subject to the employer shared responsibility provisions.

In determining whether they are an ALE, in general, employers average their number of employees across the months in a calendar year to see whether they have at least 50 FT or FTE employees.

Here are three terms important in determining whether an organization is an ALE:

A full-time employee in general is an employee who, on average, works at least 30 hours per week, or at least 130 hours in a calendar month.

A full-time equivalent employee is a combination of employees, each of whom individually is not a full-time employee, but who, in combination, are equivalent to a full-time employee. For example, two employees who each work an average of 15 hours per week are equivalent to one full-time employee.

To determine if an organization is an applicable large employer for a year, in general, the organization counts its full-time employees and full-time equivalent employees for each month of the prior year, and calculates the average number of FT and FTE employees during the year.

In making the ALE calculation, companies must determine if they are a member of an aggregated group of two or more commonly owned, related or affiliated employers.

Members of an aggregated group must combine their employees to determine their workforce size. The members of the group must count the full-time and full-time equivalent employees of all members of the group for each month of the prior year, and calculate the average number of FT and FTE employers for the year.

For example, if three firms are jointly owned, with one on average having 20 full-time employees during the year, another having 25 and the third with 12, the three firms together are an ALE.

There are additional rules for determining who is a full-time employee, including what counts as hours of service. For more information on these rules, see the employer shared responsibility final regulations and related questions and answers on IRS.gov.

For more information, see the Determining if an Employer is an Applicable Large Employer page on the IRS.gov website.

Employers that fail to correctly identify themselves as an ALE could be subject to ACA penalties from the IRS.

The ACA’s Employer Mandate requires Applicable Large Employers (ALEs) (organizations with 50 or more full-time employees and full-time equivalent employees) are required to offer Minimum Essential Coverage (MEC) to at least 95% of their full-time workforce (and their dependents) whereby such coverage meets Minimum Value (MV) and is Affordable for the employee or be subject to Internal Revenue Code (IRC) Section 4980H penalties.

The IRS is currently issuing Letter 226J penalty notices to employers identified as having failed to comply with the healthcare law. They are issuing assessments for the 2017 tax year and will soon move on to 2018.

To learn more about ACA compliance in 2020, click here.


We’re committed to helping companies reduce risk, avoid penalties, and achieve 100% ACA compliance. For questions about the ACA contact us here.

Short URL of this page: https://acatimes.com/zeq
Joanna Kim-Brunetti

Joanna Kim-Brunetti

Joanna Kim-Brunetti, Esq., is Vice President of Regulatory Affairs for Trusaic.

View more by Joanna Kim-Brunetti

Related tags to article

Affordable Care ActApplicable Large EmployersEmployer Shared Responsibility ProvisionsHealth Care CoverageIRSIRS Letter 226JPenaltiesRegulations
Related Articles Three Essential Pay Equity Practices, According to Iceland Three Essential Pay Equity Practices, According to Iceland
Related Articles DFEH Adds New Guidance for SB 973 Reporting Due on March 31 DFEH Adds New Guidance for SB 973 Reporting Due on March 31
Related Articles Georgia Results May Have Impact on Federal Pay Equity Law Georgia Results May Have Impact on Federal Pay Equity Law
Related Articles Administration Predicts Lower ACA Enrollment by Robert Sheen  •  
Related Articles IRS Eases Rules on Hardship Exemptions by Robert Sheen  •  
Related Articles HHS Awards $36 Million To Health Centers by Robert Sheen  •  
Subscribe
Clean data owns future

Achieve Pay Equity

Popular Posts

  • New Individual Mandate Regulations: What You Need to Know
  • Employers, Mark These Key 2021 Dates for 2020 ACA Reporting
  • ACA Improvements to Expect from the Biden Administration
  • Minimize Penalties with ACA Best Practices for the Holiday Season
  • The ACA is Central to American Health and Wellbeing
  • PPP Loans Are Now Available, Both First Draw and Second Draw PPP Loans
  • Democrats Gain Senate, Paving the Way for Biden’s ACA Agenda

Trending Topics

  • Regulations
    (91)
  • Legislation
    (47)
  • Editorials
    (19)
  • ACA Compliance
    (126)
  • Tax Filings
    (19)
  • Applicable Large Employer (ALE)
    (13)
  • Penalties
    (18)
  • IRS
    (82)
  • Health Insurance Marketplace
    (28)
  • Polls/Surveys
    (18)
  • Health Care Reform
    (22)
  • Reporting
    (22)
  • IRS 226J/226-J
    (28)

Categories


Brought to you by Trusaic

 

 

 

Twitter Facebook

Downloads

The ACA 101 Toolkit

The Essential Guide to the ACA

Letter 226J Infographic

5 Common ACA Compliance Mistakes

Triangle of Trust

Articles

IRS Affordability Safe Harbors Help Avoid ACA Penalties

Calculating FT and FTE Employees

The ACA Monthly Measurement Method: A Few Examples

The IRS’s 1095 Forms for ACA Explained

Incorrect ITINs Will Cause Havoc With ACA Compliance

Knowledge Center

Get to know the ACA

Get to know Letter 226J

Webinar: The Recipe for Successful ACA Compliance

Trusaic News

Our Story

© 2021 Copyright Trusaic - All Rights reserved.

Close Window

Loading, Please Wait!

This may take a second or two. Loading, Please Wait!