Compliance with any government standard can be a tricky act for businesses of all sizes. The subtle nuances of the legal demands mean any slip up could literally cost a company money in fines or fees. The Affordable Care Act is one that is still relatively new and thus can still cause confusion amongst employers. The law concerns full-time employees and employers need to provide detailed reporting on who they are providing what benefits to within their organization. Given the complexities and necessary paperwork, HR automation tools are not mandatory, but can certainly alleviate a lot of the headache involved in reporting compliance. When thinking about whether to leverage HR automation tools or stick with a more manual process, consider these points:
Full Visibility into Employee Status
Before getting into what needs to be delivered and when, you first need to figure out who will be on the receiving end. ACA compliance is focused on full-time employees, but that can be a moving target for many organizations. Even in a small organization there are times when people call in sick, show up late and leave early. It can be difficult to determine who meets the full-time employee mark over the course of the entire year. That is where HR automation tools can come into play. The right tool can provide full visibility into each and every employee, showing the amount of hours worked and other pertinent details. With a workforce of variable data, an automation tool becomes invaluable to efficiency.
This point ties into the above in that once you know the “who”, you can drill down into the salient data points. An HR automation tool enables just that. Customized reporting can allow an organization to gather the data points needed for ACA compliance as well as any other key things they need to understand. Whether you’re looking for total hours worked, averages, or something else, a custom report can pull all of that into a visible dashboard for easy sharing.
Easily Share Forms
One of the key aspects of ACA compliance is ensuring those who need specific documentation, receive it. The above point drives home how HR automation tools can pinpoint who within an organization needs to be notified, so the next step is delivering it. While that might seem relatively easy, it can become increasingly difficult to scale as well as within certain environments like when workers are remote. An automation tool makes this process a breeze. The tool allows all necessary documentation to be uploaded and then deployed to the various in-need employees. With a simple tool for deployment, a business can ensure deadlines are met and employees have what they need.
Alerts and Notifications
The last piece to an automation tool is alerts and notifications. This feature is more reactive, but important nonetheless. Because every organization has its unique nuances, alerts and notifications allow a company to set flags that are meaningful to understand to them. There can be alerts to ensure hours are locked in for employees weekly as well as notifications if something is missed. Regardless, notifications ensure that nothing is missed at the employee or management level.