By Rose Miller<\/p>\n
We find that many owners are still struggling
\nto grasp what impact Affordable Care
\nAct (ACA) will have on their business. The
\nAct is complex, and you really shouldn’t go
\nat this alone.<\/p>\n
There is an insurance aspect, a tax aspect
\nand a human resources aspect to making the
\nright decisions. I recently participated in a
\npanel discussion on the subject and I spoke
\non the importance of a Workforce Analysis.
\nHere’s why this task is more important than
\never.<\/p>\n
Health insurance was never mandated
\nin the past, yet most employers offer health
\ninsurance plans. Why? Competition has been
\nthe driver for recruitment and retention.
\nWould you be able to find good people, if you
\ndidn’t offer insurance? Will you attract better
\npeople if you do? <\/p>\n
With ACA at our doorstep, employers must count how many full time (DOL says 30 hours or more each week are full time) and Fulltime equivalents. If your company’s total of FT and FTEs is over 50, you are mandated to offer health insurance to all employees or be assessed penalties.<\/p>\n
Now that you must count employees, you should make sure every employee counts. It has always been optimal to have the right amount of people and the right people on the bus. This need is even more relevant when applying ACA. Would a review of full-time versus part-time translate to lower costs in premiums? Can some of these changes equal a workforce less than 50 employees? Employers under 50 are not subject to ACA. You should consider staying under 50, at least this new calendar year. Let the ACA dust settle a bit.<\/p>\n
If you are clearly over 50 employees, would a workforce analysis help right-size the company, therefore, insuring only the right amount of people? Consider a company with 150 employees who employ mostly part-time.<\/p>\n
The strategy for creating part-time roles was based on not having to offer benefits. Now the employer must insure all employees. Converting roles to full-time, where possible, would reduce head count, therefore reducing insurance costs or penalties.<\/p>\n
A workforce analysis gives you a clear idea on where these changes make sense. The process reviews all positions and work flows to gain insight into work complexity, work volume (present and future) areas of time drain, work flow road blocks, the need of technology or under-utilization of technology. A workforce analysis will identify “dead wood”, redundancies in tasks, optimal staffing needs, clarity of roles and high performing employees.<\/p>\n","protected":false},"excerpt":{"rendered":"
By Rose Miller We find that many owners are still struggling to grasp what impact Affordable Care Act (ACA) will have on their business. The Act is complex, and you really shouldn’t go at this alone. There is an…<\/p>\n","protected":false},"author":121,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9],"tags":[58],"class_list":["post-12700","post","type-post","status-publish","format-standard","hentry","category-business-reports","tag-business-reports"],"yoast_head":"\r\n