Final regulations for the Affordable Care Act (ACA) allow employers the option of using pay period boundaries (rather than calendar dates) for the start and end of measurement periods as part of the employee status determination process. This encourages employers to rely on their payroll system—instead of time and attendance data—for ACA reporting.
While relying on a payroll system seems like a welcome compliance shortcut, it limits the employer’s ability to manage other factors related to ACA obligations. Instead, a time and attendance system not only can be used for designating measurement periods, it can also assist employers with managing employee status, responding to audits and complying with other calendar-based reporting requirements.
Read more in the white paper Benefits of Using Time & Attendance Data for ACA Compliance