As employers get familiar with new ACA reporting obligations, their focus will move toward long-term strategies to limit future penalties. While full-time employees are easy to identify and plan for, variable hour employees’ schedules change with the needs of the business and can be harder to predict and manage. Many organizations undertake a “limiting” strategy that provides hard boundaries for schedules of variable hour workers. Practical in theory, this approach is problematic in reality since a natural fluctuation in workforce scheduling—and an organization’s labor requirements—makes this nearly impossible to enforce.
This paper examines a new strategy called Guidance that shows employers how to use scheduling targets to effectively manage a variable hour workforce to limit ACA penalties.
Read more in the white paper Limiting ACA Liability: Managing Part-Time and Seasonal Employees