Overwhelmed by ever-changing Affordable Care Act regulations? You aren’t alone. The new wave of requirements are here, and that means new employer shared responsibility reporting rules for your business in 2015...or big fines if you don’t comply. Check out our ACA presentation with health care reform and employee benefits experts from Arthur J. Gallagher & Co. and PeopleMatter to: - Find out what the mandatory Section 6055/6056 reporting is, who it applies to in 2015 and why it’s so important - Learn how to report minimum essential coverage, offers of coverage, full-time employee status and other essential elements of these forms to ensure compliance - Get actionable tips on how to collect employee information, stay ahead of deadlines, save time and ease administrative burdens - See hiring/scheduling tools designed to help you plan strategically and avoid reporting fines that can reach $1.5M

2. Today’s Presenters
Kara Badyna
Compliance Consultant
Arthur J. Gallagher & Co.
kara_badyna@ajg.com
Jim Littlefield
Solutions Engineer
PeopleMatter
jim.littlefield@peoplematter.com

3. Agenda
● Background
● Who is subject to a Section 6055 and/or 6056 reporting obligation?
● IRS Forms:
○ 1094-B and 1095-B
○ 1094-C and 1095-C
○ How to report minimum essential coverage, offers of coverage, full-
time employee status and other essential elements of these forms
● When the forms must be filed with the IRS and sent to employees and
administrative details for reporting in 2016.
● Action steps

4. PPACA created two significant IRS reporting obligations
that will commence in early 2016:
Background
6055
Internal Revenue Code Section
6055 requires insurers and
sponsors of self-insured plans to
prepare annual reports regarding
“minimum essential
coverage” (“MEC”).
6056
Internal Revenue Code Section
6056 requires “applicable large
employer” members (“ALE”
members) to prepare annual
reports regarding the coverage
offered to their employees.

5. Who is required to report?

6. Employers (of all sizes) who sponsor
self-insured health plans that provide
minimum essential coverage to any
individual during the calendar year are
required to report under Section 6055.
Section 6055 (“MEC”)
What if we sponsor a
fully-insured plan?
Your health insurance
carrier will be responsible
for Section 6055 reporting
for that plan.

7. ● Eligible employer-sponsored plans
○ Both fully-insured and self-insured, regardless of employer size
○ This does not include excepted benefits
○ This does include even “low cost” plans or plans that do not provide
minimum value
○ Reporting not required for coverage that supplements MEC
● Government-sponsored programs
● Insured plans offered in the individual market or group market
What is MEC?

8. ● Applicable large employer members (both fully-insured and self-
insured) must report information to the IRS about the health
coverage, if any, that they offered to full-time employees.
● Such ALE members must also report information about whether
the coverage was affordable and whether coverage was offered to
dependents.
● Finally, this reporting is the mechanism in place for an employer to
claim an exemption or delay in penalty exposure due to various
forms of transitional relief.
Section 6056 (“ALE”)

9. ● Applicable large employers are
those with 50 or more full-time
(FT) and full-time equivalent (FTE)
employees
● Status as applicable large
employer is based on the entire
controlled group, but each ALE
member reports separately for its
employees
Who is an ALE member?
Note
All ALE members remain
subject to 6056 reporting
for the 2015 calendar year,
even if transitional relief
delays their penalty
exposure until later

10. ● Penalty for failing to offer coverage – 4980H(a)
○ An employer must offer “minimum essential
coverage” to 95% (70% for 2015) of its full-time
employees and their dependent children up to
age 26 or risk a penalty equal to (i) $2,000
(indexed), multiplied by (ii) the number of full-
time employees minus 30 (80 for 2015).
○ There is no requirement that the coverage be
affordable or provide “minimum value” to avoid
this penalty.
○ But…
ESR Penalties: A Refresher

11. ● …there is a separate penalty for failing to offer coverage
which is both affordable and provides minimum value –
Section 4980H(b)
○ If the employer fails to offer coverage that is both
affordable and provides minimum value to a full-time
employee, it can risk a penalty equal to $3,000
(indexed) per year for that employee.
○ Penalty can only be triggered if a full-time employee
goes to the marketplace and receives premium tax
assistance.
ESR Penalties: A Refresher

12. IRS Forms: Walkthrough

13. ● Used by plan sponsors of self-insured employer coverage
if the employer is not an applicable large employer
member.
○ In other words, this form is used by small, self-insured
employers.
○ But note: applicable large employers may also be
required to use these forms for covered non-
employees (like COBRA qualified beneficiaries,
retirees, and partners).
● Also used by insurance carriers for fully-insured coverage.
Form 1095-B and 1094-B

14. 1095-B: Parts I, II and III

15. 1095-B: Part IV

16. 1094-B

17. ● Used by applicable large employer members,
regardless of whether they are fully-insured or self-
insured.
○ Employers that are fully-insured may leave part of
the Form 1095-C blank (the portion dealing with
covered individuals).
● Keep in mind the rules for who is an applicable large
employer member.
○ Even if transitional relief delays potential penalties,
the reporting obligation will apply for 2015.
Form 1095-C and 1094-C

18. 1095-C: Parts I and II

19. 1095-C: Parts III

20. 1094-C: Part I

21. 1094-C: Part II

22. ● Certifications of eligibility to provide simpler
employee statements (A & B), eligibility for certain
transition relief (C), or eligibility to avoid specifying
the number of full-time employees (D):
○ A. Qualifying Offer Method
○ B. 2015 Qualifying Offer Method Transition Relief
○ C. Section 4980H Transition Relief
○ D. 98% Offer Method
1094-C: Parts II, Line 22

23. 1094-C: Part III

24. 1094-C: Parts IV

25. Type of
Reporting
Who Reports Transmittal Form
6055 Insurer 1094-B 1095-B
6056 Large Employer with Fully
Insured Plan
1094-C 1095-C
6055 Small Employer with Self-
Insured Plan
1094-B 1095-B
6055 Multiemployer Plans 1094-B 1095-B
6055/6056 Large Employer with Self-
Insured Plan reporting
employees
1094-C 1095-C
6055 Large Employer with Self-
Insured Plan reporting non-
employees
1094-B
or
1094-C
1095-B
or
1095-C
Who reports what (revisited)

26. Details and Deadlines

27. ● Mailing the forms to the IRS is permitted for
employers with fewer than 250 Forms 1095-B or
1095-C in a calendar year.
● Can I submit the reports electronically?
○ IRS encourages all employers to file their forms
electronically.
○ Employers that file at least 250 Forms 1095-B
or 1095-C in a calendar year are required to file
electronically. Other employers may file
electronically, but are not required to do so.
Method of IRS Reporting

28. ● How should I send out the statements?
○ Mail
○ Electronically (if employee has consented to
electronic)
○ Posting to a website (an employer must separately
notify the employee)
○ Employee can also request a paper copy
● Can we send out the employee statements with the W-2
forms?
○ Yes. Employers may include an employee’s
statement with his or her Form W-2 mailing.
Statements to Employees

29. Report/Disclosure
Due date
Section 6055 statement to employees
1/31 of each year (2/1/16)
Section 6055 report to IRS
2/28 (or 3/31 if filed electronically*)
Section 6056 statement to employees
1/31 of each year (2/1/16)
Section 6056 report to IRS
2/28 (or 3/31 if filed electronically*)
* Must file electronically if provide 250 or more “returns”
Separate Return & Statement Deadlines

30. ● Failure to timely file complete and accurate returns to
the IRS, or failure to timely furnish a correct
statement to responsible individuals:
○ $100 per return with a maximum of $1,500,000
for a calendar year
○ Penalties may be reduced if corrective action is
taken within 30 days and may even be waived if
the failure to file timely or accurately is due to
reasonable cause and not due to willful neglect.
● Penalty relief for reports filed in 2016 as long as
“good faith” efforts to comply are made
Penalties

31. Action Steps
Collect data during 2015 regarding
Who is covered by MEC
Who are full-time employees
Who was offered coverage
Was coverage affordable
Consider vendor options for data
aggregation and reporting

32. Action Steps
Request Social Security numbers for
covered dependents
Button-up compliance with employer
shared responsibility rules
Determine other controlled group and
affiliated service group members

33. Resources
www.ajghealthcarereform.com

34. The intent of this presentation is to provide you
with general information regarding the status of,
and/or potential concerns related to, your current
employee benefits issue.
It does not necessarily fully address all your
specific issues. It should not be construed as, nor
is it intended to provide, legal or tax advice.
Questions regarding specific issues should be
addressed by the your organization's general
counsel, tax advisor, or an attorney who
specializes in this practice area.
Thank you!

35. PeopleMatter Demo

36. ● Offers a best-in-class, online
experience to shop and enroll in
benefits
● Automates and simplifies
employee enrollment and benefits
management to save time,
increase productivity and drive
employee awareness and
engagement
● Helps ensure compliance, data
accuracy and security and
reduces benefits-related costs
PeopleMatter-Spotlite Partnership

37. • Spotlite creates a seamless integration with all major
carriers and products
• Data transfers instantly to and from PeopleMatter,
Spotlite and your carrier/broker
• Employees complete online benefit enrollment within the
PeopleMatter Platform
• HR Admins are able to track employee enrollment from
start to finish
How it Works

38. Q&A
Kara Badyna
Compliance Consultant
Arthur J. Gallagher & Co.
kara_badyna@ajg.com
Jim Littlefield
Solutions Engineer
PeopleMatter
jim.littlefield@peoplematter.com

39. Program ID 238272
Credit hours awarded 1
Specified credit hours HR (General)
HRCI