Join The Discussion


Ebby Halliday acquires Fort Worth’s Williams Trew

Williams Trew Real Estate of Fort Worth has been acquired by Dallas-based residential real estate brokerage Ebby Halliday Real Estate Inc.

read more >

T&P Warehouse: Historic building remains in limbo as area redevelops

For years, the historic T&P Warehouse on West Lancaster Avenue downtown, built in 1931 to house freight for the Texas Pacific Railway, has sat vacant and deteriorating.

read more >

Meridian Bank Texas parent acquired by UMB Financial for $182.5M

Kansas City, Mo.-based UMB Financial Corp., the parent company of UMB Bank, said Dec. 15 it has signed a definitive agreement to acquire Marquette Financial Companies in an all-stock transaction.

read more >

Cousins Properties to sell 777 Main tower in downtown Fort Worth

Cousins Properties Inc. has confirmed plans to sell the 777 Main office tower in downtown Fort Worth, according to a news release from the Atlanta-based real estate investment firm.

read more >

Glen Garden sale closes, distillery on tap

Firestone & Robertson Distilling Co. closed late Wednesday on its purchase of the historic Glen Garden Country Club in southeast Fort Worth, with plans to convert it into a whiskey distillery and bucolic visitor attraction.

read more >

The Employer Mandate: Companies face new health care regulations

Ross Carmichael

As 2015 and the beginning of the Employer Mandate era draw nearer, employers should make sure that they are prepared for the new regulations that concern offering affordable, minimum-value coverage to full time employees (those working on average more than 30 hours a week or 130 hours a month) and the associated reporting requirements.
Earlier this year, the IRS issued final regulations on the shared responsibility for employers regarding health coverage known as the “Employer Mandate” and the reporting of health coverage by employers required by the Affordable Care Act (ACA). Released in multiple parts, the final regulations expand on two sections of the IRC: (1) Section 4908(h) that requires large employers to offer affordable, minimum value coverage to all full time employees, and (2) Section 6056 that governs the reporting of information regarding large-employer health coverage provided to full-time employees.

Employer Mandate
The ACA’s Employer Mandate only applies to applicable large employers (ALEs) that average at least 50 full-time employees (including full-time equivalents, or FTEs) on business days in the previous calendar year. Normally, employers use an entire calendar year to make this determination. However, under transitional relief provided in the final regulations, employers can use any six consecutive calendar months in 2014 when calculating their number of employees for 2015. Additionally, employers that certify they had more than 50, but less than 100, full-time employees plus FTEs were granted an extra year of relief and will not have to comply until 2016, provided that they do not cut employee hours or terminate anyone during 2014 in an attempt to get under 100. Despite the delay, these employers that will be subject to the law should already be asking themselves these questions and planning accordingly:
• When do we have to start complying? Will it be in 2015 or 2016? Do we have to start on January 1 or on our plan’s renewal date? There are special rules related to these questions, including calculating hours of part-time and seasonal employees and testing fiscal (non-calendar) year plans to determine when they become subject to the law.
• Have we set up our Standard Measurement/Administrative/Stability periods for our ongoing employees? What about Initial/Administrative/Stability periods for variable hour employees? How are we going to track all of these employees and certify that we have offered coverage to “substantially all” (95 percent) eligible employees and dependents to avoid the $2,000 penalty? An employer needs to closely examine its workforce to make sure it is offering coverage to all full-time employees and review its methods for tracking/reporting employee hours (in-house, through its payroll company, through a third-party vendor, etc.) to reduce the administrative burden and cost of complying.
• Have we reviewed the insurance we offer and the pay rate of our employees to make sure that the coverage offers Minimum Value and is affordable to avoid the $3,000 penalty? Will our plan be subject to the 40 percent “Cadillac” excise tax in 2018? Employers must balance their enterprise’s financial and competitive costs when making decisions on coverage, like setting contribution levels, moving to self-funding or offering multiple tiers of coverage.

Section 6056 Reporting
ALEs subject to the Shared Responsibility rules must file an annual return with the IRS describing the terms and conditions of the health coverage provided to their full-time employees and containing certain information about covered employees. Employers must also provide those full-time employees with statements informing them that the employer reported their information to the IRS, which, in conjunction with the Section 6056 return, will help determine whether they are eligible for premium tax credits. Employees are ineligible for premium tax credits if they are offered or enroll in affordable Minimum Essential Coverage under an employer-sponsored, minimum-value plan.
This is just a brief summary of some of the thousands of pages that have been issued and that employers have had to wade through since Congress passed the ACA in 2010. Although these requirements will not become effective until 2015, with the first cycle of IRS reports due in early 2016, employers can – and should – assess their situations now to allow ample time to collect and assemble the necessary data, formulate an attack plan and set up proper implementation.

Ross Carmichael is vice president of compliance and operations at Higginbotham.

< back

Email   email
Did the College Football Playoff Committee get it right?