Selecting 1095-C Defaults Step 2

If you chose to use the Forms Wizard to set defaults for employees and you do not import the offer of coverage information, complete all fields on this window to create the 1095-C forms for all employees.

In Step 3, you will define the 1095-C Form affordability codes and healthcare share defaults for all employees.

New Hires and Rehires

Use this section to define your healthcare plan eligibility rules for newly hired and rehired employees.

Specify whether employees are eligible for healthcare coverage on the first day of the month (Month) or the employee's first day (Day) following the number of months defined by your company.

For example:

• If a new employee starts employment on July 8 and he is eligible for healthcare coverage on October 8, three months after employment on his start date, select Day + following 3 months of employment.
• If a rehired employee starts employment on February 20 and she is eligible for healthcare coverage on April 1, one full month after employment on the first of the month, select Month + following 1 months of employment

My Workforce Analyzer uses this information, paired with the individual hire and rehire dates from your Sage program, to determine the correct months to enter offer of coverage codes for each employee.

Variable Hour Employees

On the Setup > Regulatory Periods tab in My Workforce Analyzer, you identified your variable hour employees.

Here, you use the drop-down selections to define your regulatory periods specific to variable hour employees. This information is then used to determine the appropriate information to enter on the employees' 1095-C forms.

• Your variable hour employees are not part of the standard regulatory period initially. Measuring variable hour employees' hours of service is considered an "initial measurement period" separate from your existing employees and the measurement period for these employees begins on each individual's hire date.
• You can use a measurement period duration of up to 12 months, and an administrative period duration of up to 3 months, to determine if new variable hour employees are full-time employees without being subject to penalties. Once the variable hour employee measurement period is over, you must assign these employees to your standard regulatory period.
• The initial measurement period start date for these employees can be the hire date or it can begin on the first of the month following each individual employee’s hire date. For example, if the variable hour employee is hired on April 14, the measurement period can start May 1.