Wagner Header

The Wagner Law Group

The Wagner Law Group, A Professional Corporation, is a nationally recognized ERISA & employee benefits, estate planning, employment, labor & human resources practice. 

 

Established in 1996, The Wagner Law Group has 24 attorneys engaged exclusively in employee benefits, estate planning and employment law. Six of our attorneys are AV rated by Martindale-Hubbell as having very high to preeminent legal abilities and ethical standards. The firm is among the largest ERISA boutiques in the country. Our practice is national in scope, with clients in more than 40 states and several foreign countries.

 

 

 

 

Contact Info

The Wagner Law Group

 

  Integrity | Excellence

  

Boston 

Tel: (617) 357-5200 

Fax: (617) 357-5250 

99 Summer Street 

13th Floor

Boston, MA 02110


Palm Beach Gardens 

Tel: (561) 293-3590
Fax: (561) 293-3591
7108 Fairway Drive
Suite 125
Palm Beach Gardens, FL 33418

   

Tampa

Tel: (813) 603-2959

Fax: (813) 603-2961

101 East Kennedy Boulevard

Suite 2140
Tampa, FL  33602 

 

San Francisco

Tel: (415) 625-0002

Fax: (415) 358-8300

300 Montgomery Street

Suite 600

San Francisco, CA 94104

 

St. Louis

Tel: (314) 236-0065

Fax: (314) 236-5743
100 South 4th Street, Suite 550
St. Louis, MO  63102 

 

www.wagnerlawgroup.com

 

 

 

 

August 18, 2016

 

 Health and Welfare Law Alert

 

 

 

Draft Instructions for 2016 ACA

Reporting Forms  

 

 

 

 

 

The IRS has released draft instructions for the 2016 Forms 1094-C and 1095-C.  They confirm that the Affordable Care Act ("ACA") reporting requirements for 2016 are similar to 2015, except for several minor changes, some of which are explained below. 

 

 

Background.  The ACA requires Applicable Large Employers ("ALEs") to report to the IRS on whether they offer full-time employees and their qualified dependents the opportunity to enroll in minimum essential coverage through their group health plans.

 

 

 

Note: ALEs are employers who had 50 or more full-time employees or full-time equivalent employees (collectively, "FTEs") during the preceding calendar year.  An employer will determine its monthly FTE count by adding: (i) each employee who works more than 30 hours per week (i.e., full-time), and (ii) the total number of hours worked during a month by employees who are not full-time, divided by 120.  Monthly FTE counts are then totaled and divided by 12.  If the resulting number is 50 or more, the employer is subject to the mandate.

 

 

 

ALEs file Forms 1094-C with the IRS to transmit and summarize information provided on Forms 1095-C.  ALEs file Forms 1095-C for each employee who was full-time during one or more months during the calendar year.  Forms 1095-C report information (on a monthly basis) about the health care coverage offered to the employee.

 

 

 

For offers of coverage made during 2016, Forms 1095-C must be furnished to employees by January 31, 2017 and to the IRS by February 28, 2017, if filed by paper, and March 31, 2017, if filed electronically.

 

 

 

Note:  Entities filing 250 or more Forms 1095-C must  file them electronically.

 

 

 

Draft Instructions. Highlights from the draft instructions, include:

 

  • Confirmation that certain transition relief, including the transition penalty relief, is no longer available to ALEs.  (Note: For 2015, the transition relief exempted ALEs with 50 to 99 full-time equivalent employees from the ACA's employer mandate penalties and reduced the required offer of coverage threshold for full-time employees from 95% to 70% for other ALEs.) 
     
  • Reminders that:

·         one Form 1094-C is required to be file for each     ALE member (i.e., each employer with its own EIN).        

·         a corrected Form 1094-C must be filed where an    ALE's name or EIN information is incorrect in Part IV of the original Form 1094-C.

 

  • Clarification that the number of FTEs to be reported in Part III of Form 1094-C must be based on the employer shared responsibility penalty provisions and the regulations thereunder.
  • New "Offer of Coverage" codes (for Form 1095-C, Line 14) for ALEs to use when they offer coverage to a spouse that is conditioned upon one or more reasonable objective conditions.
  • Confirmation that the specialized coding for ALEs subject to the multiemployer plan interim rule reporting will remain in effect for 2016.  (Note: Under the interim rule, an employee is treated as having been offered coverage if the ALE is required under a collective bargaining agreement to contribute to a multiemployer plan on the employee's behalf.)
  • Information regarding how to report offers of COBRA coverage.  For former employees who receive an offer of COBRA coverage after termination of employment, the Form 1095-C should be coded 1H and 2A regardless of whether coverage is elected.

 

Takeaway For Employers.  Although the instructions are only in draft format, significant changes are unlikely.  Therefore, with 2017 less than five months away, employers should begin preparing to meet their 2016 ACA reporting obligations by reviewing the draft instructions. 

 

 

 

The draft instructions are available at: https://www.irs.gov/pub/irs-dft/i109495c--dft.pdf

 

 

 

This Newsletter is protected by copyright. Material appearing herein may be reproduced with appropriate credit.

 

This Newsletter is provided for information purposes by The Wagner Law Group to clients and others who may be interested in the subject matter, and may not be relied upon as specific legal advice.  This material is not to be construed as legal advice or legal opinions on specific facts. Under the Rules of the Supreme Judicial Court of Massachusetts, this material may be considered advertising.