BeyondPay's ACA Manager provides proactive ACA compliance

Proactively manage ACA compliance across your entire workforce.

With the employer shared responsibility provisions of the Affordable Care Act (ACA) scheduled to take effect on January 1, 2015, the countdown is on to prepare for upcoming changes. In order to develop and execute a best-fit strategy for ACA compliance and cost control, you will need to track, integrate, and analyze data across time and attendance, payroll, and HR.

When it comes to ACA administration, spreadsheets, home-grown reports, and manual calculations will do little to simplify a highly complex process with potentially significant financial consequences. Instead, organizations like yours need integrated workforce management tools that provide complete automation and high-quality information for driving cost-effective labor decisions and minimizing ACA compliance risk. The good news is that BeyondPay already has these tools ready for you with the ACA Manager.

BeyondPay's ACA Manager provides proactive management of your ACA compliance strategy across your entire workforce. It gives you the tools to effectively manage regular and variable hour employees’ benefit compliance, along with applicable reporting. It’s ACA compliance made easy!

Get comprehensive ACA status visibility

With BeyondPay's ACA Manager, you can access both real-time and historical detail on ACA status measurements for your company as a whole as well as for individual employees. Management dashboards provide consolidated views of regular and variable hour labor pools, and the ability to drill down into views for each employee. View any employee’s current status or historical status by month with the ACA timeline view.

Automate ACA strategy enforcement

Our ACA Manager lets you proactively manage your ACA compliance strategies and policies. Future compliance alerts notify managers when an employee’s status changes to full time or part time, when an employee is approaching eligibility, and when an employee has scheduled hours that would put them over the eligibility limit. Alerts can also be sent to employees to notify them that they are eligible for benefits. Additional rules can help you enforce schedules and maintain your preferred full time/part time employee mix.

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