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Affordable Care Act Deadline

Sunday, September 27, 2015   (0 Comments)
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The Clock is Ticking for Restaurant Owners
To Comply with the Affordable Care Act


Restaurant owners are finding complying with the Affordable Care Act reporting requirements are more difficult than they first thought. And, with a January, 2016 deadline approaching, time is running out for owners to organize data to meet the requirements.

According to the National Restaurant Association, the ACA data gathering requirements that began on January 1, 2015 are complex, requiring extensive reporting to meet the IRS’ spring deadline. In an industry that employs over 11,000,000 workers – with variable hours and shifts – complying with the requirements is onerous.

“For restaurant owners with 50 or more employees, they face additional costs, possibly adding additional personnel and systems to track the required information to be in compliance,” adds Bret Curtis, shareholder and chair of the Mize Houser Hospitality Services Group. “The ACA isn’t going away so you’re better off understanding how your current payroll system can help you with reporting requirements.”

What can restaurant owners do right now to meet the ACA compliance requirements?

Look at your current payroll provider. While owners may think they’re tracking the right data for reporting purposes, the biggest reporting challenge is whether an owner can run Full Time Equivalent (FTE) calculation, look back measurement reports and eligibility reports from their current system. These are critical compliance and reporting requirements.

Understand what data you need to track. And few payroll systems can accommodate tracking every required piece of data. For new employees who are eligible for your health insurance plan, owners need to provide them with the required offer of insurance. Once an employee is eligible, you need to track the date the insurance was offered to the employee and the date the employee accepted or rejected the insurance. As employees experience changes throughout the year, owners need to track dates of hire, termination and rehire as well as unpaid leave under FMLA, Military Leave or Jury Duty. Owners who have self-funded health insurance plans are also required to enter covered individuals (spouse or children), along with their Social Security numbers and dates of coverage. If owners have terminated employees who elected COBRA, owners will need to provide the name of each employee and/or COBRA beneficiaries and dates of coverage.

Get ready to send out the applicable IRS forms. For employees who are covered by group insurance or COBRA, owners must send an annual 1095-C form to each eligible employee as well as complete a transmittal form (1094-C) at the end of the year. “You need to understand if your current payroll system can generate these forms too,” explains Curtis.

Mize Houser’s proprietary system – EZAccess Payroll Solution – includes on-demand reports that help clients to determine which employees need to be covered and when they need to be offered insurance, along with alerts that can be set to ensure employees do not slip through the cracks. And EZAccess also provides the tool to gather the necessary information for applicable government reporting.


About Mize Houser & Company P.A.
Mize Houser & Company P.A., founded in 1956, employs over 200 people in Topeka, Lawrence and Overland Park, Kansas. In addition to traditional tax and audit services, the firm provides accounting services, payroll, bill payment, information technology and consulting services to organizations across the country. Mize Houser Hospitality Services Group provides accounting, payroll and tax consulting to restaurants and hotels nationwide.

Bret Curtis, J.D, CPA, is a Shareholder in the Overland Park, Kansas location of Mize Houser & Co. P.A. 





We encourage you to contact a KRHA Allied partner if you have questions about outsourcing your payroll.  

Heartland Payment Systems

Chad Preuss


Mize Houser & Company P.A.

Bret Curtis, CPA, JD, LLM Shareholder




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