Affordable Care Act

Break-in-service rules

The Affordable Care Act  has very strict guidelines that must be used to determine average hours during the initial and standard measurement periods for all academic personnel, staff members and student employees.

Type of unpaid break

Impact on ACA measurement period

Less than 4 consecutive weeks

0 hours will be used to determine average hours for up to 3 weeks maximum

4 - 26 consecutive weeks and break does not exceed length of pre-break employment, includes:

  • rehired employees

  • 日本一本道a不卡免费unpaid non-FMLA leaves

  • 日本一本道a不卡免费unpaid non-USERRA - military leaves

Measurement period average will be used for each week during the break to determine average hours.

  • Not treated as a period during which 0 hours are credited

  • Not eligible for new measurement period

4 - 26 consecutive weeks  and break exceeeds length of pre-break employment, includes:

  • rehired employees

  • unpaid non-FMLA leaves

  • unpaid non-USERRA - military - leaves

日本一本道a不卡免费New measurement period starts the first of the month following the return to work or rehire date.

日本一本道a不卡免费More than 26 consecutive weeks

New measurement period starts the first of the month following the return to work or rehire date.

Special unpaid FMLA and USERRA - military - leave provided employee returns to work after the leave of absence

日本一本道a不卡免费Measurement period average - excluding unpaid FMLA and USERRA leave - will be used for the period on unpaid FMLA or USERRA leave to determine average hours.

Measurement periods

日本一本道a不卡免费Initial period

日本一本道a不卡免费Standard period

Dates new variable - non-benefits eligible - employees hired on or after Oct. 1, 2013, will be measured to determine eligibility, beginning the first of the month following hire.

  • If average 30 or more hours per week, offer health, life and disability coverage by the beginning of the 13th month; not eligible for tuition waiver or paid benefits leave plans.

  • 日本一本道a不卡免费Coverage cannot be cancelled if employee averages less than 30 hours per week during his/her Initial Stability Period.

日本一本道a不卡免费Dates all variable - non-benefits eligible - employees continue to be measured to determine eligibility every year, Oct. 1 through Sept. 30.

  • 日本一本道a不卡免费If average 30 or more hours per week, offer health, life and disability coverage during the Open Enrollment Periods; not eligible for tuition waiver or paid benefits leave plans.

  • 日本一本道a不卡免费Coverage cannot be canceled if employee averages less than 30 hours per week during his/her Standard Stability Periods.

First standard measurement period after initial measurement period: If employee does not average 30 or more hours per week, cancel coverage at the end of Initial Stability Period.

Subsequent standard measurement periods日本一本道a不卡免费: If employee does not average 30 or more hours per week, cancel coverage at midnight on Dec. 31.

Notices

For employees

For department benefits liaisons

Communication about the 1095- C form

Communication about ACA subsidy notifications

By March 2, 2018, as required by the IRS, you will receive an IRS Form 1095-C containing important information about your 2017 health care coverage.

 

日本一本道a不卡免费IRS Form 1095-C is not filed with your tax return.  The IRS uses the information to confirm you had health care coverage in 2017 as mandated by the Patient Protection and Affordable Care Act.  It is important to retain the form with your tax records.  

 

日本一本道a不卡免费You will receive the form if one of the following applies: 

 

  • You worked an average of 30 or more hours per week during the 2016-17 measurement period
  • You were considered benefits-eligible in 2017.

If you believe you should have received a 1095-C from ASU but don't receive it by March 2, email HR Employee Services日本一本道a不卡免费 or call 855-278-5081. 

 

If you have tax-related questions, contact your tax preparer, or visit  or the .

 

Learn more about Affordable Care Act.

 

1095-C Frequently Asked Questions

Starting in June 2016, employers will begin receiving letters from the federally-facilitated or a state-based Health Insurance Marketplace, notifying them that one or more employees are enrolled in marketplace coverage and are eligible to receive an advance premium tax credit - subsidy - based on the employee’s responses when they applied for coverage. Employers have 90 days to contest the tax credit in writing to the Department of Health and Human Services. The Internal Revenue Service will determine if ASU is subject to any employer shared responsibility penalties under IRC section 4980H, which will in turn be assessed at the department level.

 

Why your assistance is needed 

Although OHR’s mailing address is included on our Health Insurance Marketplace notice, the employee may have provided their worksite address. Failure to forward the notices to ACA Compliance or respond in a timely manner may also result in penalties assessed at the department level. 

 

What to do if you receive a subsidy notification 

Please do not respond to these notifications; only members of the ACA Compliance team are authorized to respond - appeal. 

  • If a subsidy notification letter is received, please date stamp immediately. 

  • Scan a copy of the letter, email as an attachment immediately to ACA Compliance with the subject line “Receipt of Subsidy Notification on <insert date received> for <insert employee first and last names>”. 

  • 日本一本道a不卡免费Forward the original letter with its envelope to ACA Compliance using one of these methods (no faxing and emailing please): 

    • Campus Mail Code 1304, attention ACA Compliance 

    • 日本一本道a不卡免费US mail: ASU, Attn: ACA Compliance, PO Box 871304, Tempe AZ 85287-1304 

    • 日本一本道a不卡免费Hand deliver Mon. - Fri. between 8 a.m. and 5 p.m.: Office of Human Resources, 1100 E. University Drive, Tempe

Resources

ACA ⇔ Benefits

ACA to benefits-eligible chart

Category One Transition Category Two Transition Category Three Transition

Benefits-eligible employees that are not enrolled in benefits provided by ASU due to waiving coverage, will not have the opportunity to enroll into benefits if they become eligible for benefits under The Affordable Care Act due to the employee’s FTE going below .50 FTE.

 

Since the employee has waived coverage for the plan year, the employee will remain ineligible to enroll into coverage in the same plan year when the employee becomes eligible for benefits under the ACA.

 

日本一本道a不卡免费If the employee transitions back into a benefits-eligible role, the employee can enroll into a benefits plan with any provider. 

Benefits-eligible employees that are enrolled in benefits and transition into a non-benefits- eligible role due to FTE decreasing below .50 FTE, will have the opportunity to continue benefits under The Affordable Care Act if they meet the ACA criteria of averaging 30 hours of service per week during their respective measurement period. 

日本一本道a不卡免费If the employee declines the option to continue coverage under the ACA, the employee will be responsible for finding their own healthcare coverage. 

 

日本一本道a不卡免费In the event that the employee transitions into back into a benefits-eligible role, the employee will have the option to reenroll into coverage. 

 

If the transition back into a benefits-eligible role occurs in the same plan year the employee became ACA eligible, the employee can choose different coverage levels. However, the employee is required to choose the same provider(s) the employee had prior to becoming ACA eligible. The employee can choose not to enroll into all benefit plans they had before. 

 

If the employee transitions back into a benefits-eligible role in a different plan year from when the employee became ACA eligible, the employee can enroll into any benefit plans with any provider. 

Benefits-eligible employees that enrolled in benefits and transition into a non-benefits-eligible role due to FTE decreasing below .50 FTE, will be able to continue or decline coverage under The Affordable Care Act. 


日本一本道a不卡免费If the employee chooses to continue coverage under the ACA, the employee will have an option to continue all benefit plans or choose only plans they wish to continue. 

If the employee returns to a benefits-eligible position, the employee will be able to enroll into any coverage the employee was not enrolled in, and the employee will be able to enroll into coverages they previously stopped.