9. Write Procedures on Creating the policy is on one thing, how are you going to How You Will Manage administer your policy is another thing. the Process Creating a procedures document will help you make sure you follow your policy. You create a process to make sure nothing falls through the cracks. If the employee managing the process ever takes an unexpected leave or quits-you will know how to continue the process. For new hires, many of the activities make sense to tie into your onboarding process. However, if you have variable hour/seasonal, you need to set up timing to identify, pull hours worked at the end of the new hire measurement period. Average hours to determine full-time status. Make offer of coverage. Think about how you will flag them full-time in your HRIS or payroll system, so that you have the information you need for yearend reporting. It also makes to set reminders on when new hire measurement periods end so you remember to pull up hours and proceed with the determination and offer of coverage. For lookback measurement method, you will need to set up process for identifying employees that are lookback measured, set up reminders to pull hours of service at end of lookback measurement period. Determine which employees measure at 30 or more hours, which are less. Full-time employees will need to be reported as full-time (1095-C) and to avoid any penalties be offered minimum value/affordable coverage. 10. Address mid-year You may want to spell out how you handle specific situations. changes in your procedures. These will likely be specific to the types of changes you see in
9. Write Procedures on How You Will Manage the Process Creating the policy is on one thing, how are you going to administer your policy is another thing. Creating a procedures document will help you make sure you follow your policy. You create a process to make sure nothing falls through the cracks. If the employee managing the process ever takes an unexpected leave or quits-you will know how to continue the process. For new hires, many of the activities make sense to tie into your onboarding process. However, if you have variable hour/seasonal, you need to set up timing to identify, pull hours worked at the end of the new hire measurement period. Average hours to determine full-time status. Make offer of coverage. Think about how you will flag them full-time in your HRIS or payroll system, so that you have the information you need for yearend reporting. It also makes to set reminders on when new hire measurement periods end so you remember to pull up hours and proceed with the determination and offer of coverage. For lookback measurement method, you will need to set up process for identifying employees that are lookback measured, set up reminders to pull hours of service at end of lookback measurement period. Determine which employees measure at 30 or more hours, which are less. Full-time employees will need to be reported as full-time (1095-C) and to avoid any penalties be offered minimum value/affordable coverage. 10. Address mid-year changes in your procedures. You may want to spell out how you handle specific situations. These will likely be specific to the types of changes you see in
Action-Plan.docx