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Zane Benefits Publishes New Information on Small Businesses Health Insurance Requirements in 2014
Date:6/12/2013

Park City, Utah (PRWEB) June 12, 2013

Today, Zane Benefits, Inc. published new information on Small Businesses Health Insurance Requirements in 2014. Zane Benefits, which provides comprehensive and flexible alternatives to traditional employer sponsored health benefits, is the leader in defined contribution and health reimbursement arrangement plans.

According to Zane Benefits’ website, many small businesses are asking "starting in 2014, do I have to provide health insurance to employees?" According to the Affordable Care Act (ACA), no business has to offer health insurance. However, the ACA includes a mandate for certain large employers (with over 50 full time equivalent employees) to either offer qualified and affordable health benefits, or pay a tax penalty. This is commonly referred to as the employer mandate, “play or pay” requirement, or employer shared responsibility.

It is important for small businesses to understand whether they are defined as an applicable large employer by the IRS, as the mandate and employer tax penalties only apply to the small business if considered an applicable large employer.

No Mandate or Penalties for Employers with Less Than 50 Employees

According to Zane Benefits’ website, if a business has less than 50 employees, the mandate and tax penalty does not apply to the small business.

How the IRS Defines “Applicable Large Employer”

According to Zane Benefits’ website, for the majority of businesses calculating whether the business is an applicable large employer is a simple calculation. However, for businesses on the border with many part-time or seasonal employees, the calculation will be more in-depth. In general, if the business employed an average of 50 or more full-time equivalent (FTE) employees during the previous calendar year, the business is considered an applicable large employer for the current year.

First, a business is defined as an applicable large employer on a calendar-year basis. For example, a business could be an applicable large employer in 2015, but not in 2014. Did the business employ 50 or more full-time employees on average during the preceding calendar year? If yes, then the business is an applicable large employer for the current calendar year.

Second, the business is NOT an applicable large employer if the business employed less than 50 full-time employees on average during the previous calendar year, or the business employed more than 50 full-time employees no more than 120 days during the previous calendar year due to a seasonal workforce.

Calculating Full-Time and Part-Time FTEs

According to Zane Benefits’ website, for the purposes of determining whether a business is an applicable large employer, a business must include all full-time employees plus the full-time equivalent of part-time employees. A full-time employee is defined as working on average at least 30 hours of service per week in a given month.

Next, a business factors in part-time employees. To calculate the full-time equivalent of part-time employees, add the number of hours worked by part-time employees in a given month and divide the total by 120.

Finally, the sum of the full-time employees and the full-time equivalent of the part-time employees is the number used to determine whether the business is an applicable large employer. If the sum is 50 or over, the business is an applicable large employer.

Click here to read full article, and access FTE worksheets.

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About Zane Benefits
Zane Benefits was founded in 2006 to provide a revolutionized SaaS (Software-as-a-Service) administration platform ("ZaneHRA") for Health Reimbursement Arrangements (HRAs) and defined contribution health care. The flagship software provides a 100% paperless administration experience to employers and insurance professionals that want to offer better health benefits without a traditional group health insurance plan at lower costs. For more information about ZaneHRA, visit http://www.zanebenefits.com.

Read the full story at http://www.prweb.com/releases/2013/6/prweb10827415.htm.


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