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How to prepare for open enrollment
How to prepare for open enrollment The fall season is upon us, and for internal Human Resources departments, this means that preparations for open enrolment must soon begin. As the Society for Human Resource Management noted, some HR professionals dread open enrollment due to the “administrative headaches” it can create. There are numerous considerations to make during this time of year, and it’s important to make sure that employees are aware of their available benefits and understand how to take advantage of them. Thankfully, there are a few key strategies that HR professionals can leverage to prepare themselves and their workforce for the open enrollment season. Provide materials ahead of time and prep for questions Robert Miller, an SHRM member and HR manager for Chapman/Leonard Studio Equipment, recommends circulating benefits materials ahead of open enrollment to make sure employees have a baseline understanding of the available packages. After all, enrollment is a time to delve deeper into options, and it’s important that the HR team use their time efficiently. “[Employees] shouldn’t be asking basic questions about their coverage options in open enrollment meetings; that should happen before open enrollment occurs,” Miller noted. In addition, as materials are disseminated, HR stakeholders can ask workers to review the information and formulate their questions. In this way, the HR team can be more prepared to provide accurate answers. Often, these questions involve things like why coverage is needed, which benefit features will fit employee needs, the value programs provide and how much will be deducted from each pay check. Having this information on hand ahead of time can streamline open enrollment meetings and ensure that employees’ come away feeling informed. Establish an “active” enrollment strategy Employee engagement can be an uphill battle during open enrollment, particularly when workers have the option to simply continue with their previously-selected benefits options. In these cases, staff members may not fully participate in open enrollment meetings and may even be overlooking important benefits available to them. In order to avoid this, Meredith Ryan-Reid of MetLife told SHRM that crafting a more active enrollment strategy that helps side-step passive employee engagement. “Active enrollment makes a huge difference,” Ryan-Reid explained. “Having employees reapply each year requires them to reassess whether they’re making the right choices for themselves and their families. It also helps ensure that you’re getting up-to-date information about your employees and their dependents.” Consider incentives for wellness programs If your business supports wellness programs for health or financial improvement, now is the time to think about providing incentives for participating in these initiatives. Getting these perks ready ahead of time is important, as it enables HR to publicize them during open enrollment. This can be a particularly helpful strategy for organizations that want to boost the impact of their existing programs. Open enrollment can be complex for HR teams, but it doesn’t have to be. A little forethought and planning can go a long way, as can assistance from an expert like Secova. Connect with us today to learn more.
The importance of dependent audits: School district saves considerably on healthcare costs
The importance of dependent audits: School district saves considerably on healthcare costs Many employers provide healthcare coverage for their employees as part of a benefits package, and some take this a step further by extending coverage to the spouses, children and other dependents of its workers. Such a benefit can be considerably advantageous and help attract and retain top talent. However, when a dependent’s status changes and he or she is no longer eligible for this coverage, it’s important that organizations are able to identify and remove these individuals, and keep their health insurance costs in check. One public school district completed an eligibility audit of its workers’ dependents, and was able to identify more than 100 individuals who were actually ineligible for the coverage they were receiving, NBC CT reported. This instance, which could help the district save hundreds of thousands of dollars in the long run, is a reminder of the critical importance of eligibility audits, and helps showcase the benefits of working with an expert, outsourced human resources solution provider. Ineligible dependents: A larger issue than many realize While each company has its own qualifications and definitions outlining eligibility for healthcare coverage – particularly when it comes to dependents – extending coverage to workers’ family members has become a common practice. By the same token, though, as more employers provide this attractive benefit, the issue of ineligible dependents – and the associated high costs – becomes more prevalent as well. In fact, according to New York Times writer Lesley Alderman, dependent audits are not only more common, but more important, as healthcare costs continue to rise by 5 to 10 percent each year. And as EBN reported that it isn’t uncommon for audits to reveal 5 to 15 percent of a dependent population being ineligible for coverage, employers’ healthcare costs can considerably add up. The issue here is larger than many realize, as dependents can become ineligible for many routine reasons. A child of a worker turning 26 or the divorce of a spouse can cause a dependent to become ineligible for coverage. John Fazio, a senior consultant and benefits administration industry expert, told Alderman that an audit of a 10,000-employee company will usually identify 200 to 500 ineligible individuals. “Dependent audits have been around for more than a decade,” Alderman wrote. “But they have become popular in the last few years, as employers desperately sought ways to trim their health care budgets. From an employer’s perspective, audits make good business sense.” If your organization has yet to complete an eligibility audit, now may be the time. Such a process is critically important, and is best undertaken with the help of an expert like Secova. To find out more, connect with us today.
Secova and TASC Partner for Benefits
Secova and TASC Partner for Benefits June 2, 2021 – In this time of change, Secova and TASC (Total Administrative Services Corporation) have joined forces to make benefits feel like benefits. Through this partnership, employers will now be able to sign up for all their benefits on one platform. Secova’s online, comprehensive benefits enrollment platform makes it easier to process elections, complete life events changes, educate employees, reduce paper transactions, and enable expansive flexible benefit accounts by bringing them all together. Too often, the experience of signing up for and utilizing multiple benefits is so difficult, frustrating and time-consuming that employees simply don’t use them. With TASC’s Universal Benefit Account®, Secova adds secure and comprehensive benefit offerings to the BenAssure platform, thus making it easier and offering a world-class customer experience for employers and their employees. “A unified platform is the key to increasing flexibility in all aspects of benefits administration,” says Ron Lupi, Secova executive. “We are impressed with the more than 50 different benefits offerings that TASC’s Universal Benefit Account can provide our clients. In today’s ever-changing work and benefit environment, employers need the ability to adapt benefit offerings to work for their business and employees.” The importance of increasing engagement through benefit enhancement can’t be ignored. A study by the Workplace Research Foundation found that employees who are highly engaged are 38% more likely to offer their employers above-average productivity. A successful benefits program requires more than a strategic selection of the benefits themselves. “A benefit is only as good as the experience an employee has in accessing it — and that’s where many company benefit programs fall short. This includes not having a platform that brings all benefits together. That’s what we see in partnering with Secova, a single platform where all employer offerings are together — how you present benefits does matter,” shares Dawn Mortimer, Chief Innovation Officer. “The expectation today, for most employees, and particularly millennials who are tech savvy, is a seamless digital user experience; the expectation is one platform with one portal, one password, one card, and a user experience that’s the same across all devices.” About Secova Founded in 1989, Secova is a results-oriented third-party administrator with a track record of delivering cost savings and customer-satisfying solutions. Secova provides customized solutions for the administration of employee benefits and human resources, resulting in more efficient HR operations, increased data visibility, and comprehensive auditing capabilities. The Secova solution offers 24×7 Health & Welfare services without requiring our clients to choose between quality and breadth. Secova processes more than 80 million eligibility records, $1 billion in healthcare premiums, and manages over 450 vendor/carrier relationships annually on behalf of its clients. For more information, visit http://www.secova.com or email at firstname.lastname@example.org. About TASC TASC started in 1975 with a simple, yet innovative idea of enabling small businesses to reap the same tax advantages as larger companies. As the nation’s largest privately-held third-party benefits administrator (TPA) with new innovations every two years since 2001, TASC now serves over 80,000 small, medium and large customers. In addition to being the only TPA that offers hold harmless agreements or audit guarantees for your protection, TASC is blazing new trails with a one-of-a-kind, industry first, instantly configurable benefits cloud platform. For more information, visit www.tasclargemarkets.com/sso or call toll free 1-800-422-4661.
How to make dependent eligibility audits run smoothly
How to make dependent eligibility audits run smoothly There's no doubt dependent eligibility verification is important. Employers can save their companies thousands of dollars by conducting regular dependent eligibility audits. This is a process where employees submit documentation to verify that the people covered on their health insurance plan still qualify for coverage. Ineligible dependents who do not meet the requirements for health care coverage are removed from the employer's plan. This process saves employers a lot of money on employee premiums. Audits can also help companies avoid the risk of violating IRS regulations by providing health coverage to ineligible dependents, the Society for Human Resource Management reported. In fact, third-party providers of eligibility audits report that as many as 10 percent of people receiving coverage have been ineligible in the past few years, SHRM reported. But this process can be confusing and intimidating to some employers who might not know what to do when verifying benefits coverage or how to communicate its purpose to workers. Here are some pointers to ensure employers don't encounter any problems as they go through this important process: When should my company conduct an audit?How often a business owner should consider a dependent audit depends on a variety of factors, including the rate of company turnover, the size of the business and the type of health care plan it offers employees. For those with a low turnover, it shouldn't be necessary to conduct an eligibility audit more than once every three years, according to Employee Benefits Adviser. But companies that have people coming and going at an above average rate should consider implementing audits on an annual or every other year basis. This will ensure new employees and their dependents are in compliance with coverage guidelines and help reduce costly coverage for those who don't qualify for it. During this stage, it's also crucial to convey why this process is important for the company. In certain cases, employees can be resentful of the verification process because they see it as employers not wanting to offer health insurance to their significant others. It's critical for business owners to communicate that these audits are in the best interest of the company and further business and employee well-being for the long term. For instance, employers should say that if ineligible individuals are no longer covered, health care premiums will go down, which means less out-of-pocket expenses for both employers and employees. Before an audit begins, employers should look over any company health plan documents – such as the summary plan description – in addition to any other relevant enrollment materials, according to Smart Business. What do my employees need for an audit?To start the process off on the right foot, employers need to clearly communicate what is expected of workers while an audit is being completed. During this process, employees will be asked to turn over documentation that verifies the employee's relationship to their dependents. Employees might be asked to procure documents such as marriage certificates, mortgage or lease agreements or birth certificates among other paperwork depending on who is considered a dependent on the worker's plan. The clearer an employer is about what documentation is needed to conduct the audit, the more streamlined the process can be for everybody involved. The amount of time it takes to complete dependent eligibility verification will vary company to company, but employers should prepare for the process to last up to several months. Business owners also need to decide if they are handling the audit internally or if they will need to contract with an outside vendor to get the job done. What happens after the audit?Once the results of an audit have come in, employers can determine who is still eligible for coverage and who will be taken off the company's health insurance plan. Dependents can be found ineligible for a number of reasons, and often it's simply because an employee didn't fully understand the requirements for coverage. It's important to communicate the overall benefits of conducting an audit and to educate employees so they understand which dependents are eligible going forward. Although there are clear cost-saving benefits to audits, business owners need to take special care to ensure that audits are done as efficiently and accurately as possible. Secova offers companies of all sizes a team of experienced professionals who can lead business owners through the audit process should they decide their business needs one.
Graduates are on the search for employment: Here’s how you can attract them to your business
Graduates are on the search for employment: Here’s how you can attract them to your business Summertime is upon us, and that also means that school is out and there is a brand new crop of recent graduates holding advanced degrees, hungry for their first professional job opportunity. According to data from the National Center for Education Statistics, more than 20 million students attended American institutions of higher education this past fall, meaning there is a considerable population of young professionals getting ready to enter the job market. However, recruiters looking to attract these recent graduates must do more than create a few job postings across different websites – competition for this young workforce is fierce. Let’s take a look at a few ways Human Resource teams and their recruitment experts can provide a compelling and attractive working environment for new college graduates. 1. Establish, live and sell your company culture Every company has its own unique culture and brand image. And while not every organization will be the next Google – with a casual dress code, gourmet meals and napping areas – your organization should look to create its own culture, and leverage it as a way to attract new employees. Gallup researchers found that one-third of young professionals view company culture as an important aspect in employment, but businesses must do more to help workers connect with their organization’s mission and culture. Creating a mission statement that employees can believe in, and reinforcing these values through top-down leadership buy-in and clear communication can help stakeholders create a culture that the company can be proud of – and one which will help workers strongly connect with the business and do their part to fulfill its mission. 2. Understand and appreciate their needs As Entrepreneur guest writer Dan Lauer noted, millennials and the younger workforce have different needs and style of ambition than their predecessors. Currently, many individuals entering the job market have high degrees, but seek out opportunities that will provide them with a beneficial work-life balance. Recent graduates are looking to climb the career ladder, but not at the expense of fulfilling their other personal goals and pursuits. In this type of landscape, enabling flexibility is key. In fact, a recent study from Qualtrics found that 37% of young professionals would accept a lower pay rate in exchange for more flexibility in their working schedule, CNBC reported. 3. Provide unique benefits and support them with innovative technology Flexible working hours are just one example of the kinds of distinctive job perks that recent graduates are seeking out. Another option that’s especially helpful for targeting recent graduates is student loan assistance. Decision-makers can consider partnering with an organization like GotZoom to provide this benefit. Because many young professionals are entering the workforce with more debt, offering this kind of support could be just what’s needed to help your business stand out with job-seeking young professionals. No matter what benefits you elect to provide, it’s important to support these with technology that speaks to the young generation. Mobile access and online enrollment, for example, is especially advantageous and enables employees to interact with benefits administration services in a familiar and easy-to-use portal. Some of these capabilities and strategies will take time to implement, while others will be more immediate. However, all will require robust support from the executive suite, down throughout the company. To find out more, connect with the experts at Secova today.
Top 3 reasons to outsource eligibility audit services
Top 3 reasons to outsource eligibility audit services It’s difficult for businesses to keep track of all eligible dependents currently on their healthcare. Regular record inspection is necessary to make sure the company isn’t providing benefits for people who are no longer qualified to receive coverage under new regulations. Organizations can choose to outsource the responsibility and have third-party experts conduct these audits for them. Let’s take a look at why businesses choose this approach: 1. Cost efficiency Healthcare coverage for ineligible dependents is a costly problem that requires immediate action from employers. According to a study from Colonial Life & Accident Insurance Company and the Government Finance Officers Association, 8% of people enrolled in a business’s medical plan are not qualified to receive the coverage based on the plan’s criteria. These ineligible dependents could drive the cost of healthcare up for both employers and their workers, according to Modern Healthcare. Outsourcing the obligation to perform eligibility audits and other services will allow a team of experienced professionals to take a closer look at company records. These third parties can pinpoint ineligible participants quickly and provide a more systematic dependent verification process. 2. Reduction of time Similar to the added monetary costs of covering ineligible dependents, performing research into company and employee records can cost businesses valuable time. Utilizing an outside organization to complete eligibility audit services allows employers to focus on more important and relevant responsibilities. Third-party providers can also offer unqualified participants the resources to help them find alternative means of healthcare coverage, taking even more of the stress off employers. 3. Understanding of appeals process People may want to appeal the findings of the analysis, so companies must be prepared for these events. Unfortunately, not all employers have the necessary knowledge to complete this process in a streamlined and detailed manner. Also, the appeals procedure is just another time-consuming step for businesses that already have too many obligations to contend with. Organizations that provide eligibility audit services are able to assist with these disagreements. Third-party companies will likely already have a system for reviewing audit results and deciding whether or not certain cases should be reinstated. According to the Colonial Life and GFOA study, re-entry of once-ineligible dependents usually occurs when missing documents are found or submitted by workers. Employers have a variety of responsibilities to take care of on a regular basis. Since providing healthcare coverage to employees has become one of the largest obligations for businesses – failure to do so could result in expensive penalties – it’s important for companies to be as prepared as possible. These benefits can cost employers a lot of money, especially if costs are increased due to dependents who are technically not eligible. It’s crucial that organizations offering health insurance perform regular eligibility audits to ensure no unqualified participants are flying under the company’s radar. Outsourcing these services to a third party can save businesses time and money while also providing enterprises with an experienced team of experts who truly understand each step of the process. To learn more regarding Eligibility Audit Services, connect with Secova today.
The role of Artificial Intelligence in healthcare
While it’s true that the healthcare industry is witnessing a record-breaking year in digital health investments, the AHA simultaneously projects healthcare’s financial losses at more than $300 billion in 2020. Due to the pandemic, healthcare institutions are increasingly turning to digital and artificial intelligence (AI) solutions that streamline behind-the-scenes functions and alleviate administrative and operational spending. Many hospitals are seeing immediate results from such investments in departments and functions that involve error-prone, repetitive, time-intensive tasks. And one function fraught with such tasks is claims processing and reimbursement. It involves a myriad of stakeholders and steps, such as validation, justification, authenticity, and payment. Each step of the process is just as crucial as the last, making efficient and accurate communication critical for success. It is no surprise that the reimbursement and claims processing work stream primarily consists of high-volume and repetitive tasks, such as collecting and inputting patient and provider data. When a mistake in the process is made, such as incorrect billing or erroneous patient documentation, the process is further delayed. Payers, providers, and patients alike are faced with extra back-and-forth communication to reconfirm details for the medical claim. This issue transcends the billing cycle and can directly impact payers, as well. Continually delayed claims can make hospitals leery of accepting certain plans or even entire carriers. A lower number of accepted plans results in benefit brokers only being able to offer a small range of options to their clients. Ultimately, this leads to employers providing health plans for their employees only having a limited number of options to choose from. As more and more hospitals understand the magnitude of these issues, they are implementing AI solutions to help streamline the claims processing and reimbursement process. AI automates these critical but repetitive tasks to reduce mistakes, enhance workflows, and let hospital staff focus on tasks that require a human touch. AI is also being used to minimize the hefty costs associated with insurance claim denials. With AI, providers are able to identify and mitigate erroneous claims before the insurance company denies payment for them. Not only does this streamline the process, but it also saves hospital staff the time it would take to work through the denial and resubmit the claim. With faster payments and greater accuracy, hospitals are more willing to accept a wider number of plans, which means benefits brokers can offer a broader range of options to their clients. Hospitals are continuing to reimagine the claims process, with AI in mind. In fact, recent research indicates that 61% of hospital leaders are looking to implement AI/RPA within the next two years. Hospitals will continue leveraging AI solutions to streamline backend functions to reduce operational costs, alleviate administrative spending, and allow employees to focus on more important tasks. Just what the doctor ordered Also, when searching for the best surgeon, consumers may get a major assist from AI, a new study says. The report in the Journal of Medical Internet Research (JMIR) compared healthcare decision-making based on a range of choices: consumer ratings; quality stars; reputation rankings; volumes and outcomes; and precision machine learning-based rankings. That last category looked at a type of AI that uses data to determine whether a hospital is a good fit for a potential patient. The study found that the machine-learning approach to picking a surgeon delivered better outcomes than choosing surgeons by other methods. The AI approach allows a more personalized choice—the algorithm matches the patient to the hospital that has the best outcomes for patients with similar profiles. Benefits in administration AI offers employers and brokers an opportunity to maximize the impact and efficiency of their offerings and human resource programs. In 2021, and in the wake of COVID-19, the role of AI will grow as companies continue to transition to long-term remote work, tackle COVID-19-related expenses, educate employees on their health benefits, and introduce benefits platforms to address individual needs better. In 2021, we’ll likely see AI play a more significant role in helping employees avoid burnout through tools that encourage real-time engagement, provide individualized recommendations on how people can do their best work, and robot coaches. For HR teams, AI-powered solutions will quickly flag employee roadblocks and prioritize those most at risk. Greater use of remote teams also means more integration of HR and day-to-day collaboration tools. HR data analytics’ power is in how it can proactively assist in more accurately predicting annual benefits costs—a tool that will become crucially important for families, employers, and health plan providers as they plan for this year. This emerging, critical decision-making data will play a key role for brokers, employers, and health plan providers as they navigate both expected and unexpected changes. With COVID-19-related fraud also on the rise, health plan providers and employers who use HR data analytic tools to spot and flag outliers could save themselves hundreds of thousands of dollars. In 2021, health plan providers and employers expect employees to prioritize flexibility and personalization in their healthcare coverage to meet their unique needs and challenges. With budgets top of mind in 2021, employers and employees will continue to use these financial tools to save money and lower medical plan premiums. Brokers, health plan providers, and employers will continue to leverage AI to educate employees on their medical costs and personalize their benefits based on their current and projected future needs. Insight-driven benefits administration relies on automated platforms to collect, aggregate, streamline, and analyze data from multiple systems to produce actionable steps to drive value. These platforms will only become more essential as companies continue to adapt to the changes seen in 2020. As priorities continue to shift in 2021, the demand for employee data to evaluate workplace wellness programs, retention, and benefits will grow. But seamless interaction with personalized benefits program offerings will likely provide the most significant avenue for growth of modern benefits platforms. Modern benefits platforms will become an even more essential tool to health plan providers and brokers in the coming year as they allow them to reach the end consumer more effectively. AI will continue to drive evolution in the benefits space. While many things changed in 2020, data is still the most dependable way to understand what is happening now and predict the future. As everyone adjusts to the changes on the horizon, we will continue to rely on the data and insights AI provides to support the healthy growth of the benefits ecosystem. At a glance: * Healthcare industry’s financial losses projected at more than $300 billion in 2020 * 61% of hospital leaders are looking to implement AI/RPA within the next two years * AI automates repetitive tasks to reduce mistakes, enhance workflows * AI is being used to minimize the hefty costs associated with insurance claim denials * AI uses data to determine whether a hospital is a good fit for a potential patient * HR data analytic tools can be used to save hundreds of thousands of dollars * Benefits administration relies on automated platforms to collect and analyze data
The Millennials: A new generation of employees
Now that millennials make up the largest portion of the American workforce, chances are good that almost every company has at least one member of this generation within its staff. According to Pew Research, 56 million millennials are earning a living, and the post-millennial generation – those born after 1996, known as Gen Z – are now entering the workforce, with 9 million currently at working age. What does this mean for the typical HR professional? Now that older generations are retiring and younger professionals are entering the workforce, HR teams must make sure that they have crafted the right benefits package to support these employees. What’s more, it’s imperative that HR administrators are clear when it comes to enrollment, benefits administration and overall management. This critical generational juncture provides an ideal opportunity for HR teams to re-evaluate their existing benefits package, and to add or subtract items to align offerings with workforce needs. This important review won’t just help support the existing staff, but can serve to attract young professional employment candidates as well. An essential factor to keep in mind here, however, is that those within different age brackets will have a variety of needs. Just as workers that are part of the Baby Boomer generation or Generation X had specific focuses and benefits needs, requirements will differ when it comes to millennials and Gen Z. HR professionals will need to develop new engagement models to take into account the generational differences between baby boomers and millennials. Managers accustomed to using certain practices to engage boomers will have to change their ways – and practices – if they hope to engage and retain the newest heavily scrutinized employee cohort, the millennials. As Emily Bailey of OneDigital told HR Dive, these differences extend, particularly, to the ways in which employees engage with and consume details related to employee benefits. “It really does cause us to take a step back and better assess how we’re putting information out there,” Bailey said. “[Younger generations] may not put as much value on certain benefits that the boomers and other generations that have been in the workforce for a while do.” Top considerations: Appealing to Millennials and Gen Z In this way, as HR teams work to review and improve benefits resources for young professionals, there are a few key essentials to keep in mind: A goal-oriented generation: As Stephanie Penner, senior partner at consultancy firm Mercer, told the Society for Human Resource Management, young workers tend to be more goal-focused, and appreciate opportunities for personal and professional growth. In this way, training programs, certification workshops and other career development programs will be advantageous. Financial support: Many young professionals are dealing with significant student loan debt – in fact, SHRM reports that 80 percent of employees would value a student loan repayment assistance program, but only 4 percent of businesses offer this benefit . Any efforts companies can make to help support new graduates and their financial situation – including financial planning guidance, or automatic deductions for loan repayment – will be a considerable boon for attracting and retaining young professionals. Decision-makers can consider partnering with an organization like GotZoom to provide this benefit. Digital consumers: A key thing to keep in mind regarding Millennials and Gen Z workers is that much of their life has revolved around the use of computers and advanced technology. In this way, young professionals expect to be able to utilize these resources at work. Providing an online employee portal for benefits enrollment and administrative management can help workers engage with benefits information and make use of the resources a company offers. To find out more on how an online, accessible benefits portal can support your HR team and workforce, connect with the experts at Secova today.
College grads: Are you prepared for professional employment?
"Congratulations!" is a word you've probably been hearing a lot lately. And it's not unwarranted – after all, you worked extremely hard through classes and assignments to earn your degree. You deserve a little recognition! But, the hard work isn't over yet – in fact, it's just begun! Those loans are going to be due soon, and now's the time to seek out a position that will allow you to put all the skills you learned during your college courses to the test. Professional employment: It's much different than college Work life will bring stark changes in comparison to what you've been used to during your college days. Not only will new responsibilities emerge, but you'll also be expected to act and carry yourself in a more mature and professional manner. Here are a few factors to be aware of as you head into professional employment: It may take you a little while to get going – and that's okay. According to a survey conducted by author and Harvard Business Review contributor Jeffrey J Selingo, 33 percent of all recent grads "press pause" after college, and spend most of their twenties working toward starting their professional career. Thirty-two percent spend half of their twenties getting going, and only 35 percent jump right into a career after graduation. Time management and scheduling matters. As Live Career noted, if you treat a job like that dreaded 8 AM course you took in your freshman year and continually show up late , you'll be unemployed sooner than you think. Personal accountability is important. Whereas in college, where a wrong answer or misstep would earn you a bad grade or a slap on the wrist, professional employment calls for more responsibility. Clients and co-workers rely on you to further your company's mission and complete important tasks on time. Flex your skills, but remain humble and be ready to learn. College has taught you a lot regarding the career field you're aiming for, but there will be much more to learn and experience on the job. Recent graduates: Are you ready to enter the professional job market? Interviewing and onboarding As a recent college graduate, chances are good that you'll go on plenty of interviews before landing a position. Don't be discouraged – this is all good practice, even if you don't receive a call back. It's important to be prepared and professional in the interview process. This includes creating a resume, cover letter and other important documents and being ready to talk of your experiences, skills and accomplishments. And once you've successfully achieved employment, you'll go through the onboarding process. While it's not the same for every job, your employer's HR team will walk you through your new responsibilities, the overall company and the business's culture. A few words of advice here: Pay attention and ask questions. As College Recruiter noted, some orientation and onboarding may seem dry, but the information is important. Don't glaze over, and be sure to ask questions on whatever you're unsure of or need clarification on. Get to know your HR team. This won't be the only time you interact with the HR team, so use this time to get to know your representatives and the types of benefits and services they direct within the company. Secova is a leading benefits administration service provider, and is popular with HR managers. Congratulations and good luck on the road to professional employment!
ACA reporting and deadlines: Top mistakes and how to avoid them
When it was first introduced, the Affordable Care Act offered advantages for employees and employers alike. However, it also created added complications for businesses that continue today and into the future. HR stakeholders, in particular, must make sure that their organization and its staff are observing requirements for ACA reporting, and are doing so in a way that matches stated deadlines. Despite understanding the importance of ACA, many businesses are still making mistakes with their ACA reporting and other associated HR and benefits processes. These mistakes can be time-consuming and costly – a report from Accounting Today found that between 2017 and 2018, the IRS had issued more than 30,000 notices to organizations that failed to comply with ACA standards. The penalty assessments included in these notices add up to a staggering $4.4 billion for noncompliance. It's best for HR teams to work proactively to avoid them. Here, we've rounded up some of the top missteps companies make with ACA, as well as best practices for making sure that these issues don't impact your organization. Not filing according to ACA requirements One problem with ACA emerges when stakeholders don't observe ACA requirements for report filing, and therefore don't properly complete these tasks. It's important that HR leaders determine whether or not their organization is required to file, noted FitSmallBusiness. Companies that align with the following are required to file reports for ACA: Businesses that have 50 or more full-time staff members, or employees that work 30 hours per week or more. Organizations that have parent or subsidiary organizations that, when combined with their staff, create a total of more than 50 full-time employees. Companies that utilize self-insured employer plans. Incomplete reporting There are two required elements involved in ACA filing that revolve around Form 1095 C. A common mistake that many companies make is completing the proper filing of this form with the Internal Revenue Service, but failing to send copies of the form to employees. On the other hand, providing form copies for staff members and forgetting to file them with the IRS occasionally takes place as well. It's imperative that HR leaders complete both required steps. Failing to observe deadlines The ACA includes specific deadlines, and any late reporting or filing can result in penalties for the employer. In this way, HR stakeholders must be aware of all the important ACA deadlines, including due dates for reporting and the beginning and end of open enrollment. Avoiding ACA mistakes: Prepare accordingly In order to maintain compliance and guarantee alignment with the requirements of ACA, HR leaders must make sure that their organization is prepared. Partnering with an expert human resources administration solution provider and incorporating systems that can help streamline ACA reporting, tracking, eligibility and overall compliance is one of the best ways to prevent making common ACA mistakes. To find out more, check out our website and connect with Secova for a demo of our ACA Management solutions today.