Newsletter from Integrated Benefit Solutions
Final Forms and Instructions for 2020 ACA Reporting
The Internal Revenue Service (IRS) released final
2020 forms and instructions for reporting under Internal Revenue
Code (Code) Sections 6055 and 6056.
- 2020 Form 1094-B
and Form 1095-B
(and related instructions)
will be used by providers of minimum essential coverage
(MEC), including self-insured plan sponsors that are not
ALEs, to report under Section 6055.
- 2020 Form 1094-C
and Form 1095-C
(and related instructions)
will be used by applicable large employers (ALEs) to report
under Section 6056, as well as for combined Section 6055 and
6056 reporting by ALEs who sponsor self-insured plans.
forms and instructions include a number of
changes and clarifications related to 2020 reporting.
- The deadline for furnishing
statements to individuals under Sections 6055 and 6056 has
been extended to March 2, 2021.
- Relief from penalties for
reporting incorrect or incomplete information,
and providing individual statements under Section
6055 only upon request, has been extended to 2020 reporting.
- The “Plan Start Month” box
is now required for 2020 reporting.
were also made to Forms 1095-B and 1095-C related to offers of
individual coverage health reimbursement arrangements (ICHRAs).
Employers should become familiar with these forms and
instructions for reporting for the 2020 calendar year. Individual
statements must be furnished by March 2, 2021, and IRS returns
must be filed by Feb. 28, 2021 (March 31, 2021, if filed
Preventing Remote Work Time Theft
Time theft in the workplace is a common and
expensive problem across industries. And, if not addressed, it
can cost employers time, money and
customers. In fact, the American Payroll Association found that
75% of businesses in the United States are affected by time theft
every year. Another study estimates that time theft costs U.S.
employers more than $400 billion per year in lost productivity.
When employees are working remotely, it’s
harder to detect and prevent all types of fraud. Time theft leads
to lower productivity, which in turn leads to financial losses
for the organization. Fortunately, there are steps that
organizations can take to mitigate the risk of workplace time
theft. Consider the following strategies:
- Establish rules and
critical to address time theft in company policies and
clearly define behaviors and consequences. It’s best to measure performance on
benchmarks, so ensure policies clarify what conduct is not
- Check in regularly—Managers
should regularly check in with remote employees, asking what
they’re working on and how they’re
feeling. If there are already standing meetings on the
calendar, managers should stick to them and use them as
additional ways to check on how employees are doing.
- Keep employees engaged—Support
employees through both challenges and successes. It’s important to reward a job well done
and recognize employees publicly. When employees feel
appreciated, they are often more motivated and committed to
- Provide productivity
resources—Employers should consider
offering virtual time-management training or workshops, or
simply ask employees to informally share their favorite
productivity hacks with coworkers.
- Use tracking software, as
needed—Depending on the nature of
work, it might be appropriate to use time-tracking or
monitoring software to keep tabs on employees.
Time theft is a nearly silent form of fraud that
can happen to any organization. It’s
important for employers to be aware of how it happens and take
the necessary steps to prevent it, especially with remote
workers. A combination of clear guidelines, tools and employee
support can help companies lower their risk of time theft. Trust
employees to do the right thing and keep them engaged to reduce the
company’s overall risk.
OSHA Clarifies COVID-19 Reporting Requirements
The Occupational Safety and Health Administration
(OSHA) has published two additional answers to its list of COVID-19 frequently
asked questions (FAQs). The new answers clarify when
employers must report COVID-19 in-patient hospitalizations and
OSHA requires employers to report in-patient hospitalizations
only if the hospitalization occurs within 24 hours of an exposure
to COVID-19 in the workplace. As a result, employers must report
COVID-19 hospitalizations only if the hospitalizations are:
- For in-patient treatment;
- The result of a work-related
case of COVID-19.
report must be submitted within 24 hours of the time the employer
determines there was an in-patient hospitalization caused by a
COVID-19 case. Hospitalization for diagnostic testing or
observation only is not “in-patient” hospitalization.
OSHA requires employers to report fatalities that occur within 30
days of an exposure to COVID-19 in the workplace. Employers must
submit fatality reports within eight hours of learning that the
fatality took place and that it was due to a work-related
These FAQs address only reporting requirements for COVID-19.
Employers can review their COVID-19 recording requirements on
Preventing Sexual Harassment in the Workplace
Despite decades of attention in the media and
courts, sexual harassment remains a significant and costly
problem in today's business environment. Learn how to prevent sexual harassment in your workplace
by watching the video below.
For additional HR guidance, visit our Human