Define Healthcare Monitor Settings
The instructions and other information about defining Healthcare Monitor Settings are produced and maintained solely by IPC and are included here for convenience only. These settings allow you to set your measurement settings. They are required to determine which employees are part-time, and which are full-time and potentially eligible for health insurance coverage.
The functionality described here is available only to US restaurants. The instructions and other information about defining Healthcare Monitor settings are produced and maintained solely by IPC and are included here for convenience only. If you have any questions about this information or the functionality, please contact IPC.
After defining the Healthcare Monitor Settings, you can view the Healthcare Report at any time.
To make your healthcare monitoring data as accurate as possible, there are a several inputs that you need to provide to LiveIQ :
LiveIQ must contain the correct Start Date for each employee.
Your POS clerk IDs must be mapped to employees in LiveIQ Labor.
All paid leave must be recorded in the Employee Availability calendar.
FMLA, USSERA, and jury duty absences must be correctly recorded in employees’ employment history in LiveIQ Labor.
Set Up Healthcare Monitoring Parameters
From the LiveIQ toolbar, click Labor.
When the Labor screen opens, click Organization Parameters.
Click the Edit button for the organization’s name.
Click Healthcare Monitor Settings.
These settings allow you to set your measurement settings. They are required to determine which employees are part-time, and which are full-time and potentially eligible for health insurance coverage.
If not already checked, select Enable Healthcare Monitoring.
Select the Ongoing SMP Start Date.
The Ongoing Standard Measurement Period (SMP) Start Date is the first day of a new SMP for an ongoing employee.
The Ongoing SMP is the period (not to exceed 12 months) selected by an employer during which an ongoing employee’s hours of service will be tracked to determine whether he or she averaged 130 hours or more per month (i.e., full-time status) and must be offered health care coverage for the upcoming Ongoing Stability Period (STP).
Use the sliding scale to select the duration of the Ongoing SMP/STP.
The Ongoing STP determines how long an ongoing employee who averages 130 hours of service or per month during the Ongoing SMP must be treated as full-time. The STP also defines the period in which an employee who did not average at least 130 hours of service per month during the Ongoing SMP may be treated as not full-time. An ongoing employee is treated as full-time or not full-time for the entire STP, even if he is demoted, promoted or takes a different position.
Use the sliding scale to select the Ongoing AP.
The Ongoing Administrative Period (AP) is an optional period immediately following the end of the Ongoing SMP. It is designed to provide employers time to offer coverage and enroll eligible ongoing employees into health coverage. The AP cannot exceed 90 days.
Use the sliding scale to select the Initial AP.
The Initial Administrative Period is the optional period immediately following the end of the Initial SMP for new variable, seasonal and part-time employees and is designed to provide employers time to offer and enroll into health coverage the employees who are eligible based on their hours of service during their Initial SMP. The Initial AP, when combined with the Initial SMP, cannot extend beyond 13 months.
Select the Full Time Threshold Warning that you want for your organization.
The Health Care Monitoring Report provides a color-coded scale for employees who are approaching full-time status, as well as notating those who aren’t close and those who have already met the full-time threshold.
Full-time status is based on 130 hours of service per month.
Select the Please confirm that the settings selected conform with the Affordable Care Act check box.
From the LiveIQ toolbar, click Labor.
On the LiveIQ Labor screen, click Reports and then click Healthcare Report.
Review the report to determine which employees are considered full-time according to the Affordable Care Act (130 hours or more on average per month).
The following sample report shows full-time employees identified with a green Y. Employees who did not average a sufficient number of hours of service during the SMP to be considered full-time are identified with a red N.
This report is provided as an aid to calculate employee hours for the requirements of the Affordable Care Act. Total compliance cannot be assumed based on this report alone; contact an employment advisor for the details of full compliance.