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USPS Affordable Care Act Report Status Update

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As many of you know the SSDT has been developing a report to assist our USPS users in meeting the employer mandate requirements of the ACA (affordable care act). 

Although many of the employer related provisions of the law have had their effective date delayed until 2015 we are still working to complete this report ASAP and our goal is to include it with the September 2013 release.

I have created a wiki page that details the current status of our development efforts. It can be found here. Please keep in mind this is still preliminary and some things may change. For instance we plan to support the monthly hour calculation method in addition to the weekly hour calculation method, but the monthly calculation feature is not yet in place. I will attempt to keep the wiki page up to date as our development progresses. 

After reviewing the wiki page above please use this discussion question to ask questions and provide us feedback concerning the application as it currently exists. 

Thanks,

Matt
 
asked August 7, 2013 03:29 PM

 

2 Answers

0
 
Matt,
      This may have already been addressed in the old Forum, but I need to ask again to have it recorded in the new system and to be sure it truly has been asked.   Since you are using the retire hours field, and no district will ever have all the hours paid for hourly staff up through and including the last pay date of the month, how accurate will this report really be, using the retire hours field?  For example, if a district's last pay date in July is the 23, first off, they haven't paid the hourly people up to and including that pay date, BUT, they also won't have the last full week of July in that report.  How will the report you are working on know to pull the days and wages in on this report on a per month basis for actual work time (that 130 hours per month portion of the law/rule)?  Or, is it acceptable to use the 'count them as they're paid, not earned' as we do for SERS?
Thanks!
Valerie

@Valerie, 

It is my belief that the monthly calculation option will typically only be used for those employers who pay 24 pays a year. For these employers we can not accurately calculate using the 30 hours per week method since semi-monthly pays do not break out as x number of weeks per pay. 

For the 26 pay scenario it is important to remember when you are using the weekly method of calculation your measurement period does not have to start and end on the first and last day of the month. In order for our report to work correctly the employer will need to start their measurement period on a payroll period begin date and end it on a payroll period end date. Since this report is keyed off of period beginning and ending dates not pay dates, this should result it the correct information being pulled in even if their payroll has a lag resulting in the pay date itself not falling in the measurement period.  

Let me know if that answers your question or if you need more detail.

Thanks,

Matt
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Edited Aug 9, 2013 08:38 AM
quoting Valerie's answer, so it is clear what I am responding to
answered August 9, 2013 08:34 AM
Matt, What about districts who process multiple period beginning and period ending dates per pay period? Will they have to run the report multiple times and total? or will you allow for more than one period beginning and period ending date per run? I have districts whose salary are up to pay date, hourly one week behind, and subs who are a whole month. :-) Valerie
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Aug 12, 2013 08:30 AM
@Valerie Keough
Valerie, You can have different measurement periods for different groups of employees. We have added some selection options that should help with this. In your example the district would probably have to run the report multiple times selecting each group individually. The lag is not as important here as is whether the period beginning and ending dates "sync up". (part 1 of 2)
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Aug 12, 2013 09:11 AM
(part 2 of 2) Meaning if you had two groups with an even number of week lag I believe they would have the same period and ending dates throughout the year even though one group would be getting paid 2 weeks ahead. If it breaks down where the period beginning date for one group is in the middle of another groups pay period (which I believe is the case in your example) then I don't think you could accurately calculate both groups in a single run. Does that make sense? Matt
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Aug 12, 2013 09:12 AM
1
@Matt Calmes
Yes, it makes sense. :-) Just trying to understand, and ask questions before you put all your time and effort into this critical report. Nothing like asking for everything when you're done. ;-) Thanks, Matt! :-) Valerie
flag
Aug 12, 2013 01:33 PM
2
 

Matt,

      This may have already been addressed in the old Forum, but I need to ask again to have it recorded in the new system and to be sure it truly has been asked.   Since you are using the retire hours field, and no district will ever have all the hours paid for hourly staff up through and including the last pay date of the month, how accurate will this report really be, using the retire hours field?  For example, if a district's last pay date in July is the 23, first off, they haven't paid the hourly people up to and including that pay date, BUT, they also won't have the last full week of July in that report.  How will the report you are working on know to pull the days and wages in on this report on a per month basis for actual work time (that 130 hours per month portion of the law/rule)?  Or, is it acceptable to use the 'count them as they're paid, not earned' as we do for SERS?

Thanks!

Valerie

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Edited Aug 8, 2013 09:25 AM
spelling correction - OCD ;-)
answered August 8, 2013 09:03 AM
Valerie, I responded with another answer. In the future I believe we may try to respond using a comment like this, but the current comment length limit would not allow this. We are having some internal discussions concerning increasing the limit to accommodate discussion.
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Aug 9, 2013 09:10 AM

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