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ACA Best Practices: Impact of the Affordable Care Act on Workforce Planning and Leaves of Absence

2014-11-19 11:00:00

How will the Affordable Care Act (ACA) change Workforce Planning? The ACA has the potential to change workforce management practices, as organizations work toward complying with the ACA employer shared responsibility mandate, including the need to perform full-time employee calculations and associated record keeping. This webinar looks at both the strategic and compliance impacts of the ACA on workforce planning, and takes a close look at compliance issues associated with tracking unpaid leaves of absence. Historically, organizations have taken a variety of approaches to leave administration. Accurate records for leave under the Family and Medical Leave Act (FMLA), the Uniformed Services Employment and Reemployment Rights Act (USERRA), and jury duty are more important than ever and required to properly calculate ACA hours of service to determine full-time status, and are potentially part of the audit trail in an IRS inquiry, or to respond to a notice from a Health Insurance Marketplace.

More broadly, organizations must also consider the trade-offs associated with expanding or contracting their part-time, variable hour workforce with full-time employees. Expanding full-time employment requires a great focus on talent management, while expanding part-time employment requires expansion of hiring/training practices.

As with our prior webcasts in this ‘ACA Best Practices’ series, attendees will be provided with actionable insights focused on:

  • Workforce trends, and the ACA’s impact on workforce practices
  • The relationship between the Affordable Care Act and the Family and Medical Leave Act, USERRA and jury duty
  • The role of unpaid leave tracking to determine ACA full-time status
  • When and how unpaid leave data might be used in an IRS audit or Health Insurance Marketplace inquiry

Compliance risks, including fines and penalties, associated with violations under either the ACA or FMLA, as well as other applicable statutes

ADP’s experts remain at the forefront of helping employers understand the complex compliance, financial, and strategic issues surrounding workforce management.

The content presented during this webcast should not be construed as legal advice. ADP encourages you to consult with appropriate benefits counsel.

Ryan 160Christopher Ryan

VP, Benefits Outsourcing Consulting Services, Strategic Advisory Services, ADP, Inc.

 

As Vice President for Strategic Advisory Services, Mr. Ryan is responsible for strategic research and thought leadership to support ADP’s Talent and Benefits clients. He brings more than two decades of consulting, thought leadership, and corporate leadership in human capital, health benefits, and population health. Most recently, Mr. Ryan has conducted research to identify best practices in the design and execution of corporate health programs, including consumer directed health, health exchanges, employee health and productivity, health incentives, and employee wellness strategies. A noted speaker and author, his publications include Making Consumerism Work, the SHPS Health Practice Study, the Human Capital Barometer, Making Medicaid Work, and Managing Employee Health and Costs in a Down Economy.

As a consultant, Mr. Ryan has worked with major corporations, not-for-profits, and government agencies to develop effective strategies to improve overall employee health while reducing total employer health spend. Mr. Ryan joined ADP through the acquisition of SHPS HR solutions, a division of SHPS|Carewise Health. At SHPS, he served as EVP, Chief Strategy and Marketing Officer, where he oversaw marketing, product management, clinical services, and health analytics acrossthe enterprise. Prior to SHPS, Mr. Ryan held consulting and leadership positions in general management and at Hewitt Associates, Arthur Andersen, Watson Wyatt, and Deloitte & Touche.

He is a graduate of the University of Chicago and holds a Bachelor of Arts in physics. Mr. Ryan also holds a Master of Business Administration  degree in marketing and management policy from the Kellogg Graduate School of Management at Northwestern University.

Sushma Tripathi 160Sushma Tripathi

Vice President, Workforce Planning and Benefits Consulting
Strategic Advisory Services, ADP, Inc.

Ms. Tripathi serves as Vice President, Workforce Planning and Benefits Consulting in ADP’s Strategic Advisory Services group. In this role, she is responsible for actively working with clients to help them execute their human capital management strategy with a focus on health and productivity management as well as workforce planning.

ADP’s Strategic Advisory Services is a group that helps clients develop and execute highly effective talent and benefits strategies in the areas of data analytics, decision  support and forecasting, compliance, service delivery, as well as communications and education. Before joining the Strategic Advisory Team, Ms. Tripathi served as VP of Total Absence Management Operations where she led the service organization which includes implementation, client services, operations and product management.

She started with ADP in 2012 through the acquisition of SHPS Human Resource Solutions as a Senior Vice President of Product Management. Ms. Tripathi was part of the strategic development and innovation team that helped ensure product development activities aligned with client goals to deliver the best experience for clients and participants. She brings more than 20 years of experience in progressive leadership and management, primarily in total absence management, COBRA, workers’ comp, disability, health and wellness, disease management and benefits administration outsourcing Prior to joining SHPS, Ms. Tripathi served as a Director, Product Development and Management for CIGNA. Ms. Tripathi has an MBA from Drexel University with dual majors in Finance and Human Resources Management.


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