Over the past few years, we have seen a number of Third-Party Administrators (TPAs) enter the complex and challenging world of the staffing and temporary employment industry. Most administrators have proven to be opportunist with little understanding of the unique needs and concerns of the staffing industry.

As a result, these TPAs are failing their clients with poor administration of benefits and little or no customer service. Under normal circumstances this would be unacceptable, but in an ACA transitioning world, the impact of a TPAs shortcomings in administration or service can have a devastating effect on your bottom line.

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With both the House and Senate passing budget reconciliation bills that include significant modifications to key financial elements of the Affordable Care Act, the repeal process has begun (learn more about our latest products here).

Committees in the House and Senate have been assigned the task of dismantling the specific elements of the ACA that can be affected within the limited authority of Budget Reconciliation.

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The ACA rules for calculating Full Time status make it difficult for staffing companies to determine how to treat employees that are off or in-between assignments.
If an employee is considered full time when they go off-assignment, do you consider them full time when they return or subject them to another waiting period?
The rules are complicated, but we’re here to make it simple. Please read our easy-to-understand guide to the 13–week break-in-service rule and keep yourself ACA-compliant!

Learn more about the latest updates in health reform and how they affect you.

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