ACA compliance is a core part of the Tango business, and we are fluent in the processes and potential pitfalls involved. You can feel secure knowing that you have an expert partner to answer your questions and help you through all steps of compliance.
The Tango ACA Compliance Concierge Suite combines powerful, industry-leading technology with personalized services to simplify ACA compliance tracking and status. Our experts will help you understand the full impact of ACA regulations across your business, starting with a data quality assessment and continuing through ongoing monthly reviews and support with IRS notices or audits.
Tango’s easy-to-use compliance system is configurable for all ACA parameters, regardless of complexity: benefits plan year, fully-vs-self-insured status, elections for initial and standard measurement and stability periods, administration and waiting period lengths, and company policy for offering benefits.
Our proprietary system can complete look-back periods for part-time or variable hour employees that meet all regulations and scenarios, including:
Rule-of-Parity for Rehires: The IRS provides breaks-in-service rules to determine whether an employee returning from a service break should be treated as a “new employee” or a “continuing employee”. Generally, an employee returning from a break of more than 13 weeks may be treated as a new hire. However, under the “rule of parity”, if the employee took a break of at least four weeks that was also longer than his or her previous period of service, the employer may treat that person as a new employee.
Federally-protected Leave of Absence (FMLA): A Federal law that guarantees up to 12 weeks of job-protected leave for certain employees when they need to take time off due to serious illness or disability, to have or adopt a child, or to care for another family member. When on leave under FMLA, you can continue coverage under your job-based plan.
Initial periods: New seasonal or variable-hour employees with unpredictable hours will have their status determined by looking over a period of time called an “initial measurement period,” which can range from three to 12 months.
Standard Measurement, Stability, and Administrative periods: An employer determines each on-going employee’s full-time status by looking back at a “standard measurement period” of three to 12 months as chosen by the employer. ACA regulations require that your measurement and stability are set up so that there are no gaps between the start and end of subsequent stability periods, that the stability periods for the initial measurement period and your standard measurement period are the same length, and that the periods you choose are consistent across all applicable employees. As long as the setup you choose meets these criteria, the details are at the employer’s discretion. The administrative period following the 3-12 month standard measurement period may generally last up to 90 days.
Orientation and Waiting Periods: Waiting periods are considered limited non-assessment periods for ACA purposes, and would be coded as such in your IRS reporting. A “waiting period” is any period of time that must pass before coverage becomes effective for a new employee or dependent who otherwise meets plan eligibility requirements. The ACA requires an employer to offer an eligible employee coverage that is effective by the 91st calendar day.
Tango has hundreds of clients already in compliance, and can provide the level of service your organization needs to meet all the requirements set forth by the IRS.