The challenges of human capital management have always been considerable, but with the recent changes to the regulatory landscape, they’re only becoming more complicated with time. Case in point: The Affordable Care Act is continuing to evolve, and with it, employers are being met with new mandates for the specific ways they administer payroll and benefits.
In essence, the ACA aims to make health care more accessible for all working Americans. By mandating that employers with 50 or more full-time employees provide affordable coverage for those workers, the legislation makes it a priority to get people insured. But for employers, it’s often difficult to pay for a lot of that extra coverage.
HR professionals at all levels understand the need to elevate levels of corporate health and wellness. Simply put, healthier employees are more productive employees – if you can urge people to eat well, exercise regularly and stave off illness to the best of their abilities, you’re more likely to maintain a strong workforce over the long haul.
On the other hand, you have to be careful about pushing wellness on people too hard. There are numerous risks in play here, both health-wise and legally. Too much diet or exercise can be hazardous for some people, and an obsessive level of wellness education can lead to conflict in the workplace. There are a few faux pas of which you need to steer clear.
It’s been nearly five years since President Barack Obama signed the Affordable Care Act into law, dramatically altering the landscape for corporate health and wellness with one stroke of the pen. Companies now face numerous stringent requirements specifying exactly how they are to provide their employees with health coverage. It can be logistically complicated, not to mention expensive, just to keep up.
While we’re now looking at almost a half-decade since the ACA’s initial passage, that doesn’t mean the legislation is done evolving. Every year, we still see new features rolling out that have a newfound impact on the way companies go about ensuring wellness.
The Affordable Care Act is nearing five years old and continuing to evolve, and every year we see new developments that shake things up and further complicate the responsibilities of HR professionals. It’s important to stay on top of the latest changes, digesting all the rules and making sure your company remains compliant. Any failure to do so can be catastrophic – such an error could lead to legal trouble or, worse yet, unrest among the employee ranks. Medical coverage is important to people.
But because new developments in the ACA are rolling out all the time, you practically need a team of experts to keep you in the loop on everything that’s changing. That’s why Ceridian offered a recent webinar on the subject, imparting a great deal of wisdom on what companies can do to abide by the ACA moving forward.
It’s been almost five years now since President Barack Obama signed the Affordable Care Act into law, making it official on March 23, 2010, but new provisions of the legislation are still rolling out, and they continue to have an impact on the way companies manage employee wellness.
In HR, there’s a constant need to stay abreast of the latest developments and adjust accordingly. This is always a challenge. It can be difficult to cope with the never-ending changes – right when you think you’ve got the ACA landscape all figured out, it has to switch up on you again. Companies end up expending a great deal of energy on ironing out all the kinks.
One of the primary goals in HR is to work tirelessly to ensure corporate health and wellness, but in the quest to do so, companies often find themselves balancing a lot of conflicting values. For example: On one hand, they have a constant need to keep their employees healthy and engaged, but at the same time, they also need to worry about keeping costs down and the business profitable.
Performing balancing acts like this is never easy. It’s perhaps even more difficult given that the Affordable Care Act is a constant concern for employers – because the legislation mandates that companies provide health coverage for so many of their workers, companies have to be very careful about the way they do and don’t allocate their wellness dollars.