The CheckPoint HR Blog

1094-C and 1095-C Reporting

Posted by Patrick Carragher on Wed, Oct 14, 2015

Do you have a plan for collecting the employee data required for filing IRS forms 1094-C and 1095-C?  

The ACA imposes significant and complex reporting responsibilities on employers starting with the 2015 calendar year. The new reporting requirements are similar to the current Form W-2 reporting in that an information return (Form 1095-B or 1095-C) will be prepared for each applicable employee, and these returns will be filed with the IRS using a single transmittal form (Form 1094-B or 1094-C). 

ACA Reporting Requirements

The ACA created new reporting requirements for employers about the health plan coverage they offer (or do not offer) to their employees. The requirements help the IRS administer several provisions under the ACA, including the Employer Shared Responsibility Penalty and the Individual Shared Responsibility Mandate.

Specifically, the IRS will use information reported by employers to determine:
  • Employees eligible for subsidies to purchase coverage through the Exchange (Marketplace)
  • Employees without Minimum Essential Coverage (MEC) that are subject to Individual Shared Responsibility Penalty
  • Large employers that fail to offer Minimum Essential Coverage (MEC) to full-time employees may be subject to penalties (See Appendix F: Penalties – Penalty “A”)
  • Large employers that fail to offer Minimum Value Affordable Coverage to full-time employees and may be subject to penalties. (See Appendix F: Penalties – Penalty “B”)
There are two types of ACA reporting:
  • Health insurance providers and sponsors of self-insured plans are required to report on the health coverage offered.
  • Employers categorized as an Applicable Large Employer (ALE), for employing at least 50 full-time employees including Full-Time Equivalents (FTEs) during the preceding calendar year, must report on terms and conditions of Health Coverage offered to all full-time employees.


The reporting requirement first applies for calendar year 2015 with reports due in early 2016:

  • 2015 Form 1095-C (employee statement): Due February 1, 2016
  • 2015 Form 1094-C (transmittal form with copies of Forms 1095-C): Due February 29, 2016 or March 31, 2016, if filing electronically. Employers must file electronically if more than 250 1095-C forms are being submitted.
The due dates are the same as the due dates for Form W-2 for the same calendar year. If the due date falls on a weekend or legal holiday, the employer may file by the next business day. Read More

Health Reform and the New York Small Group Market

Posted by Ralph Spagnuola on Thu, Jul 16, 2015

  The New Year is looming large for businesses with up to 100 employees. On January 1, 2016, the Affordable Care Act (ACA) definition of a small group will expand to include employers with up to 100 employees. If your organization fits in this category, you're about to become community rated, which means health insurers can no longer vary your premiums based on age, gender, health status or other factors. Taking medical underwriting out of the equation means you could see a 20% to 40% health insurance premium increase. You could also see a premium reduction. How your rates will be affected depends on how your group was previously underwritten.
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Topics: PPACA, healthcare reform, community rating, new york

ACA 101: Reporting Requirements under Sections 6055 and 6056

Posted by Julianne Durante on Tue, Nov 25, 2014

The Affordable Care Act (ACA) established IRS reporting requirements under Code sections 6055 and 6056. Essentially, these rules require employers to provide information to the IRS about the health plan coverage they offer to employees.

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3 Times it Pays to have Integrated Benefits and Payroll Systems

Posted by Julianne Durante on Wed, Jun 25, 2014

Midway through 2014, integrated HR technology remains a trending topic for HR practitioners and organizations looking to streamline operations and save on administrative costs. Integration starts with payroll – the big data-keeper for your organization. Many HR Professionals are looking for payroll systems that are integrated with HRMS technology. But to get the most out of integration, some are getting ahead of the curve and looking for payroll systems that also integrate with benefits administration and enrollment software.

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Topics: employee benefits, HR Technology, HR Trend

Top 8 Private Exchange Features Important to the Consumer & Shopping Experience

Posted by Julianne Durante on Wed, Jun 18, 2014

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Topics: employee benefits, Private Exchange

3 Ways to Approach Pay or Play

Posted by Julianne Durante on Wed, Jun 11, 2014

With 2014 well under way, many employers are looking forward to 2015 and considering their approach of employer shared responsibility penalties. Employers need to decide whether or not they will sponsor health coverage that complies with the Affordable Care Act. There are th main approaches, each with advantages and disadvantages to employers employees.

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Topics: Affordable Care Act

3 Features to Look for in a Private Insurance Exchange

Posted by Julianne Durante on Wed, May 28, 2014

Moving to a private exchange is a major benefits trend for employers this year - and it's a trend that will remain attractive to 2015, 2016, and beyond. Offering benefits through a private exchange or benefits marketplace can move employers toward a predictable financial model and help employees understand the true costs of their benefits.

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Topics: Private Exchange

One Simple Secret for Boosting Employee Satisfaction with Benefits

Posted by Julianne Durante on Tue, May 20, 2014

As an employer, you offer your employees what you think is a robust and generous benefits package. But your employees...disagree. How do you make your employees more satisfied with the benefits you're offering? The secret of employers who have employees raving about their benefits is simple: choice. 

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Topics: employee benefits

ACA Update: When to Begin Tracking Employee Hours for Pay or Play

Posted by Julianne Durante on Fri, May 16, 2014

In February, the IRS issued final regulations on the “pay or play” (also known as “employer shared responsibility”) rules. Under the final regulations, applicable large employers with fewer than 100 full-time or full-time equivalent employees will have until 2016 to comply with the pay or play rules. Employers with 100 or more full-time or full-time equivalent (FTE) employees must comply by 2015.

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Topics: Affordable Care Act

5 Sacrifice-free Ways for Non Profits To Control Employee Benefit Costs

Posted by Julianne Durante on Thu, May 15, 2014

As not-for-profit organizations are increasingly scrutinized for their finances and fundraising efficiency, many seek to control administrative costs. Since employee administration, including benefits, is among the top expenses for organizations, it's a key focus area for nonprofits.

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Topics: employee benefits

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