Configure Legal Entities for Affordable Care Act Reporting

To prepare your environment for Affordable Care Act (ACA) reporting, you must set the required fields on your legal entities.

For each legal entity, you define:

• ACA legal employer info

• ACA Eligibility Attributes table

• Break-in-service rules

Define your legal employer info

For each legal employer you are including for ACA reporting:

1. From My Client Groups, click Workforce Structures.

2. In Organizations, click Manage Legal Entity HCM Information.

3. In Legal Employer, click Federal.

4. In Federal ACA Reporting Information, specify the following.

   Field name	What uses it	How it's used
   DGE TRU Name	1094-C	Leave blank. The 1094-C Employer Report flow doesn't support Designated Government Entities (DGEs).
   Aggregated ALE Group TRU Name	1094-C	Required for aggregated Applicable Large Employer (ALE) group employers.
   Annual Announced Percentage	1094-C and 1095-C	Derives the 1A code for Form 1095-C, line 14. You can obtain this percentage from the IRS or Society for Human Resource Management (SHRM). For further info, see their respective websites.
   Annual Poverty Level Value	1094-C and 1095-C	Derives the 1A code for Form 1095-C, line 14. You can obtain this value from the IRS or SHRM. For further info, see their respective websites.
   Transmission Control Code	1094-C	5-character alphanumeric all-capital string containing the transmitter's control code (TCC). Used as part of the 1094-C file name. Use the TCC assigned to you by the IRS when you applied to file electronically.
   Offer of Coverage Override Value	1095-C	Overrides line 14 for all employees. This value overrides the default set by Oracle Fusion Benefits. An override here applies to all Forms 1095-C in this legal entity for the eligible period. For further info, see How the ACA Forms Obtain Their Info in the Help Center.
   HRA Offered to Employees	1094-C and 1095-C	By default, this is Yes for all employees. You can override this for individual employees at the assignment level. For further info, see Configure Employee Assignments for Affordable Care Act Reporting in the Help Center.
   Include Retirees	1094-C and 1095-C	Reserved for future use.

5. Save your changes.

Define the ACA Eligibility Attributes table

The ACA Eligibility Attributes table defines how the ACA Eligibility Process handles employee eligibility, based on the ACA eligibility profile you defined.

Note: This table has no default values. You must define at least one row.It's your responsibility to ensure the info you enter is correct and represents all possible eligibility conditions for all your employees.

To define the ACA Eligibility Attributes table:

1. From your implementation project, start the Legal Entity HCM Information task.

2. Open your legal entity for editing, and click Edit.

3. Under Legal Employer, click Federal.

4. In ACA Eligibility Attributes, click Add Row.

5. Set these values.

   Column header	What you do
   Processing Priority	Set the order you want the ACA Eligibility Process to process this row. Note: The lowest number is processed first. The process applies the first set of eligibility rules that fit for an employee before moving onto the next on. Be sure to set your most specific rules at the lowest priority. The process: Calculates eligibility from lowest priority to highest. For each ACA eligibility profile, it uses the effective date and the values in that row to determine if an employee's assignment requires update or correction. If an employee meets the criteria and requires update, it updates their info and moves to the next employee.
   Eligibility Profile	Select the ACA eligibility profile you want to use for this priority.
   Outcome of Eligibility	Based on the eligibility assigned to the profile, the process does the following. Always: Employee is always eligible for benefits. Exclude: The process skips this person and doesn't update their assignment. Note: Use this profile when your ACA eligibility info is maintained: Never: Employee is never eligible for benefits. No-monthly: Employee is ineligible either initially or based on hours worked during their measurement period. Must work less than 130 hours a month. Note: The process reevaluates their eligibility after each measurement period, based on their average monthly hours. No-weekly: Employee is ineligible either initially or based on hours worked during their measurement period. Must work less than 30 hours per week. Note: The process reevaluates eligibility after each measurement period, based on their average weekly hours. Yes-monthly: Employee is eligible either initially or based on hours worked during the measurement period. Must work 130 or more hours per month. Note: The process reevaluates eligibility after each measurement period, based on their average monthly hours. Yes-weekly: Employee is eligible either initially or based on hours worked during their measurement period. Must work 30 or more hours a week. Note: The process reevaluates eligibility after each measurement period, based on their average weekly hours.
   Initial Measurement Duration Start	Identify the start of the employee's initial measurement period. First day of month: First day of the month following the date of hire. If the employee was hired on the first day of a month, this is the first day of the following month. Hire date: Date of employee hire. Start date of next pay period: First payroll period start date following the date of hire. Start of pay period hire or next: Date of employee hire if it lands on a pay period start date. Otherwise, the next pay period start date. Start of month hire or next: Date of employee hire if it's the first day of the month. Otherwise, the first day of the month following the date of hire.
   Initial Measurement Duration Type	Select the period type for the initial measurement period.
   Initial Measurement Duration Number	Set the number of months or days for the initial measurement period, to a maximum of three digits.
   Initial Administrative Duration Start	Identify the start of the initial administrative period. First day of month: First day of the month following the date of hire. If the employee was hired on the first day of a month, this is the first day of the following month. Hire date: Date of employee hire. Start date of next pay period: First payroll period start date following the date of hire. Start of pay period hire or next: Date of employee hire if it lands on a pay period start date. Otherwise, the next pay period start date. Start of month hire or next: Date of employee hire if it's the first day of the month. Otherwise, the first day of the month following the date of hire.
   Initial Administrative Duration Type	Select the period type for the initial administrative period.
   Initial Administrative Duration Number	Set the number of months or days for the initial administrative period, to a maximum of three digits.
   Initial Stability Start Date	This value is derived.
   Initial Stability Duration Type	Select the period type for the initial stability period.
   Initial Stability Duration Number	Set the number of months or days for the initial stability period, to a maximum of three digits.
   Ongoing Measurement Duration Start Date	Identify the start date of the ongoing measurement periods.
   Ongoing Measurement Duration Type	Select the period type for the ongoing measurement periods.
   Ongoing Measurement Duration Number	Set the number of months or days for the ongoing measurement periods, to a maximum of three digits.
   Ongoing Administrative Start Date	Identify the start date of the ongoing administrative periods.
   Ongoing Administrative Duration Type	Select the period type for the ongoing administrative periods.
   Ongoing Administrative Duration Number	Set the number of months or days for the ongoing administrative periods, to a maximum of three digits. Note: The ongoing administrative period end date must end 1 day prior to the ongoing stability period start date.
   Ongoing Stability Start Date	Identify the start date of the ongoing stability periods. Note: The ongoing stability start date must be 1 day after the ongoing administrative period end date.
   Ongoing Stability Duration Type	Select the period type for the ongoing stability periods.
   Ongoing Stability Duration Number	Set the number of months or days for the ongoing stability periods, to a maximum of three digits.

6. Save your changes.