Need Two Copies Of That Work, One For Me And The Other

Need Two Copies Of That Work One For Me And Other F

You work with the executive team for a mid-sized company that has been growing well in the last 10 years. At present, the company employs about 150 people, with approximately 20% working part-time (less than 30 hours a week). Depending on seasonal demands and active projects, the part-time workforce can increase by an additional 10 to 15%, with many workers often working extra hours. While these employees have significantly contributed to the company's growth, they are not eligible for the same health insurance benefits extended to full-time staff due to their employment status.

The company's president has requested the executive team to evaluate strategies addressing part-time employees in light of upcoming mandates under the Affordable Care Act (ACA). She recognizes the vital role that part-time staff play but is also concerned about escalating healthcare costs impacting the company's financial health. As part of the executive team, your role is to analyze the implications of the ACA from multiple perspectives, considering the company's size and workforce composition, and to provide well-supported recommendations to the boss regarding benefits for part-time employees.

This analysis should encompass both benefits and drawbacks of potential approaches, highlighting the impact on employee well-being, legal compliance, and financial sustainability. Support your conclusions with credible research, citing at least two sources in APA style for each proposed solution. Your final recommendation should clearly state the preferred course of action, justified with evidence and reasoning.

Paper For Above instruction

The implementation of the Affordable Care Act (ACA) has been a pivotal change in U.S. healthcare policy, significantly affecting employers across various industries, including mid-sized companies like the one described. The ACA mandates that larger employers provide health insurance to full-time employees or face penalties. However, its implications for part-time workers are more nuanced and necessitate strategic planning.

From a legal perspective, the ACA defines full-time employment as working 30 hours or more per week, and mandates that employers must offer coverage to such employees to avoid penalties (U.S. Department of Health & Human Services [HHS], 2023). For part-time employees, who generally work fewer hours, the employer is not legally obligated to provide health insurance unless specific thresholds are met. Nonetheless, the growing contribution of part-time labor to the company's growth necessitates a balanced approach to compliance and employee management.

One of the main advantages of offering health benefits to part-time employees is enhanced employee satisfaction, retention, and attraction of new talent. Evidence indicates that comprehensive benefits can improve morale and reduce turnover rates (Kaiser Family Foundation [KFF], 2022). Furthermore, providing coverage can help mitigate health disparities among workers, promoting overall well-being and productivity.

Conversely, offering health insurance to part-time workers can significantly increase company costs, especially as the ACA imposes penalties for non-compliance and requires coverage for certain employees. Smaller companies often find the financial burden challenging, which might lead to increased prices for products or services or reduced profit margins (Jensen & Coombs, 2023). Additionally, extending benefits could complicate workforce management, especially if part-time workers have fluctuating hours, creating administrative burdens.

Considering these factors, a potential solution lies in supplementing or incentivizing part-time employees to access external healthcare options, such as individual plans purchased through the ACA marketplaces, with the employer providing limited support or stipends. This approach could strike a balance by supporting employee health without causing unsustainable costs. Research suggests that offering stipends or subsidies for individual health plans can improve employee health outcomes and job satisfaction while controlling expenses (Watson & Johnson, 2021).

Based on this analysis, my recommendation is for the company to implement a flexible benefits policy that includes a tiered system, offering full benefits to employees working at least 30 hours per week, and providing partial support or stipends to those working marginally below that threshold. This strategy aligns with ACA requirements while addressing the company's financial constraints. It promotes employee well-being and retention, demonstrates corporate social responsibility, and maintains legal compliance.

In conclusion, adapting benefits to reflect the realities of the workforce and the legal landscape will enhance the company's sustainability. By combining targeted benefits with external health coverage options, the company can support its part-time staff effectively while managing healthcare expenditures, fostering a positive workplace culture, and complying with federal regulations.

References

• Jensen, R., & Coombs, C. (2023). Healthcare costs and small business: Strategies for sustainability. Journal of Business Economics, 12(3), 45-59.
• Kaiser Family Foundation. (2022). Employer health benefits survey. https://www.kff.org/health-costs/report/employer-health-benefits-2022/
• U.S. Department of Health & Human Services. (2023). ACA Employer Mandates. https://www.hhs.gov/healthcare/rights/employer-mandates/index.html
• Watson, M., & Johnson, T. (2021). Innovative approaches to managing healthcare costs in small and medium-sized enterprises. Health Policy and Management Journal, 8(2), 89-100.