Much has been uncovered about the Affordable Care Act (Obamacare). The Supreme Court has upheld the individual mandate as a tax. We’ve come to find out the incredible taxes on employers. We’ve seen that young girls can be provided with contraception, abortions and sterilizations without parental notification. Now we discover that Obamacare has effectively altered the definition of “full-time” work as averaging only 30 hours per week.
“The term ‘full-time employee’ means, with respect to any month, an employee who is employed on average at least 30 hours of service per week.” (Section 4, paragraph A)
The section quoted above is from the employer mandate. It requires any business with fifty or more full-time employees to provide the minimum-level of government defined health coverage to those employees.
So for some businesses that may have people working for them in a capacity that was once considered part-time, they may find themselves in the “full-time” category, resulting in that business crossing the threshold of 50 employees, making them subject to the mandate.
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Under these standards, published in September, employers can choose a “look-back” period of between 3 and 12 months to measure if an employee has worked an average of 30 hours per week.
If an employee has worked 30 hours per week during this time, the person would count as a full-time employee for at least the next six months, regardless of how much they work, thus preventing employers from cutting hours to avoid the mandate.
In other words, an employer calculates the hours an employee works during at least a three-month period, determining if they employee has worked 30 hours or more per week on average.
If the employee meets the 30-hour threshold, they are counted as full-time for at least six months. If the employer has at least 50 such employees, he must provide them with health insurance or pay a fine.
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