And I wanna make note too that this recording will for all the, core Xenopo users here, the recording will be put into the library, next week, the training library. Perfect. Thank you. Thank you everyone for joining today’s webinar. Co presented with a core, avoiding the compliance mistakes that lead to IRS penalties. My name is Robin Carlini. I’ll be your webinar moderator today. A little disclaimer before we get started. Celerix, everyone at Celerix, we’re ACA experts. We’ve been in this field for over a decade, but you might you still have to ask your specific legal questions to legal counsel. Can answer all ACA questions. Although, know, in my control group, like certain pesky questions you still need legal counsel. And a little bit of housekeeping like Steve said, this is being recorded. A core people you’ll find it in the library. I’ll also be sending the recording to all registrants tomorrow. You can ask questions in the Q and A box. Can answer throughout the webinar and towards the end or in the chat function as well. And upon exiting the webinar, we have a survey if you don’t mind filling that out. Thank you. And our introductions. Have Michelle Kirschner, senior director of sales here at Solaris and everyone knows Steve Sapparo. Would you guys like to tell us a little bit about yourselves? I’m going to keep it short and sweet. I’m Michelle Kirscher. I have been involved in the ACA since the inception. I come from the payroll world and looking forward to really helping educating all of you today. I’m sure I’ve met many of you at, maybe Staffing World or at the ACCOR conference. I’m looking forward to delivering this today with Steve. Very good. And as you guys all know, I’m Steve Zapparo, chief revenue officer here at ACCOR. Been in this for twenty plus years. Boy, when I say twenty twenty like that, that’s not something amazing to Let’s just say twenty plus years. Let’s get that straight. So I wanted to thank Michelle and Rob for putting this together today. ACA is a tough business and I own my side from very, very confusing. So we want to make sure here with of course and hopefully have a great partner like Slurix to help us through or help you through, I should say your ACA issues. Perfect. Well, we’re excited to present to you today, and again, we’re gonna take those questions all along, but I kind of wanna bring up a few things as we go through so that you can feel confident and comfortable in who we are and how we help you in this ACA process. I’ll share with you many of you may have known our name previously as SyncStream. We are now Solarix. One in four companies in the United States is presently using us to process their ACA. We were very blessed to land the UnitedHealthcare contract, so this has brought us some great due diligence and processes so that we can really deliver you that top high end class that comes forward with your ACA. You can see the millions that we’re producing to, and you can see that customer retention is really important to us. So we’re gonna work one on one with you as we go through this. Next slide, Robin. Oh, here we go. Steve and I love to talk about some of these common failures and trends, Steve? Absolutely, yeah. You know, it’s crazy. So in staffing, this always confuses me is when I have my staffing business, it’s just high volume, high turnover, right? How do you keep track of How does the government understand staffing, right? I would be lost. You know, I love that, Stephen. I love that your background comes from the staffing industry and being an owner because you know the pains of what this is. And having those employees that come in, my famous girl, Susie Pickle, she comes in, she works two weeks, she falls off for two weeks, she comes back for two weeks, she goes on vacation for a month. How do we keep her within that thirteen week rule? All of those things are being worked with your client service rep so that you can feel like you have that one on one throughout the year. To get into these unique staffing challenges. We know that this is something that staffing firms deal with on a daily basis. And and I’ll share with you, Steve. You and I say this all the time. When they created the ACA, they did not create it for staffing firms. Didn’t even keep you in mind. We know that. We’ll work with you, and we’ll help you with that high volume turnover and the rehires and the breaks and services so that you can feel confident and comfortable. Oh, I love talking about our great relationships that we have. What I love about Acoras and Opal is that you help us integrate with ACA and then also tie in those benefit partners. You know, Horray Health, Right Path Benefits, benefits on a card, these are all groups that we tie in because not only does it take your payroll data from a Korsunopil, but it gotta have that benefit info. And Steve and team have been great really getting us out front with this group, making sure that we can get this taken care of. And, Steve, I know that you have a lot of really great partners out there, and we appreciate you bringing us the ones that you do. Yeah. Sellervix is a great partnership. And this is truly seamless. It’s something that no one has to touch, right? It’s the payroll data that goes on a feed and the payroll run. So very, very seamless. And again, on the staffing firm side, they don’t have to do a thing. It’s automatically set up. So again, no manual processes, less confusion and simplicity. And that’s the best part of it because we’re here so you can run your staffing firm and not have to worry about what am I doing with my ACA? Because by the way, you didn’t go into your business to go, I’m running my business because I know I need to know ACA. Got an expert that can help you. Right? Right. That’s what we like to do. And it’s that real time penalty risk identification so that we can make sure we’re helping you identify and know what those risks are and you can avoid it. Well, how we positioned ourselves in the staffing industry, and I love to tell this story. Our owner, when we first started out, said, you know, let’s find those areas or industries that really need our help. We presently are working with over two hundred staffing clients. People say, you know, and Steve, you’ve asked me this a few times, you know, Michelle, where is your specialty spot? We work with everybody from all the way to big groups to small groups. Our specialty is helping individuals so that your business can run and run accurately. We wanna make sure that you feel confident and comfortable with the seamless integration and that you know that we can handle anything that’s complex. So we’d like you to feel confident and comfortable in who we are, so you know that in the ACA, we take care and alleviate those needs. Okay, another poll question, Robin, you go. Gonna launch our first poll. What is your current status with ACA reporting? I am a Solarix customer currently evaluating ACA vendors using spreadsheets and manual processes internally. You might outsource to another third party vendor or other. This just gives us a level set of who we are talking to. Thanks everybody for filling out these polls. It helps us and gives us good detail. Can I guess what the popular vote will be here? I would love to hear what you think, Steve. I’m going with C. I am too, but we’ll see what really comes with this. Robin, you got the next Actually, one answered C for the first time, which is Wow, that’s awesome. It’s a fiftyfifty split between evaluating ACA vendors and other. Okay. Well, that’s good to know because at least we know where you are in that process so that you can really take away some key takeaways today and feel comfortable when you make those decisions. We’re always here to work with you one on one to make this seamless for you. All right, let’s dive into the fundamentals and refreshers. You know, when we put these together, we really want to make sure that we’re giving you a refresher, but not taking you all the way back to the basics. So just a quick refresher, you know, what employers are responsible? We all know that determining that ALE status, as you know, that’s anybody over fifty full time equivalent. And then making sure in the staffing world, what’s tricky is tracking those employees, especially those variable hours. And we know that some of the big things in the staffing world that are tricky for you are terming those employees. We have some great ideas that when you’re working with your client service reps on how we can help you so that you know that they’re tracked, reported, offered the benefits, and brought full circle so that reporting to the IRS can be easy. And then making sure they are offering the affordable minimum value coverage, and then making sure that the submission to the IRS on the ten ninety four is accurate and complete and on time. Positioning your ACA. Who has to report? As I stated, that’s fifty or more. What is ACA reporting? It’s about your company’s medical coverage offering. What we’re doing when we submit to the IRS is telling the story. When you see these codes, we know these codes seamlessly. We know 1A, 2E. We know what that looks like. When we’re reporting on a monthly basis and working with you, we’re telling that story throughout the year so that when the IRS sees it, they know what it is, and they can say, oh, yeah. This is exactly the way the story should be told. But if you’re not telling that story accurately and correctly, you’re going to get a love letter. Steve and I love getting those phone calls on the love letters, and what do I So we want you to know that we’re here should you get a love letter, but let’s try to avoid those love letters by reporting accurately and correctly. So employee classifications, you heard me talking about full time, part time, temporary. In the staffing world, we’re gonna talk with you, unless you are really knowing this individual is coming in full time. Steve, you might’ve encountered this in your business. This Yeah, Oh, I’m sorry, sorry, Michelle. Yeah, I was gonna say, this is the confusing part, right? Where I get questions and again we’re not compliant, so that’s why I thank God we have a great relationship with Celebrix. Right, so part time employees like how do you understand seasonal employees, temp to hire, specific contracts, right? How do they actually, go ahead and track all this data, guess? Right, and here are the key pieces. When you come over and we start having conversations with you, your client service rep works one on one with you throughout the year. We’re gonna determine those best capacities. We will always tell our staffing firms, unless you are one hundred percent sure they’re full time, list them as part time. Let it come through through the system. Let us monitor. Let us track. Let us watch so that we can see where that really comes through. And then on those seasonal employees, you know, we even have groups, Steve, and and I love these conversations. I don’t know if you had this in your staffing firm that are working from overseas, that are maybe in hotel situations where they come over and they’re doing seasonal temp work. What does that look like? How do we monitor them? Know that we have that capacity that we can work with all of you. If any of you on the call today are working in resorts that are going, gosh, Michelle, I’ve got these seasonal employees from Jamaica that come over, know that we are regulars in this area, know how to work with all of those overseas that come over do that seasonal work within your area. Well, let’s talk about the special rules. You know, Steve and Robin love when I talk about my sweet girl, Susie Pickle. You know, breaks in service are key pieces when we start talking about staffing. And again, we usually hear that people are doing spreadsheets and monitoring and tracking in spreadsheets. It’s really difficult to operate in that process. So we would always say to you, the solution is brought to you so that it can track, monitor, and report. We can pull reports out so that you can see actually where every employee is within the process and making sure that everything is in place. Steve, I know that you deal in some educational organizations also, and we know that, you know, a lot of those teachers don’t work throughout the summer. So what does that look like? How do we measure and report? Know that we have those reports in play and in process that we can help not only for employer groups, but educational groups also. Well, Steve, you love this one. You get the phone calls like I do. What is that control group? I think, Steve, when you were doing your business, you know, we had conversations about multiple EINs and parent child versus brother sister. I would love to get your feedback in regards to this. Confusion. Yes. It’s really simple. Like you said, this is not It was not made for staffing in my humble opinion, right? And there’s a level up there that forgot about you’ve got corporate companies that hire permanent employees, but they also hire contract employees. So, what does that mean to the staffing firm businesses? They it’s like that got faded out and now becomes question of what do I do. Like I said, it’s it’s very confusing. You know, I love that, Steven. Here’s what I’m gonna share with you. When we say we’re here to advise, another thing that I’ll say to you is that we offer you our chief legal counsel. Our chief legal counsel is Stacy Barrow, and he’s the leading ERISA attorney. If you get into trouble with control group that you’re going, I think I’m parent child, and we start to analyze and go, no. You look like brother sister. We’re gonna open up those conversations, and we’re gonna say to you, we can help lead and advise. We will never seek legal on our end because we’re not lawyers. We know enough to be dangerous, but we have a legal counsel that can be dangerous. So we like to give that to you so that you can feel comfortable knowing, gosh, not only does my partner do this, but they can even offer me that legal expertise. Yeah. You know who doesn’t wanna handle these questions? Your general counsel. Exactly. The general counsel’s going, God, this is ERISA related. You really need to talk to an ERISA attorney. So know that we have that for you when you partner with us. We have many different facets that we can bring to the table. That’s fantastic. Oh, we love the challenges in the real world scenarios. Steve and I are gonna jump in on some of these. Robin, go with that poll question. Let’s see what we got. Okay, let me go ahead and launch it. What is the biggest staffing specific ACA challenge your team faces today? Is it variable hour employee tracking, rehires and break in service roles, data inconsistencies between systems, high employee turnover, ACA reporting, and IRS compliance, or all of the above. Right, Steve. Same guy know where this one’s going to go. This is going to match my grade point average in my senior year of high school because I was so checked out. Like, what were most of my grades? They weren’t As, Bs, or Cs. So I’m going to go with F on this one. I believe F is gonna be a real contributor here. And that’s it. The only people that everybody answered F, all of the above, just like you should in an ACA test like Steve said. You’ve all answered the test correctly and you get one hundred percent. We know those challenges. So let’s dive in here. So I love to talk about these. And Steve, I know that you’re going to dive in with me here as we go through so that we can really hone in. So let’s talk about situational. Employee starts as a variable hour and they fluctuate, which we talk about. They run the risk of missing that eligibility and that late offer of coverage. So I know you share with me all the time. What you love about our solution is that we can track report and keep everybody in full compliance. And then our solution flags it and puts up a red flag so that when we’re having those thirty minute conversations a month, we’re outlining these things. I think those are some of the things, and if you’d like to say, Yeah, Michelle, I agree, or give little more thoughts, that’d be great. Yeah, I do. Mean, think of all the different, and I think about the staff rooms we work with, plus what I had dealt with with my own, but you have all kinds of different unique situations. You have day pay, which to me, daily pay, that’s to me one of the most confusing, right? Absolutely. How many people are on today, tomorrow, then you don’t see them for a couple weeks and they come back. I don’t know how you track that, right? You’ve got people who are on assignments for, let’s just call it a month, they disappear, like they’re a no show one day, and they come back two months later, you forgive them, they’re back on its side. There’s so many different We love you the best. Yeah, exactly. So many and this isn’t batching them, right? It’s just trying to understand when these situations happen, how do you maintain control of all this and what does it mean? Right. I love that because we know that in the solution and we can watch that. We even have automatic terms that we put into play because in our staffing world, having over two hundred clients, we can say to you, we’ve got a pretty good basis on how we do this. So if you say to me, Michelle, we know that we’re gonna have high turnover. Let’s set a rule that at sixty days, if no payroll, let’s term that employee. We can do that. Then when they rehire, we bring them back. So that helps for accuracy of reporting to the IRS. Even though, this is why really quick, even the positive situation, sometimes an employee is so good, they want to convert them earlier. And you’d plan for them to be on there, what, two months and all of a sudden two weeks later or whatever, four weeks later, like, hey, we want them. Now, how does that affect everything? Anyway, like I was saying, multiple scenarios. You’re right. And that goes right into this breaks in service confusion. I mean, as we start to talk about, you know, these large breaks in services, when we start talking about our staffing friends, we know that that incorrect treating of new hires and ongoing employees is the key trigger to penalties. And I’m gonna share with you, and I I think we have this slide coming up, but we mitigated over six hundred and fifty million dollars in penalties. And I’ll share with you that thirty five percent of that workforce was staffing. The IRS knows. They know that our friends in staffing, it’s very difficult. So when people say to me, Michelle, do you think they target staffing? In my mind, I would tell you, yes. They know there’s a weakness there. They they know that this wasn’t created in the realms of how do we take care of our staffing firms, And there are holes, but not always is it the fault of the staffing firm. I need that to be clear because do you check a box wrong or you put one wrong code in? If we correct that, we can mitigate the penalties. So I want you to hear from us while there are breaks in services and confusion on that. We can help you as we go through to really fully track and monitor and put you in a good position. Oh, love multiple assignments, Steve. This is great because, you know, I know the workforce you’re working with and many of them are large entrepreneurs with multiple businesses. And what does that look like? We like to share that, you know, if you have a restaurant group, let’s use that as an example. If you have a restaurant group and you have five restaurants, and you have managers jumping between those five restaurants, honing in on where is their key home and what EIN are they reporting under and what are the best practices, that is what our solution does. That is that heavy lifting that we talk about. Steve, don’t know if you have a idea or scenario on those multiple assignments. The ones that really pop up the most to me are the companies that have like the border lines of one state even to another. And those employees that can cross that border and work in both places, right? Yep. And different clients, multiple assignments like you said. Yes. But again, they’re working in two different locations, couple different FBINs. So what do you do? Right? I mean, again, the confusion is there. You’re so right. I love one of your groups, Michigan, Indiana area, and they cross between the two lines. Yep. And we’ve really helped them right size as they’re going, oh, no, that’s that Misha, Indiana, where they’re right on the border, but they’re going over both. So know that we can dive in on all of those scenarios and help you with all of those multiple assignments. Awesome. This is when I love to talk about our partnership. When Steve and I first started having conversations and diving in on this, you know, Steve said, I’m just here to make sure that we run this and run this well, Michelle. I gotta know that their ACA is handled and taken care of. What our process is is we wanna have a full integration where we’re pulling in that payroll, we’re pulling in that benefit information, and we’re working with the partners within the group so that we can make this happen. But it takes a village in order to get that done. And I love that within this partnership, if I pick up the phone, Steve and I are talking and making sure that it’s complete for all of your partners. Yeah, this is big for us, the relationship we have with SOLIDWORKS, right? Because we offer a tool that does a lot of great things, but we’re not compliance, nor do we want to pretend to be. So when those questions come to us, need to have a partner that has the expertise, like you’re saying, that has a background, guys have a specialty legal counsel, you guys have an understanding of all the rules. So when we have a partner like that we can trust and we feel good about it, and we’re able to tell our client base, hey, this is who you should talk to. And again the integration is so simple information is just passing data through, you don’t have to do anything. That makes us feel really good that we’re able to give our clients a resource, because again, we’re not going to be that resource when it comes down to the actual compliance rules what to do. I love it. I I don’t wanna use the the just simple terms of set it and get it because there’s so much more to it, but we set it, work with it monthly, go through that process, get the information with every payroll push so that that is a partnership for success, and that’s what we love. So thank Yeah. Absolutely. Can you give one more thing that always sticks out to me? Sure. What was that? Six hundred and fifty million. What was that again? Wanna wanna Yes. We mitigated over six hundred and fifty million in penalties, which is huge. I mean, that number alone, when we started this, we started as an ACA company and it turned into a second business called penalty letters. Now, I’ll share with you, none of our clients are receiving penalty letters, and we’ve never had one of our clients on our platform receive a penalty letter. But we started a whole another business of penalty letters that people then onboard with us because they’re going, I don’t wanna receive another love letter. I’m done. It’s awesome. I love love letters, by the way. That’s helpful. It’s my favorite. Do you like that? We gotta make sure we make it fun because, you know, a letter from the IRS, there is no love in that line. No. And no fun. None. Now we like to call this our midyear checkpoint. Where are you, and and are you in a good place? Because we’re to August, and, we’re starting to get a firecracker in our hand. We don’t have two yet, but we got one in our hand. It’s not quite lit. Are you ready? Have you evaluated the first half of your year data? Are you auditing this, making sure that everything’s in there, Social Security numbers, employment status, and that those codes are being coded correctly? The IRS knows those codes. If you trigger a code that they don’t know or that they’re not familiar with, you’re instantly going to trigger a penalty. We know what that looks like. We know what they wanna see. We know how it needs to be formatted. So we’re making sure that we keep you in line with that, and keeping everything right to compliance and making sure it’s done year round. When we talk about, Steven, I think this is one thing that you said to me, Michelle, that’s what really separates you from the rest, is that you work on this year round. And I always say to you, the reason we work on this year round is because staffing firms, you get to December, you now have w twos, end of year, and ACA. That’s two firecrackers in each hand, and they’re lit. So we like to share, let’s work it this year round so when we get to December, we’re ready to go. And in January, we can push buttons and submit. But, Steve, I’d love for you to just to say, hey. Every staff room gets caught up in what they’re doing, right? From internal hiring to making sure you’re getting your temporary workers out to work, make sure, then this becomes, Oh, we’ll get to it when we need to get to it, or it’s important, I don’t have time now, I’ll get to it next. It just gets pushed. Let’s just admit it and then we panic everybody hates the year end comes and everybody’s crying and oh my gosh. And then to me again, this is, to me it was always scary because this is a specialty like who understands this in there. If you’re lucky enough to have someone inside your own firm that does, that’s fantastic. The greater percentage of people that I talk to do not. So I think all the checkpoints are very smart, especially a mid year checkpoint. Where are we? You know, what are we doing to make sure this is and we’re going be prepared for this? Yeah, I think it’s always good to do analyzation, and we’ll help you with that. And at least you’ll have a friend to talk to in the process to go, I’m ready. To have that confidence so you can focus on the other things, right? Right, exactly. When you hear us saying, Let’s talk about what this looks like. And I have a partner who knows this. I think those are the key pieces that make it unique. It’s kind of like I said before, I look at it this way. And when I was running my staff room, that’s what I know when it comes to these things. That’s what I don’t know. I want someone else to take care of it. I want confidence that I don’t have to worry about it when I have a partner that knows what they’re doing with it. Exactly. Exactly. Well, let’s dive in and see where the penalties and the readiness and the audit, what happens next, how do we help you and what does that look like? Okay, we have another poll and I want to thank you everybody for your participation. How confident are you that your current ACA process would withstand an IRS audit? Are you very confident, somewhat confident, not very confident, or we’re not sure? Steve, what’s your guess? Yeah, you know, it’s between D and C, almost point is like, I think I’ve ever asked someone to say, well, we’re not sure, but really I’m not very confident. So I think you could marry those two together. I agree. You know, I’m gonna tell you, the staffing firms need to run their staffing firm. They can’t be worried about what is my ACA and where am I at with this? So, agree. I think C is gonna be the winning number. Yeah. Well, sixty seven percent had said somewhat confident. So, that’s a lot higher than I Wow, that’s great. Wonderful. Thirty three percent not very confident. Okay. Well, that’s even better. I love that the readiness is within this group. That’s a great thing. That means you have your arms wrapped around it and you know what that looks like. So let’s keep diving in here and talk more about next steps and what we can do. I like to at least prepare you so you know what these penalties look like. There are several ways that penalties can come through. We’re just laying out some of the common ones here so that you can see this. There’s the a penalty and the b penalty. And depending on the scenarios and the letters that come out, there could be a two two six j, a fifty eight ninety. What I want you to hear from me is don’t worry about those letters. Don’t worry about those numbers. We’re here to do that for you. If you receive a penalty letter, know that we can help guide you through this process. What I want you to hear from me is these penalties are increasing. They are not decreasing. And, Steve, I I know that you and I have spoken about this. They just keep going up every year and finding that you have costly measures in place and and that you’re just not looking at a MEC plan, that you’re covering yourself in making sure that you know and saying, where is that? Where does my business fall on that? And Steve, I’d love to get your thoughts as a business owner and what you’ve previously done. So to me staffing firms are an easy target. Like I mentioned, if someone sniffs out and again, not getting political here, right? But from a government standpoint, again, don’t truly understand the staffing business. If they look in a category and say, hey, where can we grab some money? Where have people not really paid attention or where don’t they understand? This is it. I mean, when I look at those numbers for the penalties of A and B that makes me frightened. Quite frankly. Yeah, quiver, right? I don’t have to quiver as much anymore because I don’t want to say anything from but Right, but Going to the previous slide where everybody said, sixty seven percent were somewhat confident, that’s great, but I’d rather be very confident and off my shoulders, right? And again, that’s not pushing back on anybody here that’s saying, you know, that’s not good. It’s great that you’re somewhat confident, but I wouldn’t want to even mess around with this. I don’t want to target, and I think those visuals right there are great because that’s what I feel like these are. It’s a target on your back if you don’t truly have this set up the right way. Yeah. And I think the old theory of sticking your head in the sand and the IRS isn’t gonna catch me. You better be careful because twenty four, the penalty letters just went out, and I’ll share with you, Our phone is ringing off the hook right now with penalty letters. When we were having conversation last week, we had an influx of over twenty phone calls that have come in on penalty letters for twenty twenty four. So that’s in one week. That’s a pretty big influx. Yeah. And I guess you can figure if they had penalties in twenty twenty four, it’s most likely in twenty five as well. Correct. That means the reporting was not in line for twenty four. If you reported twenty five the same way as you did twenty four, you can pretty much count that you’re getting one for twenty five also. And know that when we do these corrected filings or helping in the filing filings, we can also do a corrective file for any other year. So we’re happy to discuss that with you, and that’s a lot of the consultation that we give as we go through this process. All right, I’m just going to peruse through this quickly. The documentations and the best practices, making sure that you have the employee hire dates, the classifications, the eligibility determinations, the benefit offer dates, the measurement and stability period records, and the employee waivers or elections. When we start to dive in to create your case to the IRS so that we can mitigate these penalties, these are the items that we need in order to do that. We’d like to give that ACA audit checklist before reporting season and make sure you know, are your employee classifications accurate? Are the measurement periods documented? Are offers of coverage tracked? Can affordability calculations be reproduced? Can we explain every line fourteen and line sixteen in those codes? Again, when you hear me tell about the story, that’s line fourteen and sixteen. Those are those number and letter that you see that’s reported to the IRS. That’s the story. When you hear me talking about that story and saying, if the IRS sees something they don’t like, they’re gonna throw a penalty at you for something that they don’t like. If you’re not using proper coding, you’re going to get hit by the IRS. And then do you know how to respond to the IRS notice? A lot of the phone calls I receive and Steve gets are, hey, Michelle, can you help this client? They got a two twenty six j, and they have no idea on how to respond or what to do. We can help in that process. And there we go. Help, I received a love letter. What do I do? So when Steve and I get these calls, I think Steve, you’ve referred a few of these to me this year. These are the steps that we need to take to address the IRS paperwork and make sure that it’s done accurately and correctly. So making sure that you’ve got everything in line. We’re gonna help you. We’re gonna write that story to the IRS so that we can gather the documentation, create your defense so that you can either agree or disagree to the IRS. Some of you may be on this call and go, yep, I know I’m getting the penalty because I’m not offering the affordable coverage, so I know what that looks like. We’ll help you and we can get you through that. I know there’s many scenarios, but the key piece is gathering the documentation to create your defense to the IRS. So key takeaways in this area, and Steve, I know that you’ve always said to me, Michelle, we need to run our staffing firms and we need your help making sure that we guide them to the IRS, Making sure that you’re properly documenting and having everything in play. I think the biggest thing that I like to share here and one of the things that’s in our solution is we have a repository where all of your information is stored. I have clients that have been with us since the inception, so they and their drop down, it has all of their years. So if the IRS ever comes back on anything, we can just dive into that file and pull the read receipt ID and get accurately information so that we know the submission to the IRS was done. I think those are some of the key pieces that our staffing firm struggle with is, Michelle, I don’t have this data. I left that payroll group and now I’m with the Korsunopo, and I don’t know how to get that info. I’m not having troubles now, but I’m having troubles from previously. So we’ll help you. We have data templates so that you know how to secure that information and make sure that it’s done accurately and correctly to the IRS. Can I get another one here? I’ll put it on there. I think sometimes staff firms have so many distractions going outside of the business they want to do day to day, The business they have is to grow their firm by placements, And making sure their internal staff is focusing on their jobs. My key takeaway, and I still been in my firm here, is like this is a smart investment. I don’t want to be distracted by this. I don’t want to be caught off guard by this. Like you said, sometimes it’s bearing your head in the sand, like hoping they won’t come after you, but it’s also you forget about it too. Right. Right? You hear about it and you’re like, I never got hit. It’s been years, and there’s a question here in the comment or in the chat. I was gonna comment on that too. Yeah, that’s gonna be coming here. It’s smart, right? The key takeaway is be aware of this stuff, have it taken care of. It’s a worthwhile investment so that you can focus on growing your business and not let this be a distraction. Because if you don’t, I can’t imagine this all of a sudden you get this penalty letter and you’re trying to deal with that and you’re trying to help your business grow. It’s a huge distraction. Scares me. You can’t tell. I get it. And Vicki, we hear you. We hear you saying you got that penalty letter, and we’re here to tell you, you know, if you need help, let us know. If if you can’t address it, that’s what I’m here for. You just reach to me and let me know. And I have her information too, Michelle. Perfect. Reach to Vicky. Okay. Our very last poll. Let me go ahead and launch that. There we go. I like this because it is the next steps, and this helps you so that you can say, hey, where am I? What does this look like? What’s your next step after today’s session? Review our ACA processes internally, look into tools to improve accuracy, discuss internally with our team, no immediate next steps, interested in more information about how Celerix can help. I won’t go over these answers. This is just so we know how to follow-up with you. And it’s a smart thing to do. Listen, this is a very professional team. Michelle’s great. We’ve worked with each other for a long time. So even if it’s reaching out to ask questions, right Michelle, this is not a push on your side. It’s to help people get educated and understand if this is something that should work for them, which I’d be surprised if it doesn’t. Again, this is really to help educate and get you through the understanding of, again, what does this mean to me? What if I get these letters? What do I do next? Know, Steve, that’s a great point, and I’ll share with you. One of the things that we’re really big on is education and thought leadership. Every month we host a webinar to our current clients so that they know what’s going on. We’re going above and beyond. When we talk about we have legal counsel, we have education, we have thought leadership, we’re really a company that’s sustaining because we’re here to help guide and lead. So, Steve, when you say Michelle will take questions at any time, absolutely. If you have something that you’re going, I don’t know what to do with this, you can reach to us, and and that’s the partner and friend that we are that we say, let’s help guide you through this so that you can feel confident and comfortable. Yeah, we take that seriously from a partnership standpoint, And that’s with all of our partners. But again, I can sit here and pin this one for sure. This is your expertise. Maybe we should have this webinar around Halloween because it’s kind of scary always to we do that. We do the Halloween one. It’s always That’s great. Always spooky. Alright. That wasn’t a setup, by the way, everybody. That’s great. That that wasn’t a setup. Steve, that’s really great that you even said that. Love that you said that. I just started planning I love it. I love it. Okay, we’re ready to take your and I have a few QR codes in here. You can go to the ACORE partner page where Celerix learn more about us there. We also have a year round checklist or a demo request, but honestly, if you want a demo, just reach to Michelle. Yes. And Steve has my info. And if you need anything, he can get you in touch with me. You can reach to Steve so that we can get you connected in any way. I know Vicki put that out there. Are there any other questions coming in, Robin? Yes, I have one. I’m still evaluating. This must be the person that answered evaluating other ACA vendors. When should I make a decision and how long is onboarding? Love it. Here’s what I’m gonna share with you. When we start talking about this process, We’re analyzing your data. We’re analyzing it to make sure that it’s clean and accurate. It’s always good to get in as soon as you can so that we have a few months underneath our belt before we’re running around in December trying to get this filed and done. The sooner you move, the better so that we can analyze the data, make sure that everything’s accurate and complete. When we bring you in, we’re bringing you in and we’re going to start to look at around two years worth of data. So we’re going to request that from a Korsunoffel. It pushes over. When we start talking about implementation and onboarding, we can clip at your pace. We like to do it within two weeks. If you say to me, Michelle, we want to move at a faster pace and we want it done in one week, We’ll work with you to get that done. When we go through this implementation process, we give homework. We go through the process. We’re meeting every other day so that you can feel confident and comfortable that you have down what you need. When we get to the end of two weeks, if you’re feeling good and we’re going, hey, high five, we’re good to go. And then now let’s set up your monthly meetings or if we need to meet biweekly until we get comfortable, we gauge all of that in that process. We’re gonna work with you to find what is the best for your staffing firm. Hopefully that gives you enough detail. If not, reach to me and I can answer more questions on that. And I would also say that earlier you make your decision is the better to onboard Yeah. Okay. We have a question coming in. Does an employee’s ACA status follow them when they move from one client assignment to another? Absolutely. So we’re going to track and report and we have the capacity within our solution to track on all of those assignments. So we’re going to keep it straight and we’re going to tell you their home base is here under this FEIN and their secondary is here. So your client service rep works on all of that with you so that you can feel confident and comfortable when you’re reporting that to the IRS. And, Michelle, did we go over that they do have a dedicated client rep to meet with regularly? Yes. Yes. I think it’s important. And I think you’ve heard me say a few times now what separates us and makes us different is the fact that that client service rep is there for you. While I talk about thirty minutes a month, you might be in the middle of the month going, Oh my gosh, I just had this employee come in and this is a different scenario. You have access to your employee at any time. So your customer service representative is always there for you. They have a link at the bottom of their email that says, Request time with me. You could reach them at any given time. There’s no monitor on your thirty minutes a month. We want you to know that you’re in the loop and you’re connected and you’re diving into this just as much as we are. And if you have questions, don’t hesitate to reach. Perfect. And we can stay on the line for another minute if there’s any other questions. Steve, you got a dad joke in there? Probably. Oh my gosh. Well, yeah. Okay. I sure do. Sure you have a plethora. Oh, no. You’re. Should I I can I can can I keep in the can I keep in the tax realm? Absolutely. How can you tell an accountant who works out? How can you tell an accountant who’s been working out? I’m stumped. They have great figures. Yeah. There you go. Dude, that’s good. I like that. I I hear crickets in the background. We’re gonna have to flatter our CRO with that one. He’s going to love that. I’m going to tell him, You got this. Well, I want to thank you for everyone’s time today to focus on ACA compliance in August. We appreciate your time. Vicki, we will be following up with you personally, but everybody else, you will be receiving the recording, and please reach out to Michelle or Steve for any questions. And I want to thank both Michelle and Steve for a great presentation. Thank you, Michelle and Robin. Thank you both. I really appreciate this. Everybody here, they are a great trusted partner. We wouldn’t be working with them if we didn’t feel that they were. So I would highly suggest considering this, at least having a conversation. For your vote of confidence. Thank you. Have a great day. Bye bye. Thank you.
