Staffing

Partnerships

Partnerships have always been an important part of growing our business at SyncStream. Since our first year, we have pushed to create lasting partnerships through different channels and we’re happy to say that many of those partnerships are still with us to this day.

Partner With Us

Staffing Companies

SyncStream has partnered with some of the biggest names in staffing to assist their clients in ACA reporting. ACA compliance for staffing companies can be a challenge. The ACA’s employer shared responsibility (“play or pay”) requirements apply to all “large” employers. The majority of staffing firms qualify as large employers. Large employers are subject to a non-deductible excise tax if at least one full-time employee qualifies for subsidized coverage from a public health insurance exchange.

“In 2021, ESC was in search for an ACA reporting firm so we conducted a thorough vetting process over several months, evaluating firms in this space. After a demonstration of the SyncStream system and numerous conversations with their staff, we concluded they were the company we wanted to be associated with and to refer our clients and vendor partners to with the confidence they would receive the most accurate and professional service. Since 2021, we’ve deepened our appreciation of SyncStream because of the advice they provide us regarding the changing and complicated legal requirements of the Affordable Care Act.”

Alan Gilbert   Essential StaffCare

Relationship Benefits

Dedicated Account Representative

You will be assigned a dedicated account representative. The account representative will provide weekly/monthly touch points, detail training and co-branded webinars.

SyncStream Support Options

SyncStream can provide the support level that you need. We can serve as front line support or provide you with the training for you to manage.

Revenue Resource

Generate additional revenue with new or existing customer base. Increase retention with current clients.

White-Label

Provide a necessary service without having to build the logic.

Staffing Agencies and ACA Compliance:  The Struggle is Real

As an industry with a large turnover rate, an unconventional hour-to-dollar ratio, and a majority of employees working part-time, staffing agencies have a lot to take under consideration to determine whether they’re complying with ACA regulations. It’s not an easy task. Fortunately for staffing agencies, paying attention to a few important details can go a long way toward avoiding unwanted ACA penalties.


The Most Important Question: Who is Actually Paying the Employee?


Who does the employee work for? This seems like a simple enough question. And yet, when it comes to staffing agencies, it’s not always that cut and dry. The determining factor behind who an employee actually works for is the salary payment itself; who is directly paying the employee, the staffing agency or the employer? The answer to this question is crucial, as it can determine whether you’re on the hook for ACA compliance.


When a Staffing Agency is Placing vs. Paying the Employee


If you’re placing an employee with a company and receiving some sort of commission, you have a different set of responsibilities than if you’re paying the employee directly. Each scenario must be dealt with differently.


Staffing agency as a placement company:

If you help an employee get hired as either a seasonal, part-time, or full-time employee, and you receive a commission for your efforts, then you are not responsible for offering benefits to the employee. In this scenario, the employer is paying the placed employee directly.

Staffing agency directly paying employee:

Particularly in the service and manual labor industries, the staffing agency often pays the employee directly for the time worked in a given role. This means they are on your payroll and considered your employee. Should this be the case, and you have 50 or more full-time equivalent employees, you are an applicable large employer (ALE). Under the ACA, ALEs have to offer benefits for all employees working an average of 30 hours per week or more. This holds true even if an employee is working part-time at multiple locations.

Why Some Staffing Agencies Overlook Their ACA Responsibilities

Tracking hours for employees you pay directly is crucial. Unfortunately, not all staffing agencies stay up to date on tracking their employees’ hours, which leads to unforeseen hiccups.


You might miss that some of the part-time employees you staff out and pay directly have hit the 30-hours-a-week threshold and are now considered full-time under the ACA. Even if you provide insurance to internal full-time employees, you’ll be on the hook for all the formerly part-time employees you missed.


This can leave you scrambling, forcing you to hire someone – or find a program – that can go back and accurately track the hours. But if you start tracking now, you won’t have to deal with that rush, because you’ll already know which employees are on your payroll (vs. those being paid by the company where they were placed), while also having an accurate count of all your employees.


Among staffing agencies that do keep close track of hours, some even limit the number of hours they staff employees they pay directly. This is done to ensure those employees remain at or below 30 hours so the agency isn’t required to offer benefits.


Tracking Hours to Save Time and Resources


No one wants to find themselves scrambling for information right before it’s time to file. This can be especially problematic if you’re a staffing agency.


To avoid potential pitfalls, make sure you track the number of your full-time equivalent employees to see if you’re an ALE and properly record the hours worked by full-time, part-time, and seasonal employees. SyncStream can help your staffing agency stay on top of ACA regulations through their innovative software solution.


TOTAL ACA 


Let our ACA experts help you manage your reporting and increase your ACA compliance.

SyncStream's Full-Service Total ACA ™ solution offers the complete toolset needed to properly track, manage, file and defend your Affordable Care Act compliance.


Total ACA includes tracking and reporting of variable hour employee tracking, managing plan information and enrollment data, and populating codes.


Total ACA’s team of Compliance Experts guides you through the year-end process of printing and mailing of 1095 forms and E-Filing of 1094/1095 forms to the IRS.New paragraph

Dedicated Compliance Expert

Your company will be assigned a Total ACA Compliance Manager to guide you through compliance education, solution performance and the year-end filing process. 

Everything You Need To Complete Forms 1094 & 1095

Populate employee statements and generate yearly IRS reports.

Accumulate employer tracking

Track your employees using payroll data and monthly measurement methods.

Accurate Monthly Monitoring 

Monthly Reports notify you on necessary offers of coverage, helping you stay up to date and in compliance. 

Filing & Forms Distribution 

Experts guides you through the year-end process of printing and mailing of 1095 forms and E-Filing of 1094/1095 forms to the IRS.

Real-Time Penalty Risk Identification

Experts will alert you to coverage needs and cost calculations to minimize IRS penalties.

Receive Custom Quote

Total ACA

Easily upload data into our secure solutions

Full-Time Equivalent Employee and Applicable Large Employer Calculation

E-Filing to the IRS which includes corrections if needed

Rules engine for cleaning data.

Easily track and aggregate benefits, enrollment, and census data

Data encryption and security

Track your employees using the look back measurement method or the monthly measurement method

Form population of 1094 and 1095 B and C series

Full-service guidance through the reporting process

Audit Solution

The IRS is auditing employers for ACA compliance and the fines are substantial. Companies can be at risk for reasons such as not providing 1095-C forms to employees as required, not filing with the IRS, not offering health care coverage that meets the affordability standard, or not providing health care coverage that meets minimum essential coverage requirements. The IRS says that there is no statute of limitations for penalties on previous years' filings.

Determines both clerical errors in the IRS forms and potential penalties.

Automatically included with Total ACA & ACA File & Mail

Learn More

This tool may also be utilized as an independent tool for Employers, TPA’s, CPA’s, Brokers, Compliance teams, etc.

"CBIZ has explored other technology products and services available for ACA reporting, as any good consumer would. We have found none that meet the accuracy, ease of use, auditability, and access that SyncStream and their product provide. We look forward to the continuation of that partnership for years to come."

Lori Frederick | CBIZ Employee Benefits ACA Practice Leader

Expert Support with Dedicated Compliance Manager

In order to avoid receiving IRS penalty assessments, employers need a dynamic and advanced compliance process, and expert support to guide your business towards higher compliance, lower financial risk, and streamlined ACA reporting.

Your company will be assigned a Total ACA Compliance Manager to guide you through compliance education, solution performance and the year-end filing process. 

7.5 Million

Employees Tracked

600+ Million

Mitigated Penalties

5 Million

Forms Produced

98%

Employees Tracked

Seamless Payroll Integrations

Our robust system works with all platforms, from small proprietary units to large platforms. SyncStream presently works with over two thousand plus platforms.

Not sure what ACA Solution is right for you? 

Let our ACA experts help you find the right solution for your company's needs.

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