However, employers have only 30 days to appeal the assessment, and because of the timing of the notices and the manner in which they are addressed, it is likely that many notices will not reach the right individuals in time for employers to respond.
Your first challenge in appealing an assessment is receiving the notice in the first place. Many clients consist of a parent company with a benefits/HR department and numerous subsidiaries that rely on the parent for this type of function. The IRS notices will typically be mailed to the subsidiaries and name only the company as the addressee, not necessarily any specific individual or even a department.
We want you to be prepared in the event a notice arrives at your company or an affiliated company. Here are the things you need to know to start preparing:
- The notice of assessments comes in the form of a “Letter22j6.” It will come from the Department of the Treasury, Internal Revenue Service, and will start by saying, “We have made a preliminary calculation of the Employer Shared Responsibility Payment (ESRP) that you owe.”
- You will have only 30 days to respond. Thus, you should be on the lookout for the form and know where to route it. It will arguably be addressed to the contact identified on the 1094-C you filed, but the history surrounding the employer mandate reporting suggests there are no guarantees of that. You should alert the mail rooms for letters from “The Department of Treasury, Internal Revenue Service.” There is a specific response process prescribed by the IRS, but the requirements regarding an extension of time to respond have yet to be provided.
- Since each subsidiary of an applicable large employer was required to file its own 1094-C and 1095-Cs with the IRS, employers wishing to coordinate the response to the IRS should also alert the subsidiaries (and their mail rooms) that a notice may be coming.
- The assessments may not be correct. There are any number of reasons that an employee may have received a subsidy and triggered an employer penalty notice, even when all of the requirements for a penalty have not been met.
- An applicable large employer may be subject to an employer mandate penalty for a month if a full-time employee receives a subsidy that month for coverage purchased on an exchange. Employees will only qualify for a subsidy on an exchange if, among other things, they are not eligible for affordable minimum value coverage from their employer. However, due to deficiencies in the process of collecting data, some employees may have received subsidies for which they did not qualify, and even if an employee did qualify for the subsidy, the employer may be exempt from the penalty for other reasons. The standard for determining the affordability of coverage, for example, is different from the perspective of the employee and the employer.
For additional information, please contact your Account Manager
or Tony Sorrentino at 402.964.5470 or email@example.com
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This material is intended for informational purposes only and should not be construed as legal advice and is not intended to replace the advice of a qualified attorney, tax advisor or plan provider. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. The information provided herein is intended solely for SilverStone Group clients. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included in this special bulletin.