2016 San Francisco HCSO Form Released
If you are a San Francisco employer, you have an extra day to file your 2016 Health Care Security Ordinance (HCSO) Annual Reporting Form. Since April 30th falls on a Sunday, the due date for this filing is May 1, 2017.
How do you know if you need to file?
You are a covered employer and are required to file if you met the following three conditions in 2016:
Below are links to the necessary information.
The penalty for failure to submit the form is $500 for each quarter that the violation occurs.
Some of the key information required to be completed in the report include:
Covered employers must meet the following obligations:
1. Satisfy the Employer Spending Requirement by making required health care expenditures on behalf of all covered employees (generally those who have been employed for more than 90 days, regularly work at least 8 hours per week in San Francisco, and for whom no exception applies) at the following rates:
2. Maintain records sufficient to establish compliance with the employer spending requirement
3. Post an HCSO Notice in all workplaces with covered employees
4. Submit the Annual Reporting form by April 30th each year (May 1, 2017 for 2016).
For more information on all of the HSCO requirements, check out the SF OLSE’s official HSCO website. A recording of the ABD Office Hours Presentation: The San Francisco Health Care Security Ordinance: A Refresher Course in the HCSO Basics for the SF Employers is also available for viewing.
Disclaimer: The intent of this analysis is to provide the recipient with general information regarding the status of, and/or potential concerns related to, the recipient’s current employee benefits issues. This analysis does not necessarily fully address the recipient’s specific issue, and it should not be construed as, nor is it intended to provide, legal advice. Furthermore, this message does not establish an attorney-client relationship. Questions regarding specific issues should be addressed to the person(s) who provide legal advice to the recipient regarding employee benefits issues (e.g., the recipient’s general counsel or an attorney hired by the recipient who specializes in employee benefits law).