A
Clear Path to Thirty
In slightly more than nine months, The Affordable Health
Care Act, (AHCA), colloquially referred to as Obama Care by most of our
population will become in practice the law of the land in the United States of
America. As in many vocations, those of us in the hospitality industry will
face unique challenges and be forced to review our management styles and focus.
Citing The Readers Digest version of the AHCA, those businesses
which carry a seasonal adjusted fifty employees working over a total of thirty
hours weekly each will be compelled by penalty to offer employees and their
children up to the age of twenty six years old an “affordable” insurance plan.
Despite the fact that in an industry where by some estimates, thirty three
percent of employees eligible for already existing plans decline participation,
due to harsh realities involved in their day-to-day existences a business may
still be liable for a non deductible penalty of up to $3,000 if an employee
were to decide that they might purchase a plan from the proposed “exchange”, or
that a government who has operated without agreeing on a Federal Budget since
2009 has yet to define the term “affordable”. In addition, those business that
are required to do so has been led to believe that by the conclusion of April
2013, our seemingly ubiquitous Federal Government will have completed the
review of scores of plans and deemed them acceptable or not. Whether the
administration can accomplish such as task notwithstanding, managers in the
Hospitality industry, as in others, will be face with a unique set of new
parameters and metrics to administer. It will be necessary for a business to
establish a clear concise list of job profiles and a transparent path for an
employee to achieve the magic number of thirty hours per week. It is
conceivable that in some instances due to the unique parameters of the
hospitality industry that restaurants in addition to borrowing register paper,
romaine lettuce, sour cream, or garlic; may also share staff who have not yet
qualified for their thirty hours at a home restaurant or hotel as some experts
have predicted that the AHCA may cause many individuals to work at two jobs
which would supply them with twenty six hours each. In addition to coaching an
employee to their thirty hour slot, a manager will now have to act as a
collection agent for the Federal Government. Tipped employees who often have a
paycheck which totals zero dollars due to the fact that servers and bartenders
take their check home every day in the form of gratuities will find themselves
in a position of owing monies to their employers as surely the business will
have to pay insurance premium and then seek remuneration from their employees.
As corporations and state governments ratchet down the hours for part time
employees, it will be essential for hospitality managers and their companies to
become more transparent in regards to their current and prospective employees. When
reviewing budgets, it is now not just a matter of an errant schedule, or a laps
in allowing employees to switch schedules resulting in employees obtaining
overtime, but rather expensive federal penalties and potential legal action for
not being a standard bearer of company culture.