New Smartphone Manager Dashboard Announced

MITC is pleased to announce the latest version of Workforce Management.This release includes a new manager dashboard for smartphones that instantly shows managers:

  • Who is scheduled to be working and where
  • Who is working now and where
  • No shows
  • Early and late arrivals
  • Early and late departures

MITC is designed to enhance the way managers already operate in today’s fast-paced world. Time and attendance, schedules, PTO, personnel, training, licenses, work orders, equipment, and inspection records can all be managed from a tablet or smartphone such as Android™, iPhone®, BlackBerry®, or iPad®.

In addition, MITC eNotify email alerts keep busy managers informed with advance warning of upcoming events (license expiring, training expiring, time off request received, and more) and prompt notification of any problems (employee approaching overtime, work order missed, employee working with no schedule, over budget, frequent offender employees, and more).

MITC web-enabled applications give employees and managers flexibility in how they interact with each other and provide an anytime, anyplace, instant connection to their time and attendance, schedules, training history, and more. For employees, this translates into easy access to critical aspects of their working life from the mobile devices they already use. For managers, it means more time to focus on running their operations.

Affordable Care Act Compliance Made Simple

MITC Workforce Management solutions help organizations manage the bottom line while complying with workforce payroll and benefit requirements.

MITC Workforce Management solutions allow you to:

  • Provide accurate information about average hours worked by full-time and part-time employees to help you comply with regulations
  • Deliver timely analysis of employee benefit eligibility, thus improving compliance and reducing financial penalties
  • Generate email alerts when employees are approaching full-time status

These key numbers (30/130, $2000 and 9.5%) can help make sense of the requirements.

30/130. Employees with more than 30 hours of service per week or 130 hours of service per month must have access to employer-sponsored health care benefits at companies with 50 or more full-time employees and full-time equivalents. Otherwise, employers will face a penalty of $2,000 per employee (minus the first 30 employees) if at least one full-time employee receives subsidized coverage through an exchange.

$2,000. That’s $2,000 a head for all employees, even if just one receives subsidized insurance through a state exchange. The flip side of this burden is that employee-at-large employers who are in compliance with the law are not likely to qualify for coverage from an exchange. They will not receive subsidies and will face a penalty themselves if they reject participation in their employer’s health plan.

9.5%. Employer-offered health insurance is not affordable if the cost to purchase individual coverage totals more than 9.5 percent of an employee’s wage income per W-2 statement. This test applies to the lowest-paid qualifying employee. Employers offering health benefits will face a tax penalty of $3,000 for every full-time employee who receives subsidized coverage through an exchange, and who would have been required to pay more than 9.5 percent of their wages toward self-only coverage under the employer’s lowest-cost plan that provides minimum value.

Landmark Agreement for the Developmentally Disabled in Rhode Island

Justice Department and Rhode Island Settlement Announced

On April 8th, the Justice Department announced an agreement with Rhode Island that, according to federal officials, will provide a road map to compliance for the other 49 states. It was estimated that across the country, 450,000 people with intellectual and developmental disabilities might be affected.

Under the agreement, Rhode Island must comply with the Americans with Disabilities Act by:

  1. Helping residents with developmental disabilities obtain jobs in the community that pay at least minimum wage and offer the maximum number of hours consistent with the employee’s abilities and preferences
  2. Providing support for nonworking activities including community centers, libraries, and recreational & educational facilities
  3. Preparing high school-age students with developmental disabilities for competitive jobs in the community through internships and mentoring programs
  4. Redirecting public funds used to support cloistered environments toward encouraging services in integrated settings