The Employment Profile provides information used to determine benefits eligibility, contributions,and ACA reporting requirements and affordability 



MANAGER and HR MANAGER will be used for reporting and organization chart purposes if companies are using HRIS features


EID will be used to identify the employee for importing purposes. The system will assign an EID but this can be edited to match an employee's SSN or payroll ID #. 


If company Organization Types are set up in the Company > Profile > Organization page, LOCATION, DIVISION, DEPARTMENT, JOB TITLE, and/or JOB CLASS can be assigned to employees. Location, Division, Department or Job Class can be used to enforce plan eligibility rules.


HIRE DATE is used to determine an employee's new hire enrollment waiting period. For companies using EaseCentral's onboarding features, the hire date entered here will also be mapped onto the I-9 form. An employee will be prompted to complete onboarding documents if they are in the onboarding window set on the Marketplace > Onboarding > Customize section.


SCHEDULED HOURS PER WEEK can determine plan eligibility. If any plan includes a minimum SCHEDULED HOURS for eligibility purposes, the SCHEDULED HOURS PER WEEK entered into an employee's Employmentprofile will be used to determine eligibility. If the employee has a Variable-Hour Employee TYPE on their Profile > Employment page the SCHEDULED HOURS PER WEEK field will be automatically be calculated based on the average hours entered in the ACA > Employees page for the prior measurement period. 


Note: If SCHEDULED HOURS PER WEEK are updated for a full-time, benefit-eligible employee to make them part-time and not benefit-eligible, please make sure to terminate any enrollments in the Employees > Benefits page prior to updating SCHEDULED HOURS PER WEEK so this update formally terminates all appropriate employee enrollments and documents in the change in the Reports > Manage Changes reports page.


The number of REMAINING PAY PERIODS entered is used to calculate an employee's per pay period contribution for plans that use annual elections like FSA Health Care, FSA Dependent Care, and Health Savings Account type plans. EaseCentral will take the annual amount elected and divide it by the REMAINING PAY PERIODS entered in this field. 


However, Pay Schedules are the preferred method for automatically calculating remaining pay periods for each employee. If a Pay Schedule is entered on the Company > Profile > Pay Schedules page this field is no longer needed and will not be available. EaseCentral will take the annual amount elected and divide it by the amount of pay periods remaining in the year according to the Pay Schedule. If the plan uses a pay cycle other than the default Employee Pay Cycle, and an alternative DEDUCTION CYCLE is selected on the Benefits > Profile page, the REMAINING DEDUCTION PERIODS field will still be displayed and will need to be entered so EaseCentral will know how many deduction periods are left in the year. EaseCentral will use the manually entered value on the Employees > Profile > Employment page for REMAINING DEDUCTION PERIODS.


The PAY CYCLE selected will be used to calculate the per pay period contribution displayed to employees when they elect coverage.


Compensation History is used for reporting, to calculate coverage amount for salary-based benefits, as well as ACA purposes. Set the employee's COMPENSATION TYPE as Salary or Hourly. The AMOUNT should be entered annually if the COMPENSATION TYPE is selected as Salary and as an hourly amount if the COMPENSATION TYPE is selected as Hourly. Enter the start date of the compensation. If this is not known, the first of the current month can be entered. This field can be edited at a later date if necessary. It is best practice to populate this field when loading employees.