Use this subtask to specify the rules for evaluating employees for full-time status. These rules apply to Benefit Year/Taxable Entity/Labor Group/Rate Type/State.
From the drop-down list , select the type of Rate Type range to which the Full-Time Equivalent measurement rules apply. You can apply the measurement rules to one or all Rate Types.
If you select a Range Type of One, please be careful to create records for each of the rate types you use in Costpoint and/or have a default measurement record which applies to all Rate Types.
If you do not have differing measurement and stability (coverage) periods for employees based on Rate Type, then select All.
From the drop-down list, select the type of rate to which the full-time equivalent measurement rules apply. Valid values are Salaried, Salaried Fluctuating Hours, or Hourly.
From the drop-down list, select the type of State range to which the Full-Time Equivalent measurement rules apply. You can apply the measurement rules to one or all States.
If you select a Range Type of One, please be careful to create records for each of the States you use in Costpoint and/or have a default measurement record which applies to all States.
If you do not have differing measurement and stability (coverage) periods for employees based on State, then select All.
Select the State to which the full-time equivalent measurement rules apply.
From the drop-down list, select the type of Labor Group range to which the Full-Time Equivalent measurement rules apply. Affordable Care Act rules allow employers to apply different full-time equivalent measurement rules to different categories of employees. One of those categories is collectively bargained employees and non-collectively bargained employees. You can apply the measurement rules to one or all Labor Groups.
If you select a Range Type of One, please be careful to create records for each of the Labor Groups you use in Costpoint and/or have a default measurement record which applies to all Labor Groups.
If you do not have differing measurement and stability (coverage) periods for employees based on collectively bargained employees and non-collectively bargained employees, then select All.
Select the Labor Group to which the full-time equivalent measurement rules apply.
An ongoing employee is one that has worked for their employer for at least one complete standard Measurement Period. Use his group box to define rules for ongoing employees.
Non-full-time (seasonal, part-time, and/or variable hours) employees may be eligible for full-time benefits based on the hours they work during the measurement period. For purposes of the Employer Shared Responsibility provisions, an employee is a full-time employee for a calendar month if he or she averages at least 30 hours of service per week (or 130 hours of service per month).
A measurement period is the period of time in which an employee’s hours are analyzed to determine whether the sum of the hours worked are greater than or equal to the average of 130 hours of service per month.
Enter, or click 
to select, the start date of the measurement period for ongoing employees. An ongoing employee is one that’s worked for the employer for at least one entire standard measurement period. A standard measurement period is only used for ongoing employees. New employees are measured by an Initial Measurement Period, which may have dates which differ from the Standard Measurement Period.
This date must be previous or the same as the Standard Measurement Period End Date and the entire standard measurement period must not be less than three or more than 12 months.
Enter, or click to select, the end date of the measurement period for ongoing employees. An ongoing employee is one that’s worked for the employer for at least one entire standard measurement period. A standard measurement period is only used for ongoing employees. New employees are measured by an Initial Measurement Period, which may have dates which differ from the Standard Measurement Period.
This date must be after than or the same as the Standard Measurement Period Start Date and the entire standard measurement period must not be less than three or more than twelve months.
Enter, or click to select, the start date of the administrative period for ongoing employees.
Non-full-time (seasonal, part-time, and/or variable hours) employees may be eligible for full-time benefits based on the hours they work during the measurement period. Employers are given up to 90 days after the measurement period and before the stability (coverage) period, to analyze the employee’s hours to determine if the employee’s hours worked makes him/her eligible for full-time benefits during the upcoming stability (coverage) period and to enroll eligible employees in benefits. This period of time provided for analysis is the Administrative Period. According to Affordable Care Act rules, the Administrative Period must not exceed 90 days and the combined measurement and administrative periods cannot go beyond the last day of the first calendar month beginning on or after the one-year anniversary of the employees start date.
Costpoint uses an Open Enrollment Period, which is the period of time given to the employee to elect their benefits for the upcoming stability (coverage) period. This Open Enrollment Period is considered part of the Administrative Period in terms of the limitation on days. So, the combination of the Administrative Period and the Open Enrollment Period must not exceed 90 days.
Enter, or click to select, the end date of the administrative period for ongoing employees.
This date must be after or the same as the Standard Administrative Period Start Date and the combination of the Standard Administrative Period and the Standard Enrollment Period must be less than 90 days.
From the drop-down list, select the method to be used for benefits enrollment for ongoing employees that are deemed to be full-time equivalents.
Open Enrollment - Select this option if you plan on processing full-time equivalent employees’ benefits enrollment at the same time you process enrollment for full-time employees (your normal open enrollment period). If you select this option, the enrollment dates and coverage dates must be the same as the dates on the main screen.
If you are a Deltek Employee Self Service client, any employees identified as full-time equivalent employees will be included in the ESS open enrollment process.
Life Event - Select this option if your coverage and enrollment dates are not the same as the dates used for full-time employees. Upon identifying full-time equivalent employees, an employee life event record will be generated.
If you are a Deltek Employee Self Service client and you do not plan on having full-time equivalent benefits enrollment dates coincide with full-time benefits enrollment, then you must specify a life event which triggers the Life Event Enrollment process. If the Analyze Full-Time Equivalent Eligibility application identifies an employee as a full-time equivalent employee, an employee life event record will be generated for that employee so he/she can enroll in benefits through the ESS Life Events enrollment process.
This field is enabled and required if the Enrollment Method is Life Event. If specified, this is used to generate an employee life event record for any employees identified as full-time equivalent employees. The life event must be flagged as a Benefit Qualifying Event on the Manage Employee Life Events screen in order to be specified here.
If you use Deltek Employee Self Service, the existence of an employee life event triggers the Life Event Benefits Enrollment process.
Enter, or click to select, the start date of the standard enrollment period for ongoing employees.
Non-full-time (seasonal, part-time, and/or variable hours) employees may be eligible for full-time benefits based on the hours they work during the measurement period. Employers are given up to 90 days after the measurement period and before the stability (coverage) period, to analyze the employee’s hours to determine if the employee’s hours worked makes him/her eligible for full-time benefits during the upcoming stability (coverage) period and to enroll eligible employees in benefits. This period of time provided for analysis is the Administrative Period. According to Affordable Care Act rules, the Administrative Period must not exceed 90 days and the combined measurement and administrative periods cannot go beyond the last day of the first calendar month beginning on or after the one-year anniversary of the employees start date.
Costpoint uses an Open Enrollment Period, which is the period of time given to the employee to elect their benefits for the upcoming stability (coverage) period. This Open Enrollment Period is considered part of the Administrative Period in terms of the limitation on days. Therefore, the combination of the Administrative Period and the Open Enrollment Period must not exceed 90 days.
Enter, or click to select, the end date of the standard enrollment period for ongoing employees. If the Enrollment Method is Life Event and you enter a Standard Enrollment Period Start Date, the Standard Enrollment Period End Date will automatically default based on the Change Period Days assigned to the specified life event.
Enter, or click to select, the start date of the stability (coverage) period. The coverage period is the period of time a full-time equivalent employee may be covered by full-time benefits.
Enter, or click to select, the end date of the coverage period for ongoing employees.
This date must be after or the same as the Standard Coverage Period Start Date. The Coverage period must not be less than 6 months. According to the IRS, “For an employee whom the employer determines to be a full-time employee during the standard measurement period, the stability period would be a period of at least six consecutive calendar months that is no shorter in duration than the standard measurement period and that begins after the standard measurement period.”
Use these group boxes to define the preferences for the measurement period, administration period, open enrollment, and coverage period of new employees.
Use this group box to specify that measurement period start method and duration in months.
Select the method which will be used to determine the start date of the measurement period for new employees.
Non-full-time (seasonal, part-time, and/or variable hours) employees may be eligible for full-time benefits based on the hours they work during the measurement period. For purposes of the Employer Shared Responsibility provisions, an employee is a full-time employee for a calendar month if he or she averages at least 30 hours of service per week (or 130 hours of service per month).
A measurement period is the period of time in which an employee’s hours are analyzed to determine whether the sum of the hours worked are greater than or equal to the average of 130 hours of service per month.
Use this field to specify whether the start date of the measurement period for new (Initial) employees will be the employee’s Hire Date or the first day of the month following the employee’s Hire Date. A new employee is one that has not yet worked for the employer for at least one entire standard measurement period. New employees are measured by an Initial Measurement Period, which may have dates which differ from the Standard Measurement Period.
This date must be before or the same as the Initial Measurement Period End Date and the entire Initial measurement period must not be less than three or greater than 12 months.
The two options are:
Hire Date
First Day of Month Following Hire Date
From the drop-down list, select the number of months used to measure the employee’s hours-worked to determine full-time equivalent eligibility. Based on Affordable Care Act rules, the number of months may not be less than three or greater than 12. Therefore, only values 3 through 12 are available in the drop-down list.
Enter the number of days used to analyze the employee’s hours-worked to determine full-time equivalent eligibility. Based on Affordable Care Act rules, the number of days may not exceed 90.
Enter, or click 
to select, the life event used for initial employees that are identified as full-time equivalents. This field is required for generating an employee life event record for any new employees identified as full-time equivalent employees. The life event must be flagged as a Benefit Qualifying Event in the Manage Employee Life Events screen in order to be specified here.
If you use Deltek Employee Self Service client, the existence of an employee life event triggers the life event benefits enrollment process.
This field displays the period days of the selected life event.
Select the method which will be used to determine the start date of the coverage period for new employees.
Select this option to set the day after administrative period as the start date of the coverage period for new employees.
Select this option to set the first day of the month following the administrative period as the start date of the coverage period for new employees.
If an employee is a full-time equivalent and a life event record is generated for him/her, the Coverage Period Start Date method will be used to determine the first date of coverage and that date will populate the employee life event’s Override Coverage Start Date.
From the drop-down list, select the number of months an initial/new full-time equivalent employee may be covered by full-time benefits. Based on Affordable Care Act rules, if an employee is determined to be a full-time employee during the initial measurement period, the stability period must be a period of at least six consecutive calendar months that is no shorter in duration than the initial measurement period and that begins after the initial measurement period (and any associated administrative period).