San Francisco: 2017 Health Care Security Ordinance Annual Reporting Due April 30, 2018

Employers covered by the San Francisco Health Care Security Ordinance are required to report by April 30, 2018 or face penalties of up to $500 per quarter.

Which employers must report?

All Covered Employers.

If you employ 20 or more persons and at least one of those employees works within the city of San Francisco for 10 hours or more per week.

 

Which employers do not have to report? 

  • If you employed fewer than 20 persons (including those outside of San Francisco) in each of the four calendar quarters of 2017, and you do not have a contract with the city or county of San Francisco.

(or)

  • You had no employees within the geographic boundaries of San Francisco (including employees working from home in San Francisco) in any quarter of 2017.

Penalties for not filing a report by April 30, 2018:  $500 per quarter

How do I file a report?  Instructions can be found here. You may want to download and preview the 2017 Employer Annual Reporting Form so you can review and print the questions before you start the form. This is because you will not be able to save your work and return to it later once you start the online form.

Before you start:

To complete the 2017 Employer Annual Reporting Form, you will need information on:

  • Your seven-digit Business Account Number from the San Francisco Treasurer and Tax Collector;
  • The total number of persons performing work for compensation (including those outside of San Francisco) for each quarter within specific ranges (i.e. 0-19, 20-49, 50-100, etc.);
  • The number of employees covered by the Health Care Security Ordinance for each quarter;
  • Total health care expenditures made for each quarter of 2017, including:
    • Total payments for health insurance (medical, dental, vision as well as Taft-Hartley plan contributions);
    • Total contributions to the SF City Option (SF Covered MRAs, Healthy San Francisco and SF MRAs);
    • Total spending on other irrevocable health care expenditures, such as employer contributions to Health Savings Accounts.
  • Surcharges collected from customers to cover, in whole or in part, the cost of complying with the HCSO.
  • Compliance with the Fair Chance Ordinance, including how arrest and conviction history information was used in hiring.

Questions or comments? Please contact Michelle Cammayo.

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Michelle Cammayo

About Michelle Cammayo

Michelle Cammayo has more than 13 years of Employee Benefits experience specializing in all lines of health and welfare benefits. Today, Michelle works closely with clients and partners to provide guidance in areas of the law including ERISA, HIPAA, COBRA, FMLA and PPACA. She also oversees the Compliance Department at Bolton & Company to ensure we are helping our clients manage and eliminate risk with regards to employee benefit compliance.

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