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Issues & Advocacy

Issues for Action

Take Action Now

  • Urge your Congressman to co-sponsor the "STARS Act"

    Under the current health care law there are two definitions of seasonal employment– Seasonal Worker and Seasonal Employee. The seasonal worker definition is used when determining if an employer is an “applicable large employer” and subject to the Employer Shared Responsibility and Employer Reporting Requirement. The seasonal employee definition is used by an applicable large employer with the look-back Measurement Method to determine which employees must be offered coverage.  
    These conflicting definitions complicate the “applicable large employer” (ALE) determination process. As part of ALE determination, employers must determine all employees’ hours of service, including seasonal workers, each calendar month. They then must calculate the number of full-time equivalent employees per month, and average each month over a full calendar year to determine the employer’s status for the following calendar year.   If the employer averaged 50 or more full-time equivalent employees for 120 days or less and the workers that pushed them over 50 were seasonal workers, then the Seasonal Worker Exception applies and the employer can be considered a small employer.  The STARS Act technical correction will provide clarification and much needed relief for restaurateurs.

    Please click the take action button below and tell your Legislator to cosponsor this important bill.  Please also note that the letter is editable and we encourage you to personalize this with your businesses story.

    Take Action
  • Tell Your Senators to Act Now and Support the "Forty Hours is Full-Time Act"!

    The U.S. House of Representatives has passed bipartisan legislation that reinstates the traditional definition of full-time employment as it relates to the Affordable Care Act from the arbitrary 30 hours to the more commonplace 40 hours. Though the November 4 election is now behind us, the Senate can still act in a lame duck session or would see similar legislation in 2015.  Tell your Senators to support a 40 hour work week! 

    Click the take action button below and send a letter to both of your senators, urging them to support S. 1188, the Forty Hours is Full-time Act of 2013.

    In less than 8 months, unless limited transition relief applies, “large” employers will be required to comply with key elements of the Affordable Care Act. Perhaps the health care law’s most visible change will be its treatment of employees who work 30 hours a week as “full-time.” Employers across the country will be forced to accept this arbitrary definition, despite an almost universally accepted definition of a 40-hour week as full-time.

    What does this mean for restaurants?
    Those with 50 or more full-time employee equivalents (FTEs) will have to offer health insurance to all employees who work at least 30 hours per week, or pay penalties (In 2015, transition relief has been provided from those with 50-99 FTEs, if certain conditions are met). It also means that employers and employees will lose the scheduling flexibility that attracts millions to the industry. Because of the high costs of health insurance, many employers will have no choice but to control labor costs and stretch their benefits dollar over a larger group of employees.

    The good news: 
    The U.S. House of Representatives has passed H.R. 2575, the Save American Workers Act and now awaits U.S. Senate action. As we prepare for this important vote, now is the time to take action and urge your Senators to support worker flexibility. 

    Congress is listening and your voice does make a difference.

    Take Action

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