SECTION3. EMPLOYEECOVERAGE,ELIGIBILITY,ANDPARTICIPATION WAITINGPERIODS • Waitingperiodsareaspecifiedlengthoftimeafterbeginningemploymentbeforeworkersareeligibletoenrollinhealth 3 benefits. Withsomeexceptions,theAffordableCareActrequiresthatwaitingperiodscannotexceed90days. For example,employersarepermittedtohaveorientationperiodsbeforethewaitingperiodbeginswhich,ineffect,means aworkerisnoteligibleforcoverage3monthsafterhire. Ifaworkeriseligibletoenrollonthe1stofthemonthafter threemonthsofemployment,thissurveyroundsupandconsidersthefirm’swaitingperiodfourmonths. Forthese reasons,someemployersstillhavewaitingperiodsexceedingthe90-daymaximum. • Seventy-sixpercentofcoveredworkersfaceawaitingperiodbeforecoverageisavailable,similartolastyear[Figure3.9]. Coveredworkersinsmallfirmsaremorelikelythanthoseinlargefirmstohaveawaitingperiod(84%vs.73%)[Figure 3.7]. • Theaveragewaitingperiodamongcoveredworkerswhofaceawaitingperiodis1.9months[Figure3.7]. Asmall percentage(2%)ofcoveredworkerswithawaitingperiodhaveawaitingperiodofmorethan3months. – Respondentswithwaitingperiodsgreaterthan4monthsgenerallyindicatedthatemployeeshadtrainingor orientationperiods,ormeasurementperiodsinwhichtheywereemployeesbutwerenoteligibleforhealth benefits. Someemployershavemeasurementperiodstodeterminewhethervariablehouremployeeswillmeet 4 therequirementsforthefirm’shealthbenefits. 3 Variable houremployeesmayhaveameasurementperiodofupto12monthsbeforeitisdeterminediftheyareeligibleforbenefits. Employers mayrequireacumulativeservicerequirementofupto1,200hoursbeforeanemployeemayenroll. FederalRegister. Vol. 79,No. 36. Feb12,2014. https://www.gpo.gov/fdsys/pkg/FR-2014-02-24/pdf/2014-03809.pdf 4 UndertheACA,employersmaydeterminewhetherornotanemployeeisafull-timeemployeebylookingbackatthenumberofhoursanemployeehas workedduringadefinedperiod. Seehttps://www.irs.gov/affordable-care-act/employers/identifying-full-time-employees The Kaiser Family Foundation and Health Research & Educational Trust / Page 61