BN729 - Exceptions - all plans offered or just one in which employee enrolled?

For those who have processed the exceptions file created by BN729 - Did you just update the record created by BN729 (which is the one the employee enrolled in) or did you also add records for the other plan(s) the employee was offered? What was your reason for going with the route you chose? I'm trying to decide which is the best option and am interested in hearing what others did. Thanks.

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Legacy Contributor

We added a record for each person for the priority 1 offer, if the employee had not enrolled in that plan. We went that way because that is the offer that will be used for the 1095C, so did not feel the need to load all offers.

d-wilcox

Did you roll the exception report employees into the 729 offers report or keep it separate? If an employee termed during 2015, did you leave the offers or change the offer and safe harbor code to relate to the termination?

Legacy Contributor

I left the offers & exceptions files separate and loaded them via two separate BN529 jobs. The jobdef for BN529 was set up to define which file went with each job.

The offers would reflect the codes based on the offer. I'm seeing that the BN990 will update the code(s) for the months after the term date.

Legacy Contributor

Our BN729 exceptions are not coming through with the employee cost from the employee group used for their contributions.

Did this happen to others and if so, did you have a solution?

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