Determine when your new hire must have coverage
For new employees who's hours vary, the "measurement" period and "administrative" period combined cannot exceed "the last day of the first calendar month beginning on or after the one-year anniversary of the employee's start date".
So, for example, let us say that Jaimie gets hired on May 19, 2013. This means that her "measurement" and "administrative" period cannot extend beyond the end of June 2014 and she must have coverage starting at the beginning of July of 2014. So, for employers who choose to have a 11 or 12 month "measurement" period, this means that they will not have the full 90 days for the optional "administrative" period.
If an employee was terminated, and have no credible hours for 26 weeks, they can be treated as a new hire when determining their full-time employee status. There is also a "rule of parity" whereas a rehire can be treated as a new hire if the employee has had no credible hours for a minimum of 4 weeks and the amount of time that they have had no credible hours is greater than their original length of employment.
Again, as an example, if an employee is terminated after 4 weeks of employment then rehired by the same employer 5 weeks later, then this employee can be treated as a new hire for determining qualification for benefits. (5 weeks of unemployment is greater than the original 4 weeks of employment).