Mikki H
About
- Username
- Mikki H
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We use Great Plains as our general ledger and financial tool. We used to use it for payroll until we decided to outsource. I have used it for about 15 years and their Dynamics product is very good. As a full accounting system, I think it is a lit…
-
What I have just learned in a recent seminar is that you can be opening yourself up to a lot of trouble by keeping the I-9 in the official personnel file. We were told that if Immigration comes in to audit your I-9s, and if you do not have them sep…
-
It seems to be more risky for the employer than the employee, but we have employees who will not even consider the FSA because they are afraid of losing it. And as someone mentioned, this applies to the medical part of the plan. If you participate…
-
I have heard that some employers put their own maximum limit on the amount that an employee can elect, this would then reduce their potential for loss. I don't know if this is within the guidelines since we do not use the cafeteria plan with FSA (w…
-
It is my understanding that for a non-exempt employee, travel time on an "away from home" trip would only include the hours travelled during the normally scheduled workday. For example, if his normal day is 8:00-5:00 M-F then only travel time durin…
-
Our company uses the policy to dock the exempt employee's PTO only in 1/2 day increments. We did find it unfair to dock the PTO in any increments less than 1/2 days. Our policy also is that we expect you to work your "regularly scheduled" time, whi…
-
Hi Rockie! We are trying to implement something like this too. We are trying to figure out a schedule for non-exempt to work 4-10 hour days and get a friday off once a month and "stagger" the days off so that a department is still adequately covere…
-
I don't know if it is "required by law" but we believe that it is a good practice. We require the employee to signs stating that the information is "true and correct" and then the supervisor also signs. We make it the responsibility of the super…
-
We like the "observation day" but we do not do it AFTER an offer, only before an offer. It is not considered time worked since there is not even an offer on the table. We like to let a prospective employees (the ones who are most likely to get an …
-
I think you can do what you want, but it might not promote good employee relations. We have a "basic" policy in our handbook too. However, we have different classes of employees. The "professional" classes include our physicians and physician a…
-
We have had a few problems in this area with our administrative staff (our medical staff causes no hours per workweek issues). We have put in our new hire entrance interview and our "new hire" memo that the employee signs the fact that they are sal…
-
I think there might be two issues to consider, whether your insurance policy will allow to add outside the open enrollment and whether it would qualify to be added in your 125 Plan. I know with our current insurance policy, they do not consider the…
-
I agree with your views because of your type of business, you are a cardiology practice (we are cardiovascular surgery). Even though we like to relax a little and have our fun, our doctors would like us to keep it a little more dignified and profes…
-
We are one of the larger medical practices in our area and we offer admin staff (medical staff excluded): PTO - 24 days (breaks down to 7 holidays, 7 personal/sick, 10 vacation). We add 5 days after 5 years service and another 5 days after 10 years…
-
We decided to use an outside source for COBRA compliance. We still keep up on all of the regulations, however, for notices etc. there is very little we need to do. In most cases, all we do is notify when we have a new insurance enrollee and when w…
-
We have always paid 100% of employee premium and the employee is responsible for any dependant coverage premiums. In order to keep costs down with rising premiums we have thought of charging the employee a portion of their premium, however we have n…
-
I've always heard that certified mail was NOT a good idea because if the person did not sign for it and you got the green card back, then that proves that they did not get notice. The last seminar I attended recommended a "certificate of mailing" i…
-
We have switched to a PTO (paid time off) system so that we do not have those kind of issues anymore. All of the PTO is one category. If you are never sick, then you, in effect, have another week "vacation" time. Most of our employees have liked …
-
We are also a medical practice and have had very little luck with advertising in our area. For our administrative positions (medical staff usually come through national and state publications or advertisments) we instituted an "employee incentive" …
-
Thanks for the response. A question in clarifiation: As I understand your comments, since we have accomodated her request for a later start time in the same fashion that we would for any employee who needed a change of schedule, we are not "locked"…
-
Your sick time off policy seems very lenient. It is hard to imagine that your employee, even if taking of time every week for this particular instance, would incur enough other absences to make a difference. You would have to leave 9 times early i…
-
I was under the impression that when you are on an approved FMLA that you still accrued benefits the same as any active employee. I did not think that it matter whether you were on unpaid or paid FMLA. Or is it that you have a policy that states t…
-
We are not restricting the PTO that can be taken, but we are defining the amount that is mandatory to be taken concurrently. It is still the employee's option to take all the PTO available during the leave. In other words, the employee must take P…
-
Our policy states that "any accrued PTO is required to be taken concurrently" with FMLA. It further states and any "other PTO" cannot be used to extend the FMLA maximum. At January 1, we put in everyone's PTO bank the total amount that will be ear…
-
Being a relatively small company (12 PCs) it isn't too hard to maintain the passwords and permissions that restrict people from certain areas on the network. If the network server doesn't recognize your "sign-on" name and password, you will not get…
-
I am curious too. Does this just apply when you have a bona fide "vacation" plan? Since we changed our policy to PTO (not vacation or sick time) we were advised that this is NOT considered wage equivalents and that we do NOT have to pay accrued tim…
-
That is what I suggested, but there is a transportation issue too. Most of our visiting physicians do not or can not drive. If they stay at the office, they can walk to the hospital. If they stay at a physicians house, they drive in with them. W…
-
We are fighting a similar issue with our owners (physicians) right now, only its not even an employee staying on-site. Our medical practice "invites" physicians from China to visit for anywhere from 2 weeks to 3 months to observe our surgery practi…