mrsbowden
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- mrsbowden
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Comments
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THANK YOU! I will look into that. It was nice to see you read the posts and reply to those of us in need. Thanks again xclap
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I have also looked to my wish list and decided we need a super/manag. handbook. I would love any additional info. that hasn't already been posted on this forum.
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Do you know if there is anywhere I can find this reg? My boss wants to see it?
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Wow JM! is this a federal law or state specified...good info I am new to HR and have never heard it before so maybe I am just behind.
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Again just my 2cents and I too am still learning payroll, but to my knowledge ER's are not REQUIRED to give sick and vacation time AT ALL, ARE THEY? I have to say I agree if you have give sick and/or vacation to one part-timer I would consider all …
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Thank you both...I needed an immediate answer and that is what I got...Thanks a Million! xclap
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I agree with LindaS I think the Dependant care max is $5,000. Our Health max is $3,000..determined by the company
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AS far as the Cert. and SPD. I just asked our broker the same question last month..I was told that fully insured plans may have certificates instead of SPD and it was consider to be th same thing or atleast serve the same purpose. I am not sure th…
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One added point...at my company this is currently handled the ee on FMLA would not be a qualifying event triggering COBRA. BUT........This ee who is on FMLA that QUIT paying benefit premiums while on FMLA is then forwarded COBRA, b/c of non-payment…
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You are all giving me great information...I just wanted to make one added note...this EE was on FMLA for 2 months and then QUIT making benefit premium payments, this is why we opt. to terminate his CURRENT benefits and offer COBRA...the only problem…
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I just think this is very touchy and risky..aren't smokers a protected class..I think it is just too close..I would get legal advice on this one. Just a thought
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Just my 2 cents but I agree there is no fed. reg. on a cap, our company has a 5k cap period...between both health care and dependant care x:)
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Believe it or not...once we stated that we couldn't find any plan documents and would have to turn to our attorney to help us out...magically we started getting calls and new documents starting appearing...you know from those files that "we forgot a…
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Thank you for the info. I am having trouble convincing some of my co-workers that we are not REQUIRED to include OTC drugs. Although we are leaning toward including it some managers don't feel we should and want to see legal writing that we are NO…
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Thank you...You have all been a great help. We do have a broker and I will be checking in with her soon. We have a broker for our Health Benefits not our vision and dental..we go straight to the provider.
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REALLY? not required by law? I thought it was...? thanks a bunch
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I thought I would ask again about the Business Associate Contracts if any has any suggestions from my previous post?
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oh sorry I think I came across wrong..I wasn't pushing the envelope by any means I agree....."We are talking about the reality of real people having adequate health coverage and the peace of mind that goes along with that for real humans." I was ju…
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I am sorry I am the new er. Thank you it helped tremendously
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Skyrocket, I checked out this address and the document seems to be incomplete, a few pages on it are blank. Do you have a entire copy? Thanks again
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This was a great help! Thank you so very much. Do you (or anyone else) have any suggestions on books or how to's for people like me that are just learning about COBRA? Thanks again
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I too would like to hear about the new format and the new forms of notification if anyone is willing [email]casseybowden@ucwv.edu[/email]
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bsa..I just read almost your exact words in an article...THANK YOU..all you are all always such a great help.
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Would I have to look to my WV state laws to determine if I can run FMLA concurrent with his workmans comp?
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IN WV, benefits are not available for disabilities lasting three days or less, but if the disability continues for seven or more days, the first three days are compensated retroactively. I can't find any state law requiring to give ee's their sick a…
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Yes, he first filed workers comp. and we are trying to find out if he can receive payments for LTD also. From what I have heard W/C will pay upto 60% or so and depending on your LTD carrier they may only pay upto 70% so they (LTD carrier) would onl…
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DonD you are right I meant actual hours PAID then subtract out any sick/vac time. Thanks x:)
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Marc, Thank you for your response, now my question is if I assume exempt employees have met the 1250 hour requirement(granted if they work steadily over the last 12 months) Non-exempt employees do I need to check there actual hours worked and subtr…
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LindaS, I couldn't agree more...x:) I like your way of thinking, and I would love to use this approach..but as you know not all people see it this way x;-)
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I may have jumped the gun a bit here....let me explain my mistake...This person only took one day off, she did not indicate that she needed any additional leave what so ever...she was just explaining to me her mothers situation and that she stays wi…