AJ SPHR
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- AJ SPHR
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We have something similar to the person above. We have a recognition program with a catchy title and employees are allowed to nominate each other for this recognition. They fill out a Word document and submit it to the recognition team, who review i…
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Actually, if you're not a real large company you can do this yourself by dumping the data from your HRIS into Access or Excel and then use Word's mail merge feature to create your benefits statements. I did this last year and just produced them agai…
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Oh, sure the one time I'm in a contest and have what I think is a good result and someone else goes and flips the rules around. Boo - hiss!xx(
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Wow - let's all add BMI to our personal profiles!x:D Ok, I'm saying that only because my BMI is 19! ;;) Fortunately I am tall ... that helps the equation for sure!x;-)
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Here is a website that may provide your answer: [url]http://www.irs.gov/publications/p15b/ar02.html#d0e89[/url]
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[font size="1" color="#FF0000"]LAST EDITED ON 08-24-04 AT 12:29PM (CST)[/font][br][br](I deleted the intro to my reply because it sounded harsher than I intended!) Many employers offer opt-out incentives for employees who do not elect coverage. Typ…
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Actually, I think the DOL has some good info: [url]www.dol.gov[/url]
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Please clarify - what benefits are you referring to? As Ritaanz states, opting out of medical, dental, vision insurances are a pretty common feature of most employer benefit plan packages, and sometimes with an opt-out monetary benefit. If you're al…
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I bet that even if you could make two plans, that they would have to aggregate the two plans to conduct discrim testing since they're both under one group. Try this site: [url]www.401khelpcenter.com[/url] to find a more definitive answer. Also, you …
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Since I posted my question, I did some more digging and feel fairly confident that we (employer) will need to absorb the .5% above 2% for admin fees. Sorry to have cluttered up the board!x:-(
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Great link, thanks!
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Hi Lisa, thanks for your reply. I'm really looking for more detailed info regarding life status changes - what ones are valid, what changes can be made for the valid events, etc. I tried clicking on your link but it didn't go anywhere?
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I worked for a large manufacturing company and we had 2 large medical plans that were self-funded for many years (a Traditional Indemnity plan and comp major med). When I was a benefits Analyst, one of my projects was to analyze and compare cost dat…
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Denise, if the employer had a significant cost increase and the employee was impacted, then there could be a medical plan change, but not FSA change (if med plan was pre-tax, which it sounds like yours is not). Anyway, here is a site I found someho…
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We allow employees to use their sick time balance for doctor appointments. As others have pointed out, many doctors do not have "off-hour" appointments available, and don't even get me started on the wait time when you're in the office trying to get…
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We have a short term disability plan that covers employees for 26 weeks, as long as they remain disabled. We are self-funded for that plan so we continue to take their pre-tax contributions for health coverage during this time, and also "hold" their…
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Even if you're self-insured, you enroll employees and dependents in the plan and communicate that to the TPA - which is what I assume you've done for this employee, notified them that this employee and dependents are covered through COBRA. I don't s…
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Need a little more info. I don't understand the verbal arrangement for not paying COBRA premiums. Does that mean the company is paying his premiums on behalf of employee? We have done that here as part of the separation package, we pay the premiums …
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Don, I understand what you're saying, but the original poster stated that he was a beneficiary under another 401(k) plan, so couldn't that 401(k) provider process a rollover without tax consequences and preserving the tax qualified status of the mon…
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Look to your plan document. Our plan allows rollovers from other qualified plans into our 401(k) plan. This is spelled out in our plan document. If you can't find that info, contact your plan administrator.
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I'm a little confused about your reference to placing her on a "personal leave". Is that leave the same as short term disability? If so, look to your plan document for that. We self insure our short term disability plan (up to 26 weeks over coverage…
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I wholeheartedly agree with the other poster. We always charge the 2% admin fee, which is our right under the COBRA legislation. And I also agree that the combined check representing several participants may be confusing to them and many systems are…
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There is also a "CBP" certification sponsored by World-At-Work - Certified Benefits Professional. I've heard that the CEBS certification process requires much more thorough and in-depth coursework than the CBP. I am pursuing my CCP - Certified Comp …
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We self insure our plan and use a TPA to manage the disability claims. The TPA does not pay the employee, we pay them via regular payroll process (at the reduced 66 2/3 % of salary rate), and therefore it's a regular payroll expense (no 5500 needed)…
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Hi Juju, Thanks for your information and that's the same direction I've encouraged the manager to take - focus on performance. Thanks for your thoughts.
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Thanks for the website. Primarily the site seems to focus on breastfeeding, not pumping, but it at least gives me a start!
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Our policy requires employees to apply sick and vacation time during waiting period for STD (10 days) and after that time, they become eligible to receive 66 & 2/3 % pay (like yours). We automatically put them on STD but also allow them to use t…
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PPO: $10 office visit co-pay for primary care and specialists. No deductible Traditional: $250 deductible for major med, then 80% reimbursement; no co-pays HMO: $10 office visit co-pay for primary care and specialists. No deductible
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I agree with HRLass - don't let this employee manipulate you by not contacting you or his/her manager directly. He/she is not in a hospital and apparently able to talk to his/her friend, so he/she should be able to contact his/her employer.
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Pork, First let me state that I am not at all condoning releasing or sharing private MEDICAL information. We maintain any confidential medical info in separate confidential medical files and we don't give access to those files for anyone. I'm being…