AnneLa
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- AnneLa
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I have also met with several AFLAC sales reps and they are aggressive to the max - plus they never forget your number. The only good thing that came out of the meetings was that one of them gave me a stuffed duck that does the "AFLAC" call.........…
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We allow $2,000 per year and we have a relatively small amount of employees currently participating in the plan.
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Monitor your turnover rate. Although I agree that employee satisfaction changes with the seasons, employees will leave if your compensation and benefit package is not fair and equitable, not only internally, but as measured externally with competit…
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Thank you for your responses.
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Our employees who opt for individual coverage pay a flat rate of $10.00 per week and for family coverage $25.00 per week. That just went up in 2003 from $5.00 and $10.00 per week. We have 200 employees.
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Time to polish up the old resume and hit the pavement.............
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The minimum hours that an employee can work for insurance benefits is 20 hours per week. Their employee contribution is 50% of the total monthly benefit cost. Our 30 hour folks pay 25% of the total monthly cost. There is a small employee weekly c…
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Call your insurance company. The employer assistance department should be able to tell you exactly what your policy states.
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We try and isolate the benefit orientation to a day other than the first orientation day. We have found that the information overloand was too much for them and HR would end up spending more time at a later date anyway. Our benefit specialist meet…
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Our STD & LTD is 100% employer funded. Our STD benefit is 80% weekly salary and our LTD is 60%. I work for such a generous employer!
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We have a generous tuition reimbursement program where all employees with at least one year of service are eleigle for up to $3000 per year towards tuition, fees plus books. Out of 185 employees, we have about 10 employees who use it faithfully thro…
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I'd also like to hear what other companies are doing with adoption assistance.
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Our group life & disability is 100% company paid. Our contract with the insurance provider does not allow us to have emploeyes "opt" out of coverage. It's sort of an all or nothing deal in order to maintian our coverage.
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We are also a non-profit and used a company called Employee Benefits Communications. They provided a great benefit statement at a very reasonable cost. We received such a positive response from our employees - they didn't realize how much their ent…
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We just added a "Birthday Off Holiday" to our benefit package. Our employees are still talking about how generous it is - one week later.
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I would start the COBRA clock ticking at the date of the first qualifying event - reduction in hours.
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What are the provisions of your STD plan? Are you self insured?
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We have an Intranet that is used throughout the organization. We took pictures of one another in "do" clothes and others in "don't" clothes and psoted them. Not only did our message get through, it was fun too.
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I am from a 170 employee credit union. We allow our employees to accrue up to 6 sick days per year, 4 hours per month, after 90 days of employment. They can carry it over into a sick bank until they reach 160 hours. This is meant to be a bridge u…
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The employee continues paying the ee contribution and the company pays its share...........
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Just to give a bit more detail, we provide employees with a serious health condition up to an additional 6 months time off. This employee has spent more than 12 weeks off in the last year, and that is why I am unclear as to where to turn. I did n…
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I've gotten into the habit of sending a job description along with all FMLA paperwork to the employees treating physicians. I believe that this does make a difference in the way some MD's fill out the FMLA paperwork - restrictions and all.
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You can call your Worker's Comp carrier - I'm sure that they will have lots of information to pass along to you. It's what they do for a living.
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We also list it as a fringe on our annual employee benefit statement.
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I fully agree with the suggestion above - make sure she is still really "disabled" and make your decision based on the current medical facts presented.
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When I was a college student (a few years ago), there was an entire department located on campus that assisted disabled students with issues. I'd suggest that this person do some investigating to seee if thier college has such a program.
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You could also try calling the Job Accommodation Network at (800)526-7234, or try getting in touch with your local state ADA Specialist.
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We have a one paragraph statement that lists basic info on who to contact and our general philosophy. I can't imagine not having a simple statement in your handbook.
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Have just received the OB-GYN docs note today........ can only work from 8:00 am to 4:00 pm. She is not restricted from working on Saturday though. How can I refuse if this is medically necessary? What if something happened to her and she miscarr…