Balloonman
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Write her up. Plain and simple failure to follow her supervisor's direction. Unfortunately you have to pay her. My $0.02 worth, DJ Th Balloonman
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I had this happen to me when I left an employer once. Only thing I notified them of the mistake, and was told I was wrong. I was changing banks so I left the money there. A few weeks later they realized their mistake and just reversed the direct …
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Someone doing the same job is being paid a different amount, so? Each person cuts their own deal when they are hired. What they are being paid has more to do with what they were hired in at then what they are doing now. If one employee was making…
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Hmmmmm I am probably a lawbreaker then. We are a construction company. Our system requires that we charge (allocate) the time to specific job related phase codes. We do not always know how long some employees work on one job before moving to anot…
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Couple of thoughts............you discipline the action, not the outcome. Does not matter if the windshield broke. The act was so dangerous that it had the potential to cause a serious motor vehicle accident, and yes someone could have been killed…
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I would pay her the ot, then start disciplining her for working unauthorized ot. Sounds like you have talked with her to no avail, so this might get her attention. My $0.02 worth. DJ The Balloonman
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Of course you could tell her sorry, but you will reconsider once the payment she mailed is recieved, or she can bring it in to you once the post office returns it to her. Maybe the stamp fell off. Tell her certified mail return reciept, late in …
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Ready, aim, fire. If you do not do it, you better be prepared to cut this much slack for everyone. My $0.02 worth! DJ The Balloonman
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Rockie, Sorry I missed this when originally posted. We have a partially self funded plan, we pay the $15,000 per employee in claims on medical. Has saved us significant $$$$$$ over traditional plan. Risk vs Reward. Been doing it for 4-5 years, s…
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Yes, we require repayment of 100% if they leave within 6 months of completing the course, and 50% if it was between 6 months and a year. My $0.02 worth! DJ The Balloonman
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First off..............she will qualify for FMLA, and during that time, he insurance will stay in place. You must work with her to determine how her portion will be paid for. I just terminated insurance coverage for an employee who has not been ma…
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I was kind of afraid of that. Well you need to read up on your policy and what constitutes qualifying for this benefit. My self I would reduce her benefit by 20% to start with. Then you have to wrestle with the decision do you want to send her fo…
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Do you have a full time 3rd party administrator for your disability? If so inform them and they can determine how much to reduce the payments by. Personally, if someone proves they are able to work, then I don't believe they should be collecting d…
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A few thoughts............. First someone only getting a check for $10.00 is not going to work........they will quit, and it might not be legal. Second, talk with your insurance company. If premiums have not been paid, you can COBRA them. I have b…
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I would sit down with the individuals, bring up the issue and offer them alternatives. I.e paying an extra $100 per week, and extra $50 and so on. But make sure all the options are acceptable to you! Then have a form ready with those options, le…
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First he will be out more than 12 weeks and we are going to terminate. Second, and the reason for this question is the failure to pay his insurance premiums Irene. If he is not going to pay his portion then the insurance company will cancel cover…
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SMace, you rock!!!! Nice to see someone stepping up, and you are doing it the right way by offering smoking cessation. Fact is smokers should be charged more. I know if I interview two candidates, and all things are equal I would take the non-smok…
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He can always take cobra from his wife's plan! I had this come up, fortunately my person asked if they could just pick it up...........check and they have to wait until open enrollment. My $0.02 worth. DJ The Balloonman
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While I will not disagree with what you said Mentel (is that pronounce Mental like, mental illness? x}> ) it may not be practical with much larger employers. I know that I get cc'd on the COBRA letter that is sent out to the former employee. M…
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WOW, Dutch it looks like you are doing more than most to begin with!!!! Great job, hats off to you. As for something else, you are already doing more than many so if you are looking to round out your program only two things pop to mind. Schedule m…
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Pretty sharp Don! xclap DJ The Balloonman
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Now you all have me thinking. I have in the past received and Order To Enroll notice from the Division of Child Support Service regarding the children of our emplyees. It tells us that we must enroll the children immediately. Our health insurance…
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What about in Missouri? I have a situation I am dealing with that may involve termination, our policy clearly states we do not pay for earned but untaken vacation time except if laid off for economic reasons. Anyone up on Missouri law?
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E Wart is correct, call your adjuster, tell them the situation and have them stop all ttd payments. If he is released to restricted duty that you can accomodate then he should not be paid for those two weeks. I would also contact the doctor and s…
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I have always been under the impression that you can terminate once the 12 weeks is up. However that may impact your claim, but that is life. My $0.02 worth. DJ The Balloonman
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Most states will not let you contractually waive your rights under WC. My $0.02 worth. DJ The Balloonman
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The waiting period is there to help discourage fraud. However, when I have employees who will be out, I have let them utilize vacation or sick time to cover the waiting period. My $0.02 worth. DJ The Balloonman
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Either you or the clinic must provide the translator, then the clinic can tell the hubby to wait in the lobby/waiting area. I have never been a big fan of allowing spouses into these exams/meetings related to the injury. My $0.02 worth. DJ The Bal…
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Gray area...............even though it seems it should not be. Did they get hurt at work and receive medical treatment? If no I would say not recordable. If a questionable claim, as to if it happened at work, again, I would say no not recordable.…
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With a number of my restricted duty policies in the past we reviewed the status every 13 weeks. One employer let folks go after being out 26 weeks. Never hurts to put a review date in to prevent long term abuse. My $0.02 worth. DJ The Balloonman