Beave
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I too congratulate you and encourage you to search inside yourself for the answer. You know your organization and your own personal desires much more than anyone else. Like many of the others have said, there is nothing wrong with not taking the p…
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As a relatively new member of the Forum, I miss Don's wisdom and humor. I've noticed he hasn't responded at all to this post.
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You're looking good Dick. Ditto on the 41 years. Not many people make it anywheres near that long. Give us your secret for a long marriage. How do you get the shirts? Small world Dick - I'm in SW Michigan now but I'm from Port Huron originally …
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I like how you think Cristina. Wouldn't that make for an uncomfortable "holiday" party.
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Ok, we're all wondering - did you go to the Christmas party or babysit (or go "out")?
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Thanks for keeping us updated. You sound better today. Good luck & in spite of your temporary circumstance, have as nice of a holiday as you are able to.
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Your fellow HR professionals have given you some excellant advice. I'm glad to see you are taking some action. I too "feel" for you. Take the time available to evaluate who you are and where you'd like to go. Turn this into as much of a positive…
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Could I bother you to send me a copy of that as well? [email]cleaverc@stjosephcountymi.org[/email] THANK YOU!
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Wow, what a mess. How'd things go with the OM & the employee on Monday?
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We're a public entity and will be doing exactly as mushroomHR's organization. Thursday and Friday off - both weeks in question.
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I agree with HR Forum. Although a formal survey and evaluation would pinpoint more closely where you will need to end up with regard to a salary range, in Michigan a non profit HR Director would probably start in the mid 40's to mid 50's. In a lar…
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As a public entity, we offer "opt-out" employees $3,000/yr if covered by another source.
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Our employees currently pay 5% of premiums. Starting January 1, most will pay 10% of premiums. This will affect 220 employees. Hope that helps some.
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We deal direct with the carrier (no broker) and were told that when we get our rates in about a month to expect about a 15% increase for 2005.
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Maybe it's just me today but I'm not understanding what the employer is doing. IF the employer is providing the insurances throughout the summer months, then there is no qualifing event. If the employer is NOT providing the health insurance and th…
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I don't know traci, but the "lost in the mail" excuse sound a little lame to me. I would recomend a quick call to your insurance agent/rep to verify the acceptance of the reinstatement. The rep may be able to pull some strings that the on-line app…
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Don's over at FHR's with the steaks helping her move in. I've got to get the beer there pronto!
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As Hunter1 said, do a search on this site. This topic was just addressed about 3 weeks ago & I posted a question similar to yours in October of 03. I eventually developed a policy and procedure & will forward it to you if you'd like. Good…
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"How it reads is the er has 30 days to notify the plan administrators of the qualifying event then the plan admin. has 14 days after notification to send enrollment docs to qualified ee. This totals 44 days." I may be wrong but I think if you look …
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Boy FHR, your life goes from one mess to another - hang in there - it'll get better. As for your COBRA rights (briefly): your former employer has 14 days from the cancellation date of your health insurance to send you your notification letter. The…
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Our health insurance rates rose an average of 15% effective January 1, 2004.
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irenesmsaclaims is right. Under the COBRA regulation, if they choose to continue their insurance through COBRA with you, they must stick with the insurance they chose at your last open enrollment. If they continue with their insurance with you thr…
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I have heard of it and been approached with it. I think that employees need to be proactive in preventing their own identity theft. Without that thought, they may be further relaxed in their actions. Nice idea but not worth the investment for us.
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Forward all the information the employee provided to you over to your workers comp carrier and let them address the situation. Good luck.
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Don's advice is right on the money, as they say. Check CO work comp regulations. Here in Michigan, I would believe your employees incident would be covered under WC. Submit the claim to your WC carrier & let them sort it out. Good luck.
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Don's right AGAIN. File the paperwork since it happened on the job and let the WC carrier sort it out. Part of what you pay them for.
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We simply direct the carrier to conduct the surveillance if we suspected abuse.
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I remember reading about a similar case not to long ago in Michigan that had a law enforcement employee in a training class for the day. He went home for the lunch break & failed to return. Later, they found him home - hung himself. He appear…
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Great information Hatchetman. Thanks for the info.