Betty I_O
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We also follow the government rates.
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We allow retired employees to continue to work, but only on a per diem basis and for no more than 20 hours per week. If the employee's rate of pay at the time they left regular employment exceeded the maximum for the established salary range for th…
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Our sick time is capped at 520 hours. This works out to three months, which (for eligible employees)is the waiting period for our LTD benefit.
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The two open enrollment periods have no relationship to each other nor to whether this employee's husband can come into your plan. Linda is correct--it has to be a qualifying event to allow him to enroll before your next open enrollment. She also…
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He should be able to opt out of his plan outside of his open enrollment period.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-03 AT 12:37PM (CST)[/font][p]I'd interpret it the same way. However . . . are you covered by FMLA? That is much more generous than your plan and allows leave up to 12 weeks for the placement of …
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Going to the doctor doesn't fit any definition of short-term disablity I've ever seen. We do not pay sick time for doctor appointments; the employee can used accrued personal, vacation, or holiday time for their appointments. If they have none o…
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The employee's personal situation concerning LTD will continue to be reviewed by your carrier for that benefit. Termination of employment will not, in and of itself, affect the employee's long-term disability benefits. The employee was disabled and…
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We offer non-exempt employees the opportunity to receive a higher rate of pay if they elect not to participate in our benefit program. The compensation for employees who elect our "Wages without Benefits" program is 20% higher than their rate of p…
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Mandating COBRA for a non-FMLA absence is something I've not heard nor read about . . . Many states have adopted their own laws, sometimes known as "mini-COBRA." Could it be something in your State statutes, which can (in some instances)mandate othe…
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If your policy is to terminate after the twelve weeks of FMLA expire without an employee returning to work, you can terminate the employee. The employee's personal situation concerning LTD benefits will not be affected; the disability began prior t…
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The law grants an exemption from COBRA to the District of Columbia, Federal employees, certain church-related organizations, and firms employing fewer than 20 people. (The IRS has said that employers must figure part-time workers into their employee…
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You do have the responsibility to provide the departed employee with appropriate COBRA notifications--what he/she does as part of their new employment arrangement has no bearing on what you must do.
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We also are self-funded and offer both a PPO and an HMO to our employees. Our approach was to work with both carriers to change plan design; i.e., raising co-pays (including pharmacy), applying co-pays to things previously without one, limitng fe…
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We do bring back retirees, but not as part-timers. The retirees are terminated and all accrued time is paid out to them to their date of retirement, according to the applicable policy. They can be rehired on a per diem basis, meaning they are cal…
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We also allow 1/2 hour increments.
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We also employ fee for service and contract employees (LICSW, LMHC, PhD, MD)in a not-for-profit community-based mental health organization. Although not eligible for welfare benefits, such as the medical and dental plans, etc., they are covered b…
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Convince me this is true, too! We just had a similar situation in one of our affiliates; our local Employers' Association labor attorney advised us that we did not have to count the temp time toward FMLA.
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If the employee (male or female)qualifies for and is placed on an FMLA, they are entitled to twelve weeks for adoption. It is only when both husband and wife work for the same employer that the full amount of leave is limited to an aggregate of 1…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-15-04 AT 06:40AM (CST)[/font][br][br]A "key" employee is a salaried eligible employee who is among the highest paid ten percent of employees within 75 miles of the work site.Under specified and limite…
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Great response, Popeye--consistency IS the name of the FMLA game! If the paperwork is completed and submitted with the requisite medical certification, we put the employee on FMLA. We don't want to play MD and try to second-guess the certificatio…
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Do your VP's know what HIPAA, the Privacy Act, and PHI are? Have they been trained in these regulations? If so, they should not be asking for the medical information for your FMLA or other on-leave employees. We provide about what you do to our m…
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There also is a Small Necessities Leave Act in place in Massachusetts, which allows 24 hours time over and above that taken for FMLA. Eligibility is the same as that for FMLA, but the provisions to which leave applies differ. There is one portio…
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The medical diagnosis should be left to the physician treating the woman. If she provides the appropriate documentation from her physician, this employee is entitled to FMLA (providing, of course, that she has worked the required number of hours, e…
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We also return employees to the same job in the same location. You say you are returning her to the same position with the same pay, etc. You did not indicate why it will be necessary to transfer this employee. (Will her position no longer exis…
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Provided your employee has satisfied the hours/service requirement for FMLA, she would be eligible. A "serious health condition" could be either of the two examples you've given (your employee will be incapacitated and under the treatment/supervisi…
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We also had an incident with an employee seven days shy of the one year. We allowed them to take some vacation and personal time to cover the intervening days, but would not budge on the FMLA eligibility. Once you compromise, you've set a precede…
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Do not back date it.
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You also may request medical re-certification from the employee no more than every thirty (30) days.
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If you feel uncomfortable about possibly seeing something about an employee's medical condition on a completed questionnaire, you may want to supply an envelope in which the employee can put their competed questionnaire. They then can return it to …