Caroliso
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- Caroliso
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> Our policy is that OT >>is time and a half after 40 hours worked. > >That is still the law, after reading your posted >words, I get the feeling that you are including >the sick time or PTO time as "working hours",…
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>Actually as long as the Employer has the written >policy about overtime, you can count hours as >follows: > >1. Only ACTUAL hours physically WORKED count >towards your 40 - does NOT include sick leave, >vacation or holi…
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DB (or anyone) can you suggest some language that would go into the offer letter communicating the exempt status? Is something like "an exempt position according to the FLSA regulations" what you say? Thanks, Carol
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If we close the office because of emergency weather conditions we pay both exempt and nonexempt and do not require they use paid time off. This has happened twice in my 12 years here, both were for snow emergencies where the governor declared a sta…
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Good questions, all, although my first response is these questions are valid for all companies, not just yours and mine, so how do government, hospital and public agencies handle these questions? They all have an "essential staff" category who are …
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I would say that's right. We were faced with that issue in our IT department back during the height of growth in IT salaries. Not only did it cost more for entry people, but we felt we had to adjust across the board or risk losing our talented (and…
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Thanks Brad!
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I tried several searches under "salary increase" and "raises" to no effect. Can anyone help? Thanks.
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Okay, I was trying to avoid jumping on the bandwagon but i can't resist any more. Helena? Thanks in advance. fax = 1-617-349-3535.
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Thanks for both your responses. You've confirmed my contention that the right way is to affix a value to the job based on job description, market and internal equity, not based on consultant's rate. Margaret also raises an interesting point -- t…
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Thanks all for your responses. Looks like I need to revisit this policy.
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Marc, I also have mixed feelings about the idea. Where I get stuck is the assumption that more highly paid folks have more discretionary income and therefore should pay higher rates. I know plenty of people at upper levels of income (for us, anywa…
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Toto, I started to write a longer response but I should probably do it in the proper thread. Suffice to say I got a note from a therapist and now the ball is in my court, and it's fallen way down on my to-do list unfortunately.
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That's helpful, Nae. I wonder, if the difference isn't that much, why they do it. Is it primarily for PR value, do you think? I wish we could fully cover dependents, it must be a powerful recruitment tool.....
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That's interesting, Dutch. Can you say a little bit more about the rationale that was used when it was rolled out?
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Your advice to return to the instructions was a good one. I have a hard copy here, and thought I'd poured through it in previous years and hadn't found the answer. I found an answer this time, which says it depends on the governing document for yo…
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Good idea. In MA, 15% for HMO and PPO.
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Yuk! This is the third year of our Consumer Drive Plan, second year with and HSA. The rates for the CDP went up 5% and when it got factored into the HMOs and PPOs the aforementioned rate went from 15% to 13%. We made a tweak to our benefits (adde…
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Several of you posted that if you have both spouses as your staff, you require they take two individual plans. I'm interested in when your policy is to reimburse for an outside plan, and the spouses on your payroll have kids. Obviously it now make…
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>Previous nonprofit life: we paid EEs x dollars >per month (again $250 comes to mind) to purchase >their own health insurance or pay out of pocket Hijack away, Cali! Re proof of coverage, I would think it would make sense to requir…
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I'm surprised not to hear from more people on this. Was my question too broad? Is this posted on the wrong Forum perhaps? Do people not use either ADP or ABRA HRIS's? Carol
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We have 126 employees and for full time staff pay 100% of individual dental plan, plus 50% of the additional costs for family plan. We pay less for part time staff, I think it's 80% plus 40%. We will probably move to a straight percentage next ye…
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A question for you, Safety, or for anyone offering HSAs and prefunding the deductible. If your employeees are paying something for their health plan, do you consider their contribution to be going against the pre-funding, or against the premium? I…
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We added a CDHP option last year and this year added the HSA, a portion of which the company funds. The jury is still out on results, we had very few people elect last year, but more elect this year because the EE co-pays were favorable with the co…
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I JUST logged on to see if there was any information on this on the forum, so thanks for asking the question, Shelley. Right now we have a formula where we pay 100% individual for full time, 80% for part time individual, and then pay 60% of differe…
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Seeley, thanks. Are employees paid any of their accrued untaken time when they leave the company?
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You guys are all exactly right, which is why this has been on my "wish we could do it but don't see how" list for 5 years. Still, it does disadvantage people who don't have built in child care options (spouse/family who can take time, money to abs…
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Okay, okay, I'll take pity on you. ;-) It's a pre-tax benefit that operates like a cafeteria plan. employees can set aside money for the year on a pre-tax basis, and submit receipts for transportation (passes, tokesn, fare cards, vouchers, etc.) …
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>Are you a "covered entity"? Only for our health FSA.
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Thanks for your response NaeNae. That was helpful confirmation of what I was told. One difference: I understood that the focus was on the premium cost, not the employee contribution. That's not your understanding?