Down_the_Middle
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I'm surprised this issue isn't already addressed in your plan document or insurance agreement, but.. Assuming there have been no expenses incurred I would earnestly inform the "carrier" that coverage should be termed as of XXXXXX and your org re…
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In the absence of addt'l information I'll have to assume that your annual open enrollment permits eligible employees to opt in or out at their discretion. The employee who dropped coverage would be permitted to do so. Offering an allowance (in lieu…
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The absence of being required to offer COBRA type continuation for the spouse is likely due to this being a very small employer (
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On the surface it appears you're under no obligation to treat her any differently than those re-hired >1yr. We permit employees who return w/in 6 mos to be restored to their prior vacation accrual rate and proceed into the future. More than 6 …
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Geno's response just arrived on my PC and IF his add/drop examples are governed by IRS qualifying events, then I sort of agree. IF he's suggesting that the plan can add or drop at the employer's discretion, that my be permissable if there's no pre-…
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At the risk of responding w/o asking a zillion more questions, I believe what you experienced (child now has state offered coverage) is clearly a qualifying event and warrants the employee coverage change ----------- a court decree establishing an e…
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jarcher: Your "cash in lieu of benefits" issue is more likely an IRS section 125 matter (federal). Adopting such a full blown pay-in-lieu-of program will require you to have a qualified type of plan, plan document, annual elections, etc....... May…
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Until some years ago, I always felt handcuffed by the typical bereavement policy. Balancing the issue of sympathy and employee accommodation vs. an automatic "X" days off w/pay. Following the successes with labor union contracts on this issue, the…
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The reg's will tell you to treat the dollars (for which no receipts are avail)as lost and become property of the MSA fund on the same basis as funds not used within the time period. Whether or not you choose to do this----or refund the entire amoun…
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definition you use for "non mandatory"????
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It's permissable to do whatever you think makes sense, assuming it's not illegal or discriminatory. You don't mention whether you have a flex comp program offering some employees different benefit options........ Presumably your decision to offer…
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Don's right on target, as usual. Anything your employee agrees to tell you is not protected by HIPAA. Supervisors have legitimate business necessity reasons for inquiring about the illness of an employee for a ton of reasons and if those rights ar…
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This sounds as though it may be the 1st time for such a situation and granting the employee "credit" for prior service can now become your future practice. Be consistent in your future decisions and this s/b a non issue.
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If you have an ERISA plan, you'll be required to recalculate the retirees benefit if they are permitted to work more 1,000 hours per year. Your plan document should govern how this s/b handled. If you do not have an ERISA plan (some employers refe…
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I stand corrected, Pearce. Tks
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$5,000.00 is the max for unreimbursed medical spending accounts.
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We pay the insur company-----------I suspect the rationale for this is simply that it has worked in the past and no one sees any reason for changing it. Not very scientific, but it is what it is!
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Why would you require the spouse to do this? (other than the obvious convenience of employing both of them.) The employee is the one who has the decision to make. Don't require the spouse to do anything, except report for work and do her job.
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With some frequency we see this. Our self-funded plan does not pay claims after 12 mos and that sometimes results in the provider billing the employee. This is almost always due to poor office billing practices and when new staff are hired, they'r…
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Yes, she's still eligible for COBRA coverage through your group plan. Remember, COBRA requires you to offer the same level of coverage she had at the time of the qualifying event and for you to substitute the other employers coverage would expose y…
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You've not provided enough information to offer a meaningful response. I'd suggest the employer check with their local accountant or legal counsel to better understand their obligations. This dilemma is an IRS issue and while probably not a catastr…
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We do. Mostly to avoid the state's view that the termination was involuntary and therefore entitles the employee to u/comp.
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The benefit, I'm told, is the retention issue that is expected following the surgical procedure. Rather than the employee terminate after incurring an expensive procedure, the employer believes the work agreement will be a quid pro quo for offering…
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Unless your "consultant's" are regarded as employees, you're likely going down a road that is fraught with pot-holes!!!!! The gesture to offer the non-employee (consultant) was commendable, but also risky if you do not do the same for others in th…
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I agree with your comment about changes in day care cost, but I thought a different question was being asked. The employees reduction in hours must involve a change in status (FT to PT) and affect eligibility or coverage. The plan document, as yo…
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The employer is correct. A simple change in scheduled hours does not qualify for a mid year change in deductions. The reduced hours must be so substantial that the employee no longer qualifies for the DCA or results in termination. Use caution ab…
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At my former employer, we had an Employee Crisis Fund that was used for ee's to obtain cash for catastrophic life events. Employee's contributed to the fund via P/R deduction and ee's applied for assistance and then were subject to an interview by …
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Assuming the benefits package continues throughout the payment period (as a current employee), COBRA should commence at the conclusion of the payment period.
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I do not believe this lady is entitled to any cash as "damages" for premium payments not made on her behalf. To do so would be to convert her non taxable health benefits into taxable income and that seems goofy to me. I agree with Theresa's questi…
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I believe your obligation to offer these people continued coverage is set by your number of ee's, vs. number of participants. Yup.... I think ya gotta do it!