Dutch2
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- Dutch2
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We have basically the same requirements of having to work your full scheduled work day the day before and the day after the holiday,. This prevents a lot of additional absences for "extra" long weekends and leaving early the day before the holiday…
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We are the same as FunHRBanker: We cannot force an employee to use medicare as their primary if they are eligible for health benefits with us. When we change the status of a full-time ee to part-time we pay them all accrued vacation that they have…
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Yep, they are eligible for the full amount they pledged. We recently had this happen to us. Ee pledges to put in the maximum amount she is allowed for the year, she has surgery in February and decides not return. We had to pay her for the full am…
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My better half has this at the college where she works. Same thing - after seven years of continuous emploment they can apply to take one semester off on Sabbatical. They are to use this time for research, writing, studies, etc. If it is approved…
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o Qualified Plan (Enter amount of after-tax contributions - $ _________) o 403(b) Plan If no amount is entered, after-tax contributions will be assumed to be zero. o 457(b) Government Plan o Simple IRA that has been in existence a…
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I sent the question to our TPA that handles our 125 plan. They responded we could do it two ways: either divide the ee's amounts by 27 or as some have suggested you skip a pay period. Either way will work for them. However they prefer dividing by…
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If anyone is putting in the maximum amount for their 125 plan for the year an additional payday would put them over the max allowed. Same for any other "benefit" with max limits. Such as 401(k) etc.. This could be fun to try and straighten out. …
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We do not force our ee's to use vacation. But, if the ee is out due to illness and they have no sick time, then they can use vacation time to make up the missed income or they be off without pay.
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Our program has been 90 days for some time and since this just exceeded the FMLA requirements we have maintained same.
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I came across the following on another site: "The IRS instituted a proposed regulation, subsequently enacted into the Tax Code by Congress, that required Section 125 plans to not allow the deferral of income from one plan year to the next with the e…
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Yep... you are correct. That is the biggest risk to the employer. Over the past few years we have probably averaged out. Some years we go in the red and some years there is money left over/not used; which then belongs to the employer and does not…
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Check with your health insurance provider. By letting them know that your doing so and asking for their help it could help with our overall cost. We are currently looking at adding a program associated with a fitenss club. They have some certif…
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We pay 100% of the ee cost and 50% of their dependent cost. This cost is a set amount depending on coverage: dep. only, child, family etc... We do have our deductibles set up in three stages based on annual wages. The more you make the more you p…
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Hopefully someone will respond that knows the asnwer. In the mean time... Do you have a company that does the tax forms for your company every year? If yes, they may be able to tell you. Or the benefit company may also be able to help. Our TPA …
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Guess we are more in line with the image of the "Blood Sucking Bankers" as we dropped all retiree benefits several years back. When our Board realized how much this coveage increased our overall benefit cost, our retiree benefits went by the way s…
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We set the limit at two hours business use. If an ee uses their personal phone for two hours or more per month, we issue them a company cell phone rather than reimburse them for the use of their personal cell phone. At one point we went so far as t…
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Frist thing... she needs to talk with the HR person at her employer and check their plan document. Our plan is the same as the others have mentioned; once the money is in, pre-tax, it can't be used for anything else and if it is not used for an exp…
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I believe we are similar to EWart. Back when we had a fully funded outside health care policy, part of the plan agreement was that every eligible employee would be enrolled in the plan, no exceptions. This way United Health Care or Blue Cross made…
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Thankfully... I have not had to deal with this type of situation, but as others have mentioned; please keep us posted as only the Shadow knows what lurks in the heart of man; or woman in this case. We are also in the State of Missouri and our poli…
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Our system is set on the calendar year. I would really like to change it to anniversary dates. Our biggest opportunity is our vacation time does not carry over from one year to the next. You either use in during the calandar year or you lose it a…
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My "quickdraw" reaction is if she meets the requirements for health benefits then she should receive the benefits same as anyone eles. Anyone outside your company would have difficulty understanding why she would not be eligible. Is she likely to c…
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Thankfully where I have been for the past 10 years we have not had a death hit so close to home. However, in a previous life, we allowed what you mentioned when the death was a co-worker or the spouse or child of a co-worker. We allowed anyone th…
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I agree with Marc. However; check your plan documentjust to make sure. It will probably tell you if you can or can't and if the plan year is a calendar year or some other arrangement.
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I believe our ee's have 3 to 3 1/2 months in 07 to turn in all of their claims from 06; but as Anne stated it is the date of service that counts.
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We set the limit at $3,000 for medical and $5,000 for child care. Hope this is helpful… According to our plan. Qualifying Medical Expenses include only those expenses that are defined as medical expenses in Internal Revenue Code S213 and not reim…
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They did not come in...
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We do something similar to this. The ee medical deductibles and total out of pocket expenses are based on wages. We have a three tier program. The first tier has a $250 deductible, the second a $750 deductible and the third a $1,200 deductible. …
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We received a call from our County Health Dept. yesterday that they are out and do not expect to receive anymore. This may just be a problem with our local county officals not ordering enough.
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We pay them rheir regular wages for this civic duty time. We also allow them to keep any compensation they receive from the court for serving on the jury. I know of other companies that pay the difference in what the court pays them and what they…
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Do you handle the 401(k) completely in house? Our TPA is some help at supply materials to cover with your employees. We have always had an outside Fiduciary firm assist with our plan and they are in fact a co-trustee of the plan. They are our exp…