E Wart
About
- Username
- E Wart
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Where I have worked in the past we were paid bi weekly. Our group insurance premium was divided into 24 payments (or 12 months/2). The payment was taken out of the first and second paycheck of the month. If there was a third paycheck (like there…
-
E Wart I have been corresponding with Annette Rowland (annette.rowland@state.tn.us)regarding rest break and lunch break questions. She has been most helpful. (I had read/seen that lunch breaks after 6 or more hours were required for minors only. …
-
THis is very interesting and news to me. One thing I wondered... in some states you can't begin drawing unemployment until severance is over. Others, you can "double dip" draw both at the same time. I wondered if this would make any difference as…
-
Are you trying to find out if someone else does it the way your employee said or if you are doing it right? I don't know what difference it makes as to what your employee said. Just explain that that might be the way his former employer did it, bu…
-
Helena, I know it has been a while, but I too would love a copy of your hidden bibenefit statement. Do you do this or is it a bought program? 770-981-3345 Ellen
-
Thanks, we are making changes (that is what triggered this analysis.. I know we need it.) However, in getting into it, the 125/IRS law is so very limiting. I hadn't even seen a Form 8832 before. I even called in our GM who should be using this on…
-
Thanks "Needs coffee", this is what I was trying to say, but you put it much better. E Wart
-
I always have to think this through but pretty sure I am correct. If someone has COBRA and are offered "similar" coverage, they are no longer eligible for COBRA. However, if someone is on Medicare or other coverage when they could still elect COBR…
-
Thanks for your input. sounds like you and I are on the same track.... I hadn't looked in forever either. Sounds like your step children aren't covered either unless living with employee (51% of support... or that EMPLOYEE has court order, which I…
-
Do you require the "court order" to be a QMCSO on the employee (which is almost impossible if step child) or do you take any type of court order? Also, since your guidelines may not fall within the 125 plan, if you have one, how do you handle the Fa…
-
I am not sure about state laws (we are self insured), but I understand that it has to do with how your policy is worded. (I know we got into this several years ago because we have first day of the month, after 90 days of employment waiting period.)…
-
I would be extra careful if you even think about "paying the employee what they "save the company" when they don't take the insurance. We have had employees ask about this. My response is that this is a benefit, just like vacation, holiday, etc i…
-
In my former life I wrote and set up the PTO Plan. I loved it and would highly endorse it. Our employees loved it, once they got used to it and understood it. (Took about 6 months.) It is very simple to administer (all the stuff people said). I…
-
Just wondering how you will know so you can "enforce this"? (I am one of those "doubly insured", for a lot of reasons that I won't go into (and not because I have medical problems) but I rarely use either and almost never my husband's coverage.... …
-
Is her "second casual 2 day a week job" regular or just a temporary assignment, usually less than 6 weeks or so? If regular, I would add her, if "temporary", I wouldn't E Wart
-
125 "POP" forms are completed only each time the employee completes a new/change group insurance form. If they don't change their group insurance for five years (and we haven't had a re-enrollment where all have to re-sign up), they would have only…
-
I am not legally trained in this matter, but this is what I have learned over the years. First, was your employee given previous notice that they are supposed to notify you when an event happens (do you or someone send out initial letter to all new …
-
Limit's for 2006 vs 2007 Compensation limit for allocating employer and employee contributions (and any reallocated forfeitures) 1 $220,000 2006 $225,000-2007 Defined benefit maximum annual benefit $175,000-2006 $180,000-2007 Defined cont…
-
We "make up their loss" of wages for the first 2 weeks. Then we pay 1/2 of normal wages for the next 2 weeks and then "cut them off". You had better check your state. There are different laws in different states. Some require it or something lik…
-
I came to my present company in 2000. We had a TPA and a bank handling our backward plan. That was the first thing I did. I conducted a review and went out to market. I received proposals from a mixture of about 10 different companies. We had t…
-
Yes you are correct. You have to look at the Wrap document" which is the one actually filing the 5500 since it is the one with more than 100 participants. E Wart
-
This has been available through the GA Chamber (or Atlanta one, I forgot which) for years. I haven't made use of it because haven't needed it. I worry a little about being lumped in with others who you don't know and can't control. However is a w…
-
We are similar to most of the respondants. We have a national "agreement" with Walmart and National Vision Center, a company that has the optical dept at some of the Walmart locations. Employees get a form from us showing that it is ok to bill us f…
-
I know you can (and people often ) do this. However, I personally don't agree with it. I look at insurance as a benefit. If the person doesn't elect it (need it for what ever reason) they loose this benefit. It is like if they get vacation/sick…
-
You are up the creek. There is really nothing you can do. This is the risk for health care spending accounts. Hopefully, you will have some folks who participate who don't use the entire amount and this will help to off set it. This is why we hav…
-
I have never been in favor or "rewarding employees for being at work". Isn't that what you pay them for (to come to work)? If you want to give them a T shirt once a year or something that is fine... but give them days off for doing their job prop…
-
We too are self insured. I asked our broker the same question recently. They said 7 years should be enough, but for some reason I don't feel comfortable with this. I think I am going to do 10. E Wart
-
You may want to be careful. I understand that there is a new federal court ruling on overtime for sick pay out at termination. You might get hit there as well. (Something with a firefighter I think.) E Wart
-
I just saw this. I don't know all the time lines, but I know that the employee has a limited amount of time to notify the employee of changes (30 days from date of event in our policy.) They do have to provide proof of change (divorce papers.) If …