Ethel
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- Ethel
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Comments
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JUST FYI: the blue menu problem has not been fixed yet. Know you have lots of problems to address, but this one is really annoying. Thanks for letting us know the situation and that you are working on fixing problems.
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As someone stated, nothing on the internet is truly confidential. I think those of us in HR who come to this site for assistance, information and sometimes a good laugh, should be cautious about how and what we post and leave the site as is -- I vo…
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BUSH
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Yea, Bush is ahead with the Forumites but most important he is still AHEAD with the Electorial College. So maybe Kerry should worry a little?!?
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Thanks to all who helped with info and advice. I have a draft ready for our COB to approve. Couldn't have accomplished it this quickly without you forumites!!! P.S. Shadowfax - Congrats and you should be proud!!!!
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Our bonus amounts are taxable (Bummer!!)
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Is LTD pay for 4 hours and salary for 4 hours an option?
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Yes, the position (which I stated was not Bookeeper) does make independent decisions and handles multiple state and fed. regs. So guess that I focused on the ADP Payroll portion of the question and should NOT have responded because the position her…
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Yes, Pork, it is exempt. She also handles our 401K and as I mentioned, we don't have her classified as a bookkeeper, but her main focus is ADP payroll + other "Stuff" i.e. 401K, etc.
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In Tx we have similar position (different title), employee has 8 yrs exp. and is in the $40,000 range. Probably a lot higher in your neck of the woods.
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Thanks Pork for the info. In my opinion, the job in question is NOT exempt. The job entails 60% or more manual work (mfg. co.) and following explicit procedures and formulas. However, the argument is that he meets the salary requirement and he su…
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Thank you for your informative responses. I wasn't thrilled with the changes involving the forum and then I "ponied" up the fee -- I couldn't do without the good direction, empathy, and information that I had gotten used to receiving. What we deci…
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Thanks to all who responded, I am now "learned" about this subject and I am Loaded For Bear!!! Thanks folks, appreciate the help.
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I'm going to have to bore you with details so that you can help me. In our mfg plant, the plant mgr. has classified an employee as a "department manager" and exempt. Now although, what he does has been "learned" over a long period of time - it wa…
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We give a one time cash bonus award. The "one time" doesn't mean they cannot receive another one, just that it is not automatic or guaranteed.
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TO GENO - The "angst" is that when the other coverage was cancelled, the employee asked if he could add the child and then delete her if his appeal was granted and coverage was re-instated. My interpretation was that yes he could and I told him so…
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kind of complicated, but the state was decreed to have responsibility for coverage. There was a "screw-up" and the coverage was cancelled.
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I should have included that this is part of a section 125 plan and when you can or cannot drop is regulated. Terminations, resignations, life syle change, marriage, divorce so forth are permitted to be dropped or added.
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Thank you so much. You both got me going in the right direction and I now have enough info to present without looking totally clueless. Thanks!
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Like everyone is saying, handling Pregnancy like any other illness the is best way to go for the company. It removes the discrimination issue and and employee is fairly treated. Our company handles this issue under our STD policy and the STD time …
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We are with Prudential (formerly CIGNA) and we have a one time $50 fee with a maximum of three active loans.
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What if vacation accrual is by length of employment (i.e. 1 year 2 wks, 10 years 3 wks, etc.)? Does anyone who has a length of service accrual stop vacation accrual if an employee is out for 10 or 11 months?
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OOOOOOOOOOOPPPPS! Forgot to say that the turndowns are cashiers, personnel who will handle cash and merchandise at remote locations.
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That's ok on the "ouching"it was worth it for the laugh and sage advice. This statement was put in by a labor attorney. I think that the vacuousity (did I make up a new word?!) was an attempt to give the company some wiggle room. Guessing -- don'…
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OUCH! But thanks for the advice.
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Am updating handbook and it presently states that "conviction of a felony are grounds for termination". The reason I said "automatic" is that we terminate for reasons listed in the "Grounds for Termination" column. I was wondering if this could re…
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Since all I want to give is notification of termination of benefits but not extend coverage, I'm thinking that just having our TPA send out HIPPA Certs of coverage will serve this purpose and suffice. Any thoughts on that?
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You are right there is no QE under COBRA. But, if the custodial parent does not know the coverage has been cancelled and the child has an unforseen illness or accident -- A. There would be an attorney out there that would come after us for neglige…
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Yes it is a company funded STD plan. Our LTD has a policy, so they have the final determination there. Besides being company funded, there really is not a formal plan document. It is administered off of the info in the handbook.