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We only allow employees to opt out if they have other coverage. We pay them a "bonus" for not being in our plan, equivalent to 50% of what the ER pays for single coverage.
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Excellent point Ritaanz. As much as you'd like to keep her based on her wishes, I think it's a bad can to open. We put a max on vacation carry over (10% of time earned in the preceeding year), personal days do not carry over, and sick days can acc…
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Looking back to your first post, I'm a little confused. Does she still want to be eligible for your benefits or just Medicare? If I understand Dutch correctly, you wouldn't have this issue if you simply paid out her accrued time (in accordance wit…
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I agree with Nae. This is a bad idea! We have changed our PTO system (we have separate vacation, sick, and personal time) to an accrual system. If an employee terminates before the time is accrued, they must pay back any unearned time they've use…
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If you count PTO as hours "worked" for the purpose of determining eligibility for other employees, I think it would apply here too. I fully understand how hard this situation is...and how easily it can come back to bite you!
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With our plan, Medicare cannot be primary if the EE is eligible for our benefits. Though your proposal sounds good in theory (at least to the semi-retiree!), I think it will be a nightmare. Let us know what happens! We had an employee retire a fe…
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We require a form back from everyone so they can't say they didn't know about the benefit or weren't offered a chance to participate. This year we're doing strictly internet enrollment and there is a button for non participation. We only have 75 e…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-02-07 AT 02:45PM (CST)[/font][br][br]I agree with Nae. Our termed employees have 90 days post term to request reimbursement for their expenses incurred prior to their term date. They have access to …
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We too state annual salaries as a per pay period amount for the same reasons. Pay periods fall when they fall. Everyone is still being paid bi-weekly and the same annual amount they would have had in 26 payrolls. Their section 125 deductions are …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-07 AT 12:13PM (CST)[/font][br][br]Yes, we divide the salaries by 27. We are an at will state and have no contracted employees. The employee is still paid the same annual amount (obviously). Ever…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-07 AT 12:12PM (CST)[/font][br][br]We too will have 27 pay periods in 2008 (woo-hoo). We're dividing everything by 27 (deductions, salaries, etc.). 401k is done by percentage only so no issues the…
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This is in the election form. Our payments are always due on the 1st. If they have late payments, you can terminate their COBRA (of course, they have a grace period also).
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Do you have a self-funded insurance plan? We do COBRA in house, but are fully insured. I do not invoice COBRA participants. It is their responsibility to submit payment in a timely manner. I would not send monthly invoices.
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She has a balance from 2006 that she wants reimbursement for in 2007? Our flex company would not accept just the statement from the doctor. They want EOB's or bills with specific dates of service and explainations. Carryover is not reimburseable …
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With our plan, Medicare cannot be primary if the employee continues to work enough hours to be eligible for the plan.
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The issue is her attitude and the effect thereof, correct? An approach of, "I understand that you are not happy with this change, but it is what the company has gone with..." then continue with how her behavior is affecting her employees and the en…
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I think many business are going this route. I see where the ex-employees are coming from, but they don't see where we as the employer are coming from. More and more aren't taking our supplement and finding other, less expensive coverage.
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On the flip side, we do offer our employees a cash benefit for not taking our medical insurance; however, they must be insured. We pay half of what we pay for single coverage to the employee on the last payroll in December (pro-rated based on numbe…
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So essentially under this policy anyone sick would either not be paid for that/those day(s), or would have to use all 5 days of vacation?! To me that sounds beyond ridiculous. To be honest, 3 holidays and only 5 paid vacation days sounds ridiculou…
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We just changed to an accrual system at the beginning of this year for new employees (effective Jan. 2007 for current employees). We held an employee meeting in February outline the plan and answered questions then. Our policy is very long (3 page…
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I know a lot of plans cover employee only unless the ee wants to pay the full amount for family to be added. It sounds like that's basically what you want to do.
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E Wart- That's exactly how DCRAs work. The employee can only be reimbursed for up to the amount that has been contributed.
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Our sick leave policy defines and immediate family member as spouse, children, and parents.
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You are correct that dep. life premiums are not pre-tax. Our dep. life policy has a $10,000 death benefit for spouse and $5000 for children. I haven't seen any regs on taxing those amounts. Life insurance policies over $50,000 are taxable.
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We would like to have a full "cafeteria" plan outside of medical insurance. We're looking into a HDHP in which the ER would pay the entire amount of premium and then offer say $3000 for the ee to spend as they choose (put in HSA, buy extra life ins…
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If someone simply drops a dependent from their coverage, it is not a COBRA event. However, I think there are regs regarding dropping a soon to be ex-spouse. I'll keep looking and let you know if I find anything.
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I agree with Larry. I don't believe you can force the ee to pay the balance of their FSA and I know that you can't force them (and they can't volunteer) to repay a negative balance. COBRA must be offered only if there is a positive balance in thei…
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Anyone working at least 20 hours per week qualifies for our benefits. The medical and dental premiums are prorated based on their hours. After 2 years of service, they also earn vacation based on total hours worked in the previous year. 1300+ hrs…
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We currently offer a cash benefit for those who do not enroll in our medical plan. They must submit proof of other coverage before they are paid, and must be with the organization at the end of the year to receive payment. We currently pay half of…
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Our policy allows for 3 days funeral leave for immediate family (defined as the ee's spouse, parent, child, sibling; the ee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren) and 1 day for someone oth…