Hunter1
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We actually have our annual supply already delivered, and employees signed up. I did an email to all concerned and asked employees not in a high risk category to voluntarily take their name off the list. We plan on giving the remainder to our coun…
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Critiques? I've said it before and I'll say it again: Paying employees to go on someone else's plan just increases the cost of providing health insurance for ALL employers as a group. We're just bidding against each other to see who will provide …
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On behalf of the rest of us taxpayers, Thank you very much! This is, of course, a VERY generous policy to have in place. Do you charge retirees 100% of the group premium, or 100% of an actuarially determined cost for the retired group? The retire…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-07-04 AT 03:45PM (CST)[/font][br][br]Do a search on donated sick leave. There have been several discussions. It may not be as easy as you think. Tax considerations, pay, etc. P S Welcome to the F…
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Don't know where to point you as far as a requirement is concerned, but I think there have been some previous discussions concerning this and you might try a search. Is your VP going to refuse to accept payments from a parent who's paying COBRA pay…
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You might check your state case law. In WI, there's case law that basically says that the reimbursement has to be reasonable and proportional to the time spent at the employer after reimbursement. Under our policy, employees agree to the reimburse…
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This is a difficult one to monitor, but our policy is much like yours: If you're sick enough to take the day off work, then it's sick time. If you merely make an appt to see the dr or dentist, then it's personal time. I don't know about VA and SC…
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Unless your unemployment law is considerably different than most, I don't think the employee should be able to draw unemployment at all. In order to qualify for UC, the employee has to be available to work, and it appears she's not. Here in WI, yo…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-19-04 AT 07:50AM (CST)[/font][br][br]Be sure to check your state insurance requirements before you decide to do this. Some states would have you meet the requirements of an insurance company if you'r…
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And, because you could potentially lose the maximum dollar amount that you set (employee spends the maximum early in the year and leaves employment and you cannot recoup the money) you may think it is wise to set a relatively low maximum.
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Since you aren't going to be able to create SPDs, examples won't help much. The SPD basically has to explain the policy in common english so the employee can understand the benefit as opposed to the master plan document which is more 'legalese'. C…
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This is a wide open question, but the employer determines (lacking a labor agreement or contract with the employees) how much of the premium is paid by the employees. It ranges from total employer pay, to, more common, employee pays for something l…
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First of all: Do you have any openings?? Retiree health insurance for employees who have only worked for the organization for five years? Anyway, yes, I believe you can legally set a minimum age to qualify for retirement benefits. Other benefit …
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We're public sector and in WI, so you wouldn't want our copays, but what we have are $5 generic, 10% brand (min $10, max $25/prescription). I'm looking to double the copays in this year's negotiations. If you haven't already, you should look at yo…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-19-03 AT 01:57PM (CST)[/font][br][br]Type 'Merck-Medco class action' into Google and try a couple of the hits. They have agreed to a $42.5 M settlement of a class action suit without admitting guilt.…
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I don't believe there would be a problem unless there's some state regulation. Many employers contribute more for family or other combination plans than they do for single coverage.
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We're self funded and our TPA for our plan does the COBRA administration for $1/ee/mo. We use a regional TPA, so the name wouldn't do you any good. Be careful if you do farm this out that your contract spells out who's responsible if things don't …
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We treat them both as single coverage. That's what they have.
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Three things to consider here: your benefit policies, your insurance policy which may define an eligible employee, and any state regs. Some states mandate insurance coverage at a certain level of employment.(hrs/wk)
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Well, you're going to have to get them from somewhere, but I'd still put some pressure on your TPA's. They have to have some kind of document in order to administer your plans. How are they determining benifits if they don't have a plan? I don't …
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Generally, in my experience, the insurance provider/third party administrator writes the plan document, which then has to be reviewed by the employer for completeness/accuracy. Again, my understanding is that any amendments to the plan document mus…
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As I've said before, and in answer to your question, I frown on it. As employers, are we going to get in a bidding war to see who can pay the most to have our employees on someone else's health plan? One of us is paying for the coverage, and the o…
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As I've said before, Forumites have an open invitation. Just let me know you're coming. Here's the wording from Publication 15-B: "You must include in your employee's wages subject to social security and Medicare taxes the cost of group-term life…
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Thanks for the replies thus far. I believe that employee paid life insurance over $50,000 can result in imputed income based on the IRS table of value of the insurance. If the employee has to pay less than the IRS says the insurance is worth, the …
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We use our EAP as a mandatory gatekeeper for mental health, drug and alcohol benefits under our health plan. If you don't go through the EAP for a referral, there are no benefits. It really pays for itself because employees get referred to the rig…
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Just read a small blurb about the IRS issuing a private letter ruling (LTR 200247050, 8-26-02) concerning the actual or constructive receipt of income for a sick leave exchange program in which employees made contributions to the employer's qualifie…
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Don: What was your experience? At least at your local plant, did you disqualify one or a hundred? One percent?
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Do you have a late entrant provision? If the ee could qualify as a late entrant with no loss of coverage (actual claims) you might be able to get around the stop loss carrier's problem.
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If the employee is still in her COBRA option period, I don't think it makes any difference where the money comes from. If you don't take it directly from her, they could just as well have the doctor pay her and she turns around and makes out a chec…