Hunter1
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Thanks for the advice. Our primary plan is a state retirement plan (we're a local unit of government) and one of the rules of the primary plan is that if you elect coverage it has to be for all employees, so we couldn't take this group out of the p…
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Are you asking about the employee's normal contribution, or the cost of the medical benefit plan? If you're asking about the whole cost, why would you bother trying not to pay for two weeks?
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We've had a very good experience with our 125 plan. We set it up several years ago and have a $5000 limit (set when laser vision correction was in the $2000+ range per eye). We have 250 employees and have 164 of them in the medical account this ye…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-21-03 AT 12:15PM (CST)[/font][p]We have two separate programs, although sometimes there are questions about overlap: Seminars & Training is run out of department budgets, and is intended for the …
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For non-represented employees, we count the original hire date as the 'seniority' date as long as the service is continuous. For represented employees, the seniority date is determined by contract, and is the first day of full time employment.
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This answer bothered me a great deal, so I did some research, and here's what I found: Federal law requires that employers offer employees over age 65 the same coverage as under 65. The employee is free to reject employer coverage and retain Medic…
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Please tell us where this information comes from, administrative rules, or whatever. I'd love to have my group pay secondary!
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I'll be the first to try to answer: Your group plan will be primary as long as you continue to work The employer cannot determine which is primary The employer can change your plan, just like other employees I'm more uncertain about the answer to c…
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Margaret made some very good points, and I'm afraid I can't point you in the direction of good resources, but here's another problem to consider: The EEOC and some case law considers providing insurance up to age 65 or Medicare eligibility age to b…
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The IRS has an age-rated table which tells you how much the life insurance over $50,000 is 'worth', regardless of what you pay in premium.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-11-05 AT 09:11AM (CST)[/font][br][br]Sorry I'm late to this discussion, and I'll admit I didn't read every word of the privacy arguments, but lynn has the answer to the initial question: If the docto…
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Sorry I'm late in posting to this question, but I'd caution you to be careful how you set up your wage continuation program if you can under your state rules. Payments for work comp are generally not taxable income, so if you pay wage continuation …
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Thanks to both of you. Sometimes you're too close to the forest to see the trees. I was worried about ADA and especially our state disability provisions which are more lenient than ADA, but for a temporary problem, you have pointed out the best so…
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Do check your state work comp law. In WI, I don't believe that your incident would be work comp. It has to be attributable to an incident or exposure at work, not just happen in the workplace.
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Thanks. I'd appreciate that.
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Yup, the family has an attorney. Yes, the first report of injury was done to the carrier back when the injury happened, that's how the initial injury was accepted as work related. Yes, our City Attorney is aware of the case. The claim is actually…
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Do you understand how fortunate you are to be in Missouri? In WI, the employee gets to choose their own doctor (two as a matter of fact) and all the referrals they can stand from the first two. The employer is, many times, relegated to the sidelin…
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An interesting question, and I think your labor agreement or past practice may have something to do with how you handle the situation. I have requirements in my posting language that you have to be qualified for the position you are bidding on, and…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-20-03 AT 03:14PM (CST)[/font][p]Safety: Thanks for the response. This was a training issue: employee used a gas powered pump indoors and didn't provide for ventilation of exhaust. Electric pumps a…
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Probably many ways it can backfire, for instance, wage claims (ever work any OT?), the Microsoft (I think it was) case where ICs should have been classified as employees and should have been eligible for benefits which had to be granted retroactivel…
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mjindra: We (employer's group) have created such a form, and I'd be glad to fax it to you if you're interested. No sense in reinventing the wheel. We try hard not to accept any other other form, and get pretty good cooperation from the clinics be…
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I guess I wouldn't use the word interesting to describe it, more like moronic, but it does make cases hard to manage. Employees see their personal doctor who will write up any kind of excuse the ee wants in order to maintain the person as a patient…
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If every employee gets to take their sick leave every time a member of their family has a medical appointment, we'll never have a work force present. Most employees don't use their FML each year, so I generally don't see the advantage of trying to …
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It's a balmy 24 degrees here. Fortunately, we're not experiencing the bone chilling weather the Northeast is. The reason I posed this question is that we have consistently denied FML for medical tests; colonoscopy, for example, and lacking the back…
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Unfortunately, my statistics are slightly worse than yours. We've had 17 employees on FMLA since January out of 250, so almost 7%. Part of our reason is that in Wisconsin, we have 'substitution' in our law which allows employees to substitute any …
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Whoa! Let's slow down here just a little bit. The original poster has received some good advice, and certainly can show some compassion for the employee, spouse, and the situation in general. BUT, there was no need for the doctor or the employee …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-06-03 AT 03:20PM (CST)[/font][p]Thanks for your replies. I had analyzed it like Don did, not legally discriminatory, but dumb, and wanted to confirm that I wasn't missing something. The question was…
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Thanks for noticing. I, too, think it's kind of a dumb policy, but don't know of any reason it would be illegal, or discriminatory in a legal sense.
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Probably controlled by state law or case law in your state. In WI, there is recent case law which says you cannot do what you just did to your non-rep employees. What it basically says is that once an employee 'vests' this benefit (it doesn't have…
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I'd believe that most employers represented on this forum have an introductory period of some length. They can range from 30 days to a couple of mine in union environments of 18 months. I don't know af many drawbacks, but the benefits are that bo…