LindaS
About
- Username
- LindaS
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I agree totally and I advise any employee wanting to drop coverage for that reason that it is not a good idea and all the spouse needs to do is have her attorney contact a judge and a court order will be completed in no time. I actually had a situa…
-
Don - most plans I have dealt with have been self-insured and have allowed changes to an ee's policy whenever they have desired (the first of the month following, that is). It creates an administrative nightmare but I have contacted the TPA for the…
-
My experience has been that an employee can drop a dependent whenever he or she chooses unless there is a court order telling him/her otherwise. In EVERY instance I have been involved in where an ee wants to drop their spouse due to a divorce, as s…
-
Not sure about the state of MO but in Wisconsin you are required to keep the records for three years from the date of termination but it is recommended to keep them for six years from the date of termination. In addition, documents used in the prep…
-
We allow supervisors/managers to transport employees as long as the injury is not severe enough to warrant an ambulance. They are all trained first aid responders and the local hospital is about 2 miles from the plant. We also require a supervisor…
-
I once had a situation with an employee who was on a "last chance" agreement and called in stating that her child was ill. We weren't going to terminate (it was also a union shop with a no fault attendance policy) because to do so, we felt, would h…
-
I agree with Don but with one addition - on the notepad that you have jotted things on, make sure to make a list of points you want to get across because thing can get sidetracked and you want to make sure you have have provided all relevant informa…
-
Last year we tried implementing an employee handbook for our bargaining unit employees with an "at-will" statement and were informed that it had to be removed due to the collective bargaining agreement which spells out, in more detail, terms and con…
-
I agree with Don regarding the postings. Our company policy states that all postings must be approved through management prior to going up. If a posting is found on the boards that has not received approval, it is removed. Your supervisors should…
-
Our policy manual states that an employee who has had a contagious disease (chicken pox, measles, etc.) is required to provide a doctor's slip allowing them to return to work before they will be allowed back. Hope this helps!
-
I agree with what the others have said regarding what to claim - I was always under the impression it was their decision. One additional thing to mention was that I was also under the assumption that when an employee claimed "exempt", a copy of the…
-
Health insurance for employees must be maintained while wmployees are on FMLA as long as the employee pays what would normally be their portion of the premium. My understanding of the FMLA law is that coverage CAN be discontinued for the employee i…
-
I like Balloonman's idea about lunch and I never even thought about a first aid kit but that is a great idea!!
-
When I am completing a background check for a potential employee, one of the items that is automatically checked is the SS#. They (the company we outsource this to) are able to tell me immediately if the number I give them is valid. I actually had…
-
The letter you received from SSA should give you pretty straightforward instructions on what to do. If memory serves correctly you have to notify the individual that you received information from SSA that there is a problem and provide them 30 days…
-
I would go ahead and terminate her. There's no way she can claim she didn't know the check was an error and that is not the kind of person I would want working for me. Regarding her paying it back, I think the best chance you have, if she can't or…
-
It is my understanding that you cannot refuse to hire someone whose criminal background check comes back with convictions unless you can prove the conviction has something to do with the position for which they have been hired, for example a person …
-
When I interview a candidate and feel that they may be a possible candidate, I ask them to complete the background authorization form and tell them what type of checks we do. I then only run the checks on those who make the "final cut". I have lea…
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-21-03 AT 07:28AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 02-21-03 AT 07:28 AM (CST)[/font] Don't know about CA but in Wisconsin if the employee is ready and available for work an…
-
In a company I used to work for, we encouraged direct deposit by offering to open the employee's checking account for them (this is a smaller town and we used one bank exclusicely). What we did is provide the employees with the necessary paperwork …
-
I agree with Rockie. When you are hiring an exempt level employee, you are hiring them to do a job regardless of the amount of hours it takes them to do it. Not only is it illegal to deduct from an exempt employee's check (with a few limited excep…
-
Why won't the carrier sign off? Has she reached an end of healing or is she still being treated? Is is because they want her to be examined by one of their physicians? If there are questions regarding the validity of her claim the WC carrier will…
-
Not sure what your state laws are but I have directly hired temp employees before. These are employees that are hired for short periods of time (usually not more than 3 months) due to production needs. They know they are temporary when they are hi…
-
If her performance is below standards then I would address that regardless of her work restrictions, and I'm assuming those restrictions are medically documented. Regarding UI, I also live in one of the states that is very "pro employee" and have h…
-
We have both flex-time as well as an attendance policy in place. If you would provide me with your email address I will forward a copy of both to you.
-
Our plan states that ALL individuals MUST carry at least single coverage regardless of other coverage. The only exception to that is if we have a husband and wife working for us and one person carries employee plus one coverage. The employee also …
-
We make available pain relieving medications (both apsirin and non aspirin) to our employees. These are packaged individually and are available in our first aid room. They are provided at no cost to the employee and we have never run into a proble…
-
I never take a bet with SOOO many odds against me!
-
I want to thank everyone for their response and I agree with what was said regarding creating precedent in a union environment. Luckily this employee took the voluntary layoff that was offered to him which DID NOT create any type of precedent so I'…
-
Does your policy state 32 hours or an AVERAGE of 32 hours? Ours refers to their normal work schedule of hours so when we have a light workload their insurance is not affected.