LindaS
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Comments
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I agree that the husband would not qualify for COBRA under the wife's plan since voluntarily dropping coverage is not a qualifying event. If your plan does not allow adding the husband to the coverage I would recommend having the wife find out if s…
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I would agree. The voluntary dropping of coverage would not be considered a qualifying event.
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Ditto to Mushroom unless the person qualifies as disabled and they are in their 11 month extension and during that time you can charge 150% of the monthly premium.
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I don't think the two different open enrollment periods matter. In absence of a qualifying event the employee should not be able to make any changes to her coverage until the next open enrollment. As far as the step child, you will need to look at…
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The risk above is the risk employers take when offering FSAs and that is why most employers have limits. As far as deducting the remaining monies from the last check, I would NEVER think of deducting something from an employee's check without their…
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I would interpret the policy that a person adopting a child would be eligible for the paid leave the same as if they were giving birth.
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I agree with Betty - STD should not be set up to pay for time missed due to a physician appointment but rather time missed due to a qualified disability. What qualifies as an illness or injury should be defined in your policy but would not include …
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I agree with Hunter - the SPD is what the TPA uses to determine payment of benefits, etc.. Basically the SPD is the insurance policy in layman's terms so that all participants know what is covered and how much as well as limits, etc.. If your TPA …
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As for canceling her insurance, unless you have some type of policy that maintains her insurance, you can go ahead and cancel her insurance as long as you provide her with a 15 day notice of cancellation. As for her position, what was the agreement…
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You have the right to terminate their coverage since they have not made the required payments. I always make one "last ditch" attempt to collect the monies before I terminate their coverage. The letter I sent informed the ex-ee how much they owed,…
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Aingram - I have been unable to find anything that allows an employer with FSAs to elect NOT to allow this benefit. I even spoke with our TPA regarding it and was informed that since the IRS has decided OTCs are reimbursable, we are required to ame…
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Agree with Pearse - this person has the option of staying on your COBRA coverage until their 18 months runs out.
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I agree with SMace - by waiting 8 months without trying to find out WHEN she can return to work you may have set a precedent that you will need to follow in the future. Before terminating her I would have a meeting with her to determine IF AND/OR W…
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We are self funded as well and pay for maternity leave. The physician will state that the employee is, in fact, disabled after having the child and will remain so for approx. 6-8 weeks. The fact that you are NOT paying for maternity leave indicate…
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No he does not owe for those weeks unless he used the insurance. I would recommend you receive something from him in writing verifying that he doesn't want the COBRA before filing the paperwork with your insurance co.. Remind him that if there wer…
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My understanding of the COBRA laws are the same as NaeNae's.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-27-03 AT 02:54PM (CST)[/font][p]Several years ago I was advised by our auditors that if the premiums are paid pre-tax by the employee then the benefit they receive as a result of this premium are taxa…
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If I'm reading your post properly what happened was that you changed insurance companies and the new company failed to notify the COBRA participants of where they should send their monthly payment, is this correct? If so, while I understand their f…
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I would never "tell" an employee what to, or not to, do but provide them with the proper information to allow them to make the decision. The information you gave him is correct, as long as he knows that should be need to use the insurance within th…
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My understanding of the 401(k) regulations are the same as the previous post - I was always under the assumption that the spouse is the automatic beneficiary unless THEY "sign off" and this must be notarized on the form. As for the distribution, I …
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Once her 12-week FMLA is up, you no longer have an obligation to continue paying her premiums, unless you have done the same for other employees in the sme situation. If you haven't, send her the paperwork. Just curious, how is it that the EE has …
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I agree with Sonny - I feel EAPs are a wonderful tool to assist not only employees but management as well. We contract with a local company who provides not only counseling for employees but does assessment testing of applicants, training on variou…
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I'm assuming you are talking about payroll deductions and I would NEVER deduct something from an employee's paycheck (except the mandatory withholdings) WITHOUT written authorization from the employee. I don't think this is something I would do eve…
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If we make the decision to extend an Introductory period, they are not eligible for benefits until the completion of that period.
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The other side of this is that the employee is providing the information and are authorizing other individuals to access that information. HIPAA would not be a factor in this case.
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How far past the 90 days is he? Can you make his enrollment retro back to that date and simply make the adjustments in the premium payments?
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Agree with Hunter - as long as she's still in the election period, it doesn't matter where the money comes from, as long as it is paid. Sorry!
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My understanding of COBRA is the same as Pearce's... If an employee is carrying a certain type of coverage (i.e., single)they would only be eligible for that type of COBRA, at least initially. Changes in coverage under COBRA could only be made as …
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I have had this several times in the past and our plan does not pay after 12 mos. unless it is determined that the error was on the part of the ins. company. Most times I have found it is due to the ee's failure to return some type of paperwork to …