LindaS
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[font size="1" color="#FF0000"]LAST EDITED ON 06-20-03 AT 07:35AM (CST)[/font][p]As long as the employee is under FMLA, you have a responsibility to maintain him on your group health insurance. Once that time has expired, you can cancel him from th…
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The Department of Labor has recently issued some PROPOSED changes to the regulations but you can find this information at [url]www.dol.gov/ebsa[/url]. Good Luck!
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I haven't heard of anything like this. In fact when talking with our TPA regarding this issue I was informed that it is illegal to have a specific timeframe for maternity leave pay. It was explained to me that it is up to the physician to determin…
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What I do, and have done in the past, is to provide employees with SPDs as well as the information they need to have to enroll in the various plans about one week in advance of meeting with them. They are also notified of the date and time we will …
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With a former company the enrollment forms had a space for them to decline coverage and they were required to sign that they were not pressured in any way to waive coverage. It also asked the question of whether or not they had alternative coverage…
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I would call your contact at the insurance company to determine coverage. I find it difficult to believe a company would engage in the process of changing carriers without having SOME type of rider for employees who are currently out on STD. We re…
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Have you contacted the insurance company to be sure there isn't any coverage for this individual? In my experience with changing carriers the one thing that happens is all individuals who were eligible with the last carrier are also eligible with t…
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At my current company, we do not have a limit on the medical deferral but at my former employer, it was $2,500.00 annually. As far as participation, we currently have about 30% that participate on some level. I have found that going over this info…
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As far as I'm aware of, there aren't any laws demanding if and when a company must offer benefits. Each company makes that determination on their own.
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Employees attending any type of 1-2 day seminars are paid as if they were at work. They are also reimbursed any expenses (i.e., food, mileage, etc.). We also have a Tuition Reimbursement Program wherein employees are encouraged to continue their e…
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Our salary continuation policy for exempt employees allows for 90 days (three months) of full pay and benefits when they are out with a certified illness or injury. After that they are paid at 60% for another 90 days and if they are still not able …
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Don - you are correct in that employees receive the COBRA notice when they initially sign up for insurance and the information in the handbook is simply a couple of paragraphs stating that we comply with the law and provide a short list of the quali…
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Our Employee Handbook has a short section relating to COBRA but simply states that we will comply with those regulations and gives a short explanation of the qualifying events. It does NOT have actual election forms or anything like that in it.
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The first thing you need to think about now is HIPAA - if you are a large employer you should already have policies and procedures in place regarding how to handle this. If you are a small employer you have until next year but this is one of the ex…
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Our plan is written so that EVERY employee must take AT LEAST single insurance. The only exception is if we have a husband and wife that both work for us and one carries either family or employee plus one. In addition, our company does NOT pay 100…
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Actually I disagree - think of the time spent obtaining the necessary verification for an employee to use a sick day. PTO would be provided to an employee and it would be up to them to use it as they need it. It takes supervisor's and management a…
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I don't know of the article to which you are speaking but I have had instances with a former company regarding this issue. My practice was to provide the employee with the SPDs, etc. and schedule a time to sign them up. They also received a letter…
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You need to look at the total dollar amount of paid claims over an average year. If it is less than 5 million, you are considered a small plan and have until next year to comply. If it is over that amount, you should have been in compliance as of …
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My understanding of this issue is that the termination from the plan would have been the qualifying event that caused him to be offered COBRA and that his termination of employment would not have an impact at this point. Did you offer him COBRA the…
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Our STD policy (for non-exempt employees) is covered as part of our health insurance and as such the premium the employees pay has it included. Our plan is as follows: Payment is made from day one for accident and after a seven day waiting period …
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Depending on which survey you read, you will find ones that tell you PTO both decreases and increases the cost to the employer but in my experience, it has a positive impact. My former employer switched from personal and vacation days to PTO and th…
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At my previous employer who had a PTO policy, PTO time was not considered time worked when determining overtime but holiday and bereavement leave were.
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We employ a flextime policy year round for our employees. If you want a sample of it, let me know and I will email it to you. It works very well and allows the supervisor to make the decisions regarding flexing.
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Can you make any accomodations that would allow him to perform a light duty job in the plant? If not, have you offered him a "desk job" and he turned it down? If so, why? Has he made any requests or suggestions of ways he cando his job with or wi…
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I don't know about your state WC laws but ours pay as follows: No payment for days 1-3 off. After the third day they start paying and if they are off 7 days, WC goes back and picks up the first three days. If an employee is only off for four days…
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We are self-insured and, although the administration of this policy is done with our TPA, the checks are run through our payroll system. We get a report from the TPA telling us how much the check should be for and we run it. We get a written autho…
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Why would they never have to "catch up"? The main issue is an employee is off on medical leave would obviously be FMLA. FMLA states that the employer cannot terminated an employee's coverage while they are out on qualifying leave as long as the em…
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I just went to a meeting regarding HIPAA today and was informed that the contact person and the privacy official can be the same person and they can be someone in HR as long as that person does not make the final decisions regarding hiring, firing, …
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Our information regarding medical and dependent FSAs (this was written by out TPA) states that, in the event of termination of employment a person "would be entitled to reimbursement for expenses which are incurred with the same plan year and BEFORE…
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I would have just deducted for 3/1 and not taken the entire premium off. The paycheck dated 3/21 would be the first one where the entire premium was taken off. Regarding when the employee leaves - an employee usually gives a two=week notice and yo…