LindaS
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Comments
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Our health insurance runs current so the week the employee is working is the same week they are paying insurance for on their checks. In all the companies I have worked for it has run current and is easier to explain to the employee.
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If the owner of the company lost that much money, maybe you should talk to him as well as the trustee about looking into some other investment options. At a company I once worked for, they actually put together a "team" of individuals to look at di…
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I am currently going through the same thing with our insurance company and have been informed by them that a dependent, in our plan, is "in the custody of and financially dependent upon the participant". If the children, both natural and step-child…
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I have run into this situation before regarding an ex-spouse and was informed by our TPA that an ex-spouse is NOT a covered dependent. Their dependent coverage ends as of the final date of the divorce. If he is forced to pay for her medical covera…
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I agree about not waiting and am working on it right now. I think the initial question was whether or not Sandkey had reason to be in a panic about not being ready this April.
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The covered entity portion simply means that you have to comply with the privacy regulations. Small employers, ones with less than $5 million annually in claims have until next year (April 2004) to come into compliance.
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When I spoke with our TPA, I was informed that the child first has to meet the definition of a dependent - we have several points that need to be met with this. If the child does, then they are added, regardless of the court order. If they do not,…
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I would like to thank all of you for your responses. Over the past couple of days I have spoken with several individuals within our TPA and received some assitional information from our employee. Because the children do not reside with him and his…
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What I advise people in this situation is that once they use the insurance, they need to elect COBRA. It may take a couple of weeks for the paperwork to go through the computer system and there may be a possibility that the clinic will have to send…
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If you go to [url]www.firstgov.gov[/url] and type HIPAA into the search engine, you will find alot of information regarding the new HIPAA Privacy Regulations. These regulations deal with protected health information for employees and how insurance …
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The company I currently work for allows leaves of absence for reasons that do not fall under and federal or state laws to be granted on a case by case basis only AFTER all vacation or other paid leave is used up. An example of this would be a new e…
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Section 125 elections cannot be changed unless their is a "change in family status" which are things like a spouse loses their job, a new child is born, etc.. This is something that is outlined in the regs. for this type of plan. Changing election…
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What I have done in these instances is send a notice to the ex employee informing them that we have not received their payment. I usually give them about two weeks to send their payment or they are terminated back to the last date of their payment.…
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Does the 25th of the month include the 30 day grace period? For example, in companies I have worked for the payment is normally due the first of the month but the employee (or ex-employee) actually has until the end of the month to get the payment …
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I agree. I recently attended a meeting where this question was asked of a labor attorney and that is the same response she gave.
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I agree with Don regarding the use of sick leave but must warn you to be careful if there is a state law governing FMLA usage. In this case, for example, the Wisconsin law allows the use of paid leave ONLY if the EMPLOYEE agrees and it is not until…
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I was with a company several years ago that switched from vacation/personal days to PTO days. This company also gave all the days at the beginning of the year. We also combined both the vacation/personal to get the total amount of days an employee…
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Does your policy call for automatic enrollment? Our policy states that all employees must carry at least single coverage and we, the employer, pay a certain percentage of the premium. If your plan does not call for this, you should NOT automatical…
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The other thing to remember that tests, etc. to determine whether or not a serious health condition exists are also covered, even if the eventual diagnosis is not. Give the EE paperwork and have the doctor complete it and then make your decision.
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Thank you for the responses and I agree with both of your assessments. I am going through the new regulations and am trying to grasp all the changes...like I'm EVER going to understand it!!
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Any amount of time she misses should be counted toward her total FMLA allotment but you have to notify her in writing of this fact. Have you done so? There have been numerous threads regarding the retroactive designation of FMLA leave and it soun…
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FMLA is not a "get out of jail free" card for employees. They are still required to make contact regardng their pending absences in accordance with your policies unless there is a medical reason for their inability to do so and various courts have …
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At this point the ONLY paperwork I have is for the three days of work that was missed as well as the paperwork stating he could return to work. I do not have anything indicating the need for any additional leave, I do not have the FMLA certificatio…
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It is ultimately the employer's responsibilty to accurately record FMLA usage. What I would recommend is that you tell your EEs that they are required to notify management personnel when their absences should be covered under FMLA (assuming they ha…
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Yes, you can get a 2nd opinion for her to return to work. Why was there a different doctor on the RTW slip? What I would do is sit down with the EE and explain her performance issues. If SHE brings up he medical issues as the reason then you need…
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You need to take a look at the job's essential requirements and determine whether or not lifting is one of them. The PDA addresses making sure a pregnant employee is not treated any differently that someone else with a non-pregnancy related restric…
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The period of incapacity for FMLA eligibility is MORE THAN 3 calendar days so I do not think this would qualify.
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If you do not have support from upper management to deny the leave you are left playing babysitter to these employees. I, luckily, do not have that problem. If the EE does not return the certification within the timeframe given they receive a lett…
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As an updated... Last week EE came into work and informed me that there wasn't any tumor and she was being treated for "cluster headaches". She returned to work on Monday and worked for two hours and had not been back to work since. She has calle…
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Update... EE brought in a slip of paper today stating that he needs off work for an uncertain amount of time for evaluation of her headaches. In talking with her she states that they now feel she may ALSO have a brain aneurysm in addition to the t…