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$50??? Do you mean $500?
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wouldn't your gas or electric company turn you off if you didn't pay?
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The duck may be cute, but these people are the most aggressive sales people I have ever met. And when I say aggressive, I mean a*g*g*r*e*s*s*i*v*e*!!!!
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Another reason you want to get the declination in writing is if someone suddenly claims they signed up for the insurance when eligible and thought they had the insurance eventhough it's not being deducted from their paycheck. When no enrollment pape…
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yes, the old company is responsible. there are several provisions in contracts that would allow this. contact the old company and discuss situation with them. if negative answer, contact the new company and send them old policy and see if new compa…
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we pay 95% for single coverage. 55% for family ('ee, spouse, children) 55% for employee and children (no spouse) That way, if our costs keep going up, so does the employee's share. Conversely, if employees remember to go in-network and generic drug…
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that's correct. Analogy: If I'm an othropedic doctor and massage therapy is covered under the plan and I give a massage to a covered employee, all I am entitled to is for the massage services, not my normal $200 per hour consultation fee. But, agai…
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I'm the plan administrator for our self-funded health insurance (PPO). What I would do is see if our Third Party Administrator could take action to cancel their contract with the doctor and make him a non-preferred provider. That way if employees …
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I disagree with the above posts as regards to the company's long term goals. They just might be in a mode to get very conservative on benefits yet be a thriving enterprise. I do not think bailing out is the only way to go, just an option. Stick ar…
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If you are in an "at will" state, you will be violating the provisions of an employee being able to leave employment "at will".
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Cheri, I agree totally with BSA. The employee could choose coverage under A and if A is superceded by B, then employee would be covered by B. Get someone higher up in your Cobra Administrator to try and see the logic of this. You will save your com…
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where is kapolei? does hawaii allow "reciprocal beneficiaries" to get 12 weeks fmla?
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THANK YOU ALL!
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Thanks everyone. I had been told that even if one hour had been taken in a week, that that counted as a "week". Thanks for the latest info.
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thank you, Don. You make sense.
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I agree with Rita. Your managers ought to know the employees by now and having to meet with them just before a layoff puts those on fmla in a position to claim they were laid off just because they were on fmla. Do the layoffs without meeting the e…
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Galestorm, Tracking employees on FMLA became a concern of management as accomplishing the work of the organizational unit became a problem in that temporaries couldn't do the job and overtime for regular employees got prohibitively expensive. In add…
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Rockie, Thanks for the analogy. You make sense. I'm sure my managers wold like it one bit, but at least I'll something to explain to them.
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Angie, I would love to read the court case you referred to. Can you point me in the right direction to find it? Many thanks,
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Margaret, Me, too, please! Thanks, [email]jchromy@ci.gulfport.ms.us[/email]
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EEOC might have a field day with this if the shorthand translates in any way to one of the protected categories. It's like putting an X on the application of each person in a protected category.
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But remember all, even voluntary service is covered under USERRA if other efforts fail.
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we recently changed and no problems were encountered. in fact, most liked it as it showed consistency throughout the work force and no favoritism.
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independent contractor sets their own working conditions and completion of the job is the only thing by which they are judged./ could be the person is drawing a retirement which might be affected if he takes another position as an employee somewher…
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does your liability coverage work in this case should the student get hurt in some way????
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IMHO: iT'S not HR job to second guess line supervisor. and that's all it would be is your "guess" that his choice(s) are incorrect.
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We NEED him working 50 hours/week or so..he is in a small dept., he is >our only staff accountant, work is not getting >finished. very frustrating. > what about giving him an assistant as a para-accountant. eventhough exempt, most em…
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please remember the employer does NOT HAVE TO claim the exemption. Make him non-exempt and pay for hours worked only. simple, easy.
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As a municipality we require them for any postion that is in public safety (police and fire) or handles money (purchasing agent, comptroller, etc.) we do the check after they have been made a tentative job offer. Approximately 30-40% of our applican…
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keep focus on geographical area, similar type organizations, value of benefits to employee when comparing wages, and ask consultants for their suggestions.