Margaret Morford
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If you are going to stick with a sick leave program, I agree with the person above - institute a sick leave buy back program. We did at our company and bought sick days back at two for one with a limit as to what you could sell back each year. We …
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COBRA is continuation of health benefits. This includes medical, dental and vision if the dependents were covered at the time of the employee's death. They can't elect coverage if they didn't already have it. Margaret Morford theHRedge 615-371-82…
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Chari, While you didn't ask for it and I'm not an ERISA expert, (Note two disclaimers in the first twelve words!), I think you may be creating some liability by waiving the waiting period for some employees and not for others. You run the risk of …
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Jackie, I don't want to add to your stress level, but those non-job related classes are probably not deductible as a business expense for your organization and are probably taxable as income to the employee. You need to check with your accountant …
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I have one. If you will e-mail me, I'll send you the policy. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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There's no hard and fast definition for what would be reasonable after you've already allowed 6 months. If the employee's doctor says they only need two more weeks before they can return, I think the EEOC and the courts would say it's reasonable to…
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Look first at what your LTD policy says. If it's silent, then you go to your company policy. What do you do when anyone is out on any type of LOA? Do you have a policy that limits how long anyone can be off work on leave before they are terminate…
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Alice1, Keep asking questions. We are all here to help. Someone answered our questions when we were new to HR and we'll help you! Welcome. It's a great profession! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] […
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If I can add something to what SandiF says. We did the same things with two modifications. We permitted the buy-out only once per year on the employee's anniversary date. This spread out the payement liability for the company so that we didn't ha…
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Don't do it. This will open a Pandora's box you will regret. Do not only look at the cost, but also talk to your accountant about how this will have to be carried on the books and reserved for. FASB has a ruling that requires the estimated lifetim…
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How about most miles walked per month, run per month. Least junk food consumed, etc. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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While I know COBRA allows you to deny COBRA for gross misconduct, every HR and/or lawyer I have ever talked with has never denied COBRA rights because they know they would look bad in court. Everyone above is right. It's one less legal hassle your…
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Serve ice cream. Rent a cotton candy machine/popcorn machine. Fire up grills in the parking lot and serve hamburgers and hot dogs during lunch. Have someone come to the office and paint faces. Provide music in the lobby during lunch. Do a dunki…
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What do your plan documents say? Usually 401 k's and pension plans have eligibility based on hours worked and it doesn't matter whether the employee's status is temporary. Other plans, such as medical plans, company policies usually determine whet…
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Jessica, Include everything in your benefits calculation... taxes, worker's compensation, holiday pay, vacation, etc. The benefits percentage will usually range from 25% of base pay to 35% of base pay. Margaret Morford theHRedge 615-371-8200 [ema…
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You need to check your state laws. Some states prohibit "use or lose" policies. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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It depends on what your policy says about pre-existing conditions first. Then there is a federal law. HIPPA says that if the employee can prove he/she had coverage under some other plan for the pre-existing period, your insurer cannot enforce the …
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The husband will have COBRA rights when they are divorced. The divorce will be the triggering event unless your state allows for a legal separation. I'd ask the employee to get a written statement from the husband requesting that his coverage be d…
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I'll give you the best explaination I can of something that's very complicated. It is a financial arrangement where an investment can be protected from huge fluctuations. A company purchases a wrap around that pays if an investment drops below a c…
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There's also a great "Closer to Home" cartoon that has employees walking through the hallways in everything from halloween costumes to "buck nakkid" (I'm from the South). I think the caption reads something like "Management sensed that casual Frida…
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Because "penalize" evokes some pretty strong reactions, why don't you put it in terms of bonusing those with healthy life styles and rebating back to them a portion of the premiums they pay for their insurance. Several years back, I put together a …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-31-02 AT 10:52PM (CST)[/font][p]I know the HR person for Paymaxx. They are one of the largest payroll companies in the country and serve clients of all different sizes. They do direct deposit all th…
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Frank, Get Finance to tell you what amount of money is generated by reducing aging by one day. Look at what your average aging was for last year and use that as a bench mark. Let's say average days outstanding was 90. If she brings the average t…
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NOL, I know several employers that require employees to carry individual coverage on themselves as a condition of employment. Every year during open enrollment, they must provide proof that they have coverage somewhere else. The default for not e…
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Employees accumulated 6 days of sick leave per year (half a day for each month worked). This meant that an employee had to work almost two years without missing a day in order to bank enough time to be able to sell back time. The result was that p…
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I designed a pretty radical program for one of my clients that goes like this: Employees were required to bank at least two weeks (80 hours) of sick time. Once they had that in the bank, they could sell back up to 4 weeks(160 hours)of sick time a…
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It can be used for both. If an organization relocates an existing employee, I have recommended that it bump the employee up a tier because it knows what it's getting rather than gambling on a brand new employee. The employer is familar with the em…
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Leslie, Your sense is correct that you do not want to publicize your relocation policy. Your organization may not wish to pay relocation for everyone. It should be on a case-by-case basis with HR being in charge of drafting guidelines. Your guid…
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Your broker should know how to locate one for you. Many EAP's are nation-wide and contract with local providers to provide services. You can be charged two ways, either by the sevices provided or by so much per quarter per employee, regardless of …
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Isn't it also prohibited under HIPPA? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]