Mentel
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- Mentel
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One other route that I would try. Did you use an agent or insurance agency to contract with the TPA? If you did, I would contact the agent and tell them that I need the SPD now. The TPA has one, they just need to get it to you and an agent would …
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Since you have already sent two certified letters and left calls that have not been returned (documented I hope) then I would go ahead and terminate. Send her the COBRA information. You have done your best and she is not responding. Do you have …
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I watch this very closely. When someone is over their 30-day grace period by a week, they are off! I would never have gone this long waiting for payment. COBRA regulations are very explicit on this. Once you have told them how much time they hav…
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Suzie should look at when her coverage ends at the current employer. Many plans cover you under the active employee rate til the end of the termination month. If she terminates on September 5 for example, she would have employee rate coverage unti…
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This is precisely the reason that I handle all COBRA notices and collect the money myself and don't depend on a carrier or TPA to do it for me. The law says the employer is ultimately responsible. DOL doesn't care if a TPA screws up. There is def…
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We also have vacation not PTO. We allow only a one week carry-over to the next year. It is our philosophy that employees must take their vacation. I am personally very much against carry-over. THEY NEED TO GET AWAY (FROM ME?). I just read an ar…
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We considered AFLAC Long term care policy last year. LOOK AT THE POLICY BENEFITS VERY CLOSELY! It only pays for one or two years of care. We are looking for one that covers for a longer period. My parents are now collecting on their long-term ca…
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The best COBRA Seminar available are through Cobra Resources out of Kalamazoo Michigan The phone number is 616-383-1080. These are run by Matt Isbell. He makes them entertaining and easy to understand. He provides templates for forms, etc.
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Check with your State Insurance Office. In Wisconsin, there is a limit as to how long a provider has to get a "good" claim in for processing.
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It really depends on how much your insurance covers. We have well baby care in our policy, so employees only pay the office visit copay. You are safe to use that and just multiply it by the number of visits for the remainder of the year. It is al…
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I do the COBRA internally because I do not trust anyone else to do it right. It your third party admin or insurance carrier don't do it right, you are still on the hook, even if you have a contract with them to do it. Save yourself this money and …
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We also give these benefits to employees who work at least 30 hours per week. Those between 20 & 30 hours get vacation, holidays, sick days and 401k. They do not get "insurance plans" because these require 30 hours to be eligible. You are bei…
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We have 85 employees. Our limit is $2000 per year. Participation is about 40%. We usually come out even for the year between money left in and early terminations.
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I will send you my tuition reimbursement policy is you put your email or fax number on the forum. I'll check for it next Tuesday.
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Wow Don! That is way more than I wanted to know.
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I agree. Turn this info over to your insurance company for a fraud investigation. They can track this person for a couple of days and find out what he is doing with his time. I would also have the insurance company do an independent medical revie…
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You are right. In Wisconsin, the time is unpaid unless the employee wants to use paid time off. The employer cannot mandate it. This does not mean that some employers will not try to mandate it. I am always amazed at how many employers skirt the…
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Yes, deny the leave. I have checked the Wisconsin regs and he must give notice unless it is an emergency. He must give you as much notice as you require for other absenses. If you require a two week notice for vacation, then you can require a two…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-08-04 AT 01:09PM (CST)[/font][br][br]In Wisconsin, it doesn't matter what the employee does with the time off. They get it, if they want to take it, with or without pay. You can't question why he wa…
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I had a migraine start at work last Friday. I took Imitrix. It came back on Saturday. I ended up taking Imitrix twice again Saturday. Headache came back again on Sunday morning. Two more Imitrix and a lot of time on the sofa on Sunday. Went to…
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It was colder than a well-diggers patootie two days ago. Today we are expecting a major snow storm. I love this place!!! Maggie from Wisconsin
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Read your disability policy. We had an employee off on FMLA and collecting on Short-term disability. We terminated her at the end of the 12 weeks because she was not released and there was no end in sight. The disability carrier would not let us …
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I agree with Don. She probably needs to be on full-time FMLA. If she is on intermittent FMLA for her father's illness and her personal health problems, then you need to follow-up with the provider who put her on the personal health FMLA. That doc…
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I also suffer from migraines but they can be controlled. There are medications (and even herbs like feverfew) that can be taken to reduce the frequencey. She should also be taking something like Imitrex when she gets one. They work very fast. Mi…
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I also suffer from Migraines and I am also the HR Director. You are correct in your assessment of their severity and debilitating effect. I have been lucky to have only one in the last two years where I had to stay in bed (because I couldn't get u…
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We conduct employee meetings every quarter. They start out with the CEO discussing our financials. Then we have another subject such as the updated employee handbook, changes to benefits such as 401k or a team building activity. These are held at…
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The alternative is to keep them all full-time employees but offer to reimburse employees for not taking benefits. If it is costing the company $7,000 per year per full-time employee for health benefits, offer employees $250 per month to not take th…
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Stay with annual calendar reviews and salary adjustments for all employees! Everywhere that I have worked, I have insisted in everyone being reviewed at the same time and all salary increases happening at the same time. Using anniversary dates is …
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Thanks for the replies. I went back to the memo that went out to all employees and employees were highly encouraged to attend. I know that the owners want everyone there that can come and that it is important but not paying the non-exempt employee…
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Friday after Thanksgiving has always been a paid holiday at our firm.