Nat
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>Hi, >We are changing our Health Insurance Coverage. I would like to know >what kind of coverage other companies provide and how much they >contribute to the cost. > >Our current plan is: > >80/20 coverage, $200/$400…
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Do you have a broker that you are going through? If so, I would pick up the phone and call him/her and have them investigate. If not, are there any initials or signatures from someone who might have processed the form? I would definitely have a c…
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My company pays 88% of employee only coverage and nothing toward dependent coverage. We are forced to look each year at our budget and see what we can afford to continue to contribute. This year, it may decrease. I think you have to look at what …
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I don't have a copy of the article either but can tell you what we do that might help you in the future. We require that during orientation or whatever designated time we sit down with the employee, that the employee must leave the meeting having s…
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We don't have PTO but do have a sick policy (also must be taken in 1 hour increments). WE handle these situations by letting the employee request the time off but not fill the paperwork out until they return so there is no need to adjust anything. …
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We too will be facing significant increases in our premiums (20% - 50%). What our broker and I do is look at cutting benefits for or increasing co-pays/co-insurances for what we consider the exceptions such as hospitalizaitons, emergency room visit…
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We are a non-profit (140 emps) and are experiencing the same increases. What I have been hearing is 20%+ this year from our broker so if you got 22.5% you might be in the lucky category. We also have BCBS and I really am going to hate to see what …
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I will tell you how we switched to a similar plan and see if you can glean any valuable information from it. Here goes... 1. For current employees: any accrued but unused SICK time went into a "bank". Employees were allowed to draw from this "ba…
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We have a 403(b) Tax Deferred Annuity. Our company contributes an amount equal to 6% of the participants salary whether the participant contributes or not. What a great return on your money right? Put in zero and get 6%. Believe it or not we hav…
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We require that all accrued leave benefits be exhausted before an employee can take FMLA without pay - so it must run concurrently. I wouldn't recommend any other way.
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Does your attendance policy allow for scheduled days off? We also have an attendance policy with a point system but do not count scheduled absences. For an absence to be considered scheduled, the employee must give us two working days notice. FML…
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I rarely fill out anything from an attorney about an employee except name, position and possibly hire date for any reason. I think that some attorney's think if they ask for it you will give it just because it is coming from an attorney. I agree w…
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We are a long-term care facility. Our physical requirements require an employee to be able to lift up to fifty (50) pounds. Our lifting requirements are as follows: Up to 50 lbs is a one-man lift 51 - 80 lbs is …
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>I have a ee that admitted to his supervisor that he suffers from >Narcolepsy / Sleep Apnea. The supervisor and I are concerned that his >position as a code enforcement officer is in jeparody. I would >appreciate any assistance in…
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I agree with James and caution about using words like accommodation unless you know for sure she has a disability. Like someone else posted, if you treat her like she has a disability then she is covered under ADA. Deal with the performance issues…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-15-03 AT 12:38PM (CST)[/font][p]Did physician you sent him to indicate that he needed to be out of work or did he just decide that he couldn't work and not show back up? We continue to employ people …
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>Employee has been here approx. 1 month, files a WC claim. The claim >is denied by WC (she was not doing anything when her back started >hurting, just walking). Her doctor says she needs to be off >indefinitely or until after sh…
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We offer safety belts to those who want them but do not require it. We also provide annual moving and lifting training for our employees. You might check with your worker's comp carrier and see if they recommend them. I have had them go both ways…
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I am in Forsyth County and also went to the Industrial Commission website but could find nothing referencing compensation for follow-up doctor's appointments, therapy, etc. The injured employee does get paid mileage for any visits over 20 miles rou…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-27-04 AT 11:09AM (CST)[/font][br][br]I do some version of the letter below when terminating someone not coming back from an FMLA leave. It may vary depending on the situation but this is the basic le…
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I don't think legally you would have to grant her the additional days. I think if you are considering terminating her instead of allowing the additional 10 days that you should consult with your attorney. What have you done in the past? Have yo…
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Most definitely, if they qualify. Remember, to qualify the employee must have been employed for 1 year and have worked 1250 hours for your company.
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Sounds like this person will use up their alloted 12 weeks quickly if they are out a lot. We've had those situations and as soon as they use up the weeks, we usually term, of course after ruling out ADA.x:D
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If I'm not mistaken, North Carolina doesn't recognize "common-law" marriages. So, if they are not legally married I would say no to FMLA before birth of baby. After baby is born then FMLA is in order.
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According to the information I have, as a general rule employees may work for another employer while on FMLA with your organization. The regulations state that the employee is entitled to FMLA leave for a serious health condition that prevents him/…
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Linda S. is right. The Company continues to pay the same as it did before the employee went on FMLA. The employee is required to pay their portion the same as usual also. We have terminated converage for employees who have not paid their premiums.…
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I agree that this is not an FMLA qualifying event for the grandmother. If your policies allow, you can give her the leave, just not as FMLA. If we could, we would probably allow her to take vacation time for this.
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1. Yes 2. Yes 3. If the employee misses 3 days, the supervisor should notify you. Good luck.
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>I am new to this company and they are experiencing a possible abuse of >FLMA. >The employee has a teenage daughter with a mental illness, she lives >with the father. It seems there is a "problem" that needs to attended >to a…
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Somehow I knew I would hear from you on this Don. As I stated in my post, I knew the decision would not be a popular one but I relied on the advise of my attorney. If I'm going to expect them to defend me in court, I usually listen to what I have …