NeedCoffee
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I, too, would address it as a dress code issue. You simply cannot bring this up as a medical condition. Speak about professional dress, and suggest that while he may be wearing items that are part of the dress code, he still must look professional…
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Forgive my ignorance, but could you please explain "crouch" a little more? I'm not sure what you are referring to.
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I agree with stilldazed - keep them for the duration of employment + 7 years.
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I'm not sure on this, but I believe if you have a policy that forces paid time off to be used for absences, then yes, you can.
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HRQ - I don't know if this is what you're looking for, but here goes: I had to prove an employee did NOT turn in forms at the last open enrollment we had. Employees were instructed to return forms ONLY if they were making changes to their existing…
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I put up a response to this topic a few months ago regarding low-cost ideas. Try doing a forum search for "wellness programs."
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Insurance, as well as any employer-paid portions of premiums, is a BENEFIT, not an employee RIGHT. You are under no obligation to give employees money to be covered under spouse's plan or otherwise.
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I'm going to be the dissenting opinion here. Medicare eligibility is not cause for a COBRA terminating event. However, Medicare entitlement is. Just because someone becomes eligible for Medicare does not mean they have reached Medicare entitlemen…
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Wellness is such an important topic, yet getting senior management on board can often be difficult, if not impossible! Here's a few suggestions - maybe something will spark an idea! 1. Contact your local public health representatives for the Amer…
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For what its worth, the "HR Executive Special Report" from M. Lee Smith on "How to Comply with COBRA Without Getting Bit" explicitly states that: "Any time that passes during a waiting period for coverage imposed by the new employer does not count …
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You may want to just suggest she gets a copy of the SPD for the plan - it may be easier than trying to nail down an absent HR team.
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As far as I know, the answer is no. One of the risks EEs take when putting money into a cafeteria plan or HSA is that its a "use it or lose it" scenario. I haven't run across any documentation where an exception was made. If I were you I would tr…
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I asked our insurance agent and was told we had to provide EEs the option of paying their premiums on an after-tax basis. They didn't give me the legalese to back it up, unfortunately. I do know that one of the biggest reasons an EE would opt to g…
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We had this same situation happen a few months ago. We decided it was in our best interest to allow anyone who felt close to the departed to go to the services, but each department was responsible for ensuring adequate staffing. This meant that so…
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Changes are made before the start of a new plan year, and new forms only need to be filled out if there are changes. Also be sure to obtain forms with the signatures of ee's who have waived all programs.
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Dutch, you are correct. If you would like a file that has a description of the 2007 IRS limit changes, please e-mail me at [email]shulsey@howdyhonda.com[/email]
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This is an automotive dealership, employees work varied shifts between 7:30am and 7:30 pm, 6 days a week.
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Your benefits policy ABSOLUTELY improves the company - employee morale? employee loyalty? turnover? If you can't give your employees time to spend with their families, or time to decompress on their own, it affects the company in a very negative …
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Yes, it absolutely is ridiculous. If the other perks of my job weren't so great, I probably would be job searching! The "protect the people" side of me wants to stay and fight on the employees' behalf. I'm trying to open the dialogue with the man…
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Thanks Anne - I'd appreciate you checking into that. Our business is open Monday through Saturday, so I think that Saturday could work depending on what the benefits attorney says!
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Okay. After being on hold with the TX workforce commission for about half an hour, I got an answer. The EE is welcome to apply for unemployment compensation. Leaving a job for pregnancy/birth does not disqualify them, even if I just have them as …
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I think you're right - treatment beyond first aid must be present.
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We give our EEs a choice, which occurs while filling out the FMLA paperwork...they can either send us premiums payments while on leave, or the company will continue paying the premiums for them (the EE then re-pays premiums when they return to FT du…
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I think you need to get on the EE about returning the cert. Without knowing the details of the illness, I can easily conceive of situations where a court WOULD rule in favor of the employer. I think some other forumites would agree, you need to tr…
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I would still get that recertification. If you require other FMLA'ers to recertify, then you shouldn't make an exception for this guy just because you have an old indication of a life-long condition. Things could always change! I think consistenc…
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Ditto to Nevada HR - only alcoholics that are actively in recovery are covered, drunks are not. Furthermore, make sure that you are separating the FMLA and ADA - yes, they interact, but sometimes what may qualify as a disability under ADA does NOT …
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I really don't think so, as it's pretty hard to prove stress didn't come from other areas. You pay your WC carrier for a reason - I would call and ask them. They may want you to submit a claim to be on the safe side, or they will ask for informati…
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I agree with Irie - the software program is not the issue, the light is. Refusing to use new software is refusing to do the essential functions of her job.
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First off, not to be glib, but I love the way that "staff infection" is a pun of "staph infection" which I believe you are referring to - I get "staff infections" all the time when my employees bug me.....but alas, this is supposed to be serious. T…
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Ditto to Joannie. Also, in the past we have just attached a brief statement to paychecks stating what the change is.