POPEYE
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There have been several threads on this topic over the last few weeks. I you will do a search on "exempt employees" you will find more information than you will be able to digest.
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I'm not an expert but Section 125 is an IRS code that allows pre-tax deductions for a cafeteria style benefit plan. I've not heard of there being any allowance for qualifying events such as you eluded to.
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Something that you may want to explore, the only cost will be your time, is contacting individual physicians / counselors / facilities in your area and determine which ones will accept your insurance coverage. Then when you have an EE with a need, …
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LindaS is correct but I would add this thought. You should have a written policy stating how premiums will be paid when an EE is on leave. You then would need to follow the same policy with FMLA. We stipulate that it is the responsibility of the …
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It might depend on how your plan is written. Our plan specifically states that the enrollment must be completed within 30 days of being eligible to enroll. Our new-hires are eligible on the 91st day and even though we at times do extend the "intro…
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You mean you don't have one???????
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1 hour increment
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There is one on it's way to you!
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We match @ 35% up to the first 5% across the board. We do not differentiate between the highest paid exec to the newest lowest paid hourly eligible EE.
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We have put together a packet with all benefit forms and enrollment information. We distribute this to the EEs 10-15 days before they become eligible for benefits. In this packet is detailed instructions on how to fill out the forms, when they mus…
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We get the EE to sign a waiver stating that they were offered the package and choose not to enroll. We do not ask anything about other coverage.
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Irregardless of what some so-called "experts" will tell you, there has not been any evaluation, survey, profile or exit interview that truly measures EE satisfaction. Any of these measurements only reflect how an EE feels since their last raise or …
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We do not offer medical benefits to part-timers so I have never been faced with this problem. You probably should refer to your contract with your carrier to see if there are any provisions for late payments or grace periods.
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Yes, your EEs are eligible for Cobra rights for Dental Coverage. We send out the notifications and if someone exercises their rights, we have the appropriate forms to be filled out. We then set up payment arrangements within the regulated guidelin…
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Your state should have a DOL website that will have answers. You will need to abide by your state law but you should also have written policy to cover these types of events. Whatever you do in this case will set a precedent for the next 50.
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Anne - Must be a government thing RE: TENNCARE / TENCARE / TNCARE Have seen all 3 in recent articles.
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Please send me this EEs name and phone #. I have a friend who has a friend in MN who is an attorney and we sure would like to take a long trip together and we could if you and your manager proceed as you've outlined and this friend would take your …
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First of all I would recommend you seek legal advice as this can definitely turn into a retaliation situation if not handled properly. I don't know that there is a specific policy 100% dedicated to "firing" while on leave. However, Section 825.216…
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This is where you need to delegate. We have almost 300 EEs and I don't keep that first usage record. I insist that my Supervisors keep an Excel spreadsheet up to date on all leave usage including FMLA. I get all the certifications and send out th…
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You should always advise your EEs of all their rights and responsibilities under the REGs each and every time they mention FML. This advisement MUST be in writing. Just having postings or having a blurb in your handbook is not sufficient. I spent…
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Marc is absolutely correct with this one caveat. You must notify them in writing of their rights and responsibilities. So, if you wish to have the option to re-certify, they must be advised that you reserve that option.
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Absolutely a violation of the REGS. Once you approve intermittent leave you may not ask for "proof" each time they use it. Now, if you are made aware that this EEs situation has changed significantly, such as a condition that has been cured or is …
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If if were my mother, you better believe I'd be there when I could if for nothing else but to hold her hand and just talk to her. So if you have enough certification to know that mom indeed has a serious health condition, approve the entitlement ho…
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I feel your pain. I average about 5-6 requests a week and try to be as consistent as possible. When there are sometimes a little "gray" area, we always lean toward the EEs side. Having as little usuage as you stated, it does not appear that you w…
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You are correct in that if you do not have a written policy that specifically prohibits "moonlighting", you may not prohibit someone on FMLA from doing so. As far as the Disability, I would let your carrier earn their money and let them be the inv…
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I was referring to "birth" and yes adoption is covered and you should require the appropriate documentation from the proper agency for that as well. Just be glad you're not in TN and have a maternity leave law that grants 4 months which was just re…
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Bottom >line, can the intermittent leave be dictated by >operational demands when no medical neccessity >applies? Therein lies the problem. You must have medical certification in place to allow any leave, now your wanting to qu…
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I can't address the Ohio program but the Tenn. program is well worth any time, effort and or monetary expense associated with it. If for nothing else, the peace of mind that our EEs have knowing that the company cares enough to try and insure that …
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Ditto to Lorrie. With a written policy outlining a "grace" period such as the 30 days, as she said it will greatly minimize your potential loss.
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> >We'll let her do any 2 days she wants--but once >she tells us which 2 days, we want to stick with >that schedule. We don't want this to change >week-to-week for planning purposes. Can we >require a schedule? Yes, no, …