Parabeaglex2
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Our total tab per EE per month is about $370 for medical and dental and we contribute $285 per mo (around 22%). Employee pays for any STD or LTD or life out of their own pocket - by comparison, your scheme seems pretty generous.
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Are you thinking of FMLA? FMLA has a geographic requirement of 50 ee's within 75 miles of the worksite where the employee works. I'm not aware of any mileage requirement under COBRA.
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No clue. But I think one of the first places I would start would be with the Canadian consulate or embassy, if there is one in your city. They should be able to at least steer you in the right direction. If their system is anything like Britain's…
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We have 200+ ee's and offer dental at the employee's expense - no employer contribution to premium. We do, however, offer 100% medical premium coverage for employees.
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Actually there is a good reason for different waiting periods. In our industry, salaried ee's receive benefits after three months. Our hourly employees must wait six months because of the high turnover among the hourly staff - saves the hassle of …
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You should have no problem. It sounds like your case is solid and if the documentation is all there, the attempted lifting of a 450-lb drum (!!) will probably just be the icing on the cake. Is there really someone out there who would even ATTEMPT …
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That's just what I was going to ask. Also, check with your carrier. It's possible that an injury resulting from horseplay may not be compensable - I have seen our carrier deny such claims in the past.
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1.34 x:'( ...but my acct. rep tells me that we should come down significantly next renewal because some huge honkin' claims will fall off and our injury rate has declined steadily. Just hoping 1.0 or less come April!
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Although we appreciate our employee's patronage, in no way, shape or form do we require them to stay at our hotels while they are traveling or on vacation. We offer a significant discount if they choose to, but we do not have a chuckling, mealy-mou…
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Montana is the only state I am aware of that does not recognize 'at-will' employment. We have an operation in Montana and revised our handbooks to exclude 'at-will' language from those distributed to our employees in that state and we do not requir…
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Based upon your candidate's response, the following happened: The F-15s flying CAP over your facility have RTBd with a full load of Louisville Sluggers hanging from their missile racks. The EEOC is still trying to figure out how to hold this again…
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I once worked for a law firm that 'sanitized' such events by not permitting fund-raising on company time or at company facilites; the event was held "off-campus" and the arrangements were made by employees acting in their personal capacities as co-w…
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I know, NG. Based on the taxes I paid last year, my soldier did VERY well. x;-) As far as MWR funds are concerned you're correct. They do fund the majority of such services and I stand partially corrected.
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First of all, in defense of Pacers, mine could go fast when I wanted it to. x:-) Secondly, we also submit drivers' info to our insurance company on those who are regularly expected to drive in the course of their duties. However, those who do driv…
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Definitely one of the best Britcom movies ever made - but for true interviewing skill, one should buy/rent "How to Irritate People" and watch John Cleese interview a candidate for a management training position... it will have you rolling on the flo…
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"Would you recommend Human Resources as a career choice to others? Why or why not?" Also, I think you missed a common title in HR: Corporate Whipping Boy. x;-)
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Gene, I would suggest you send this one on to Mike Wallace at 60 Minutes - that'll bring a swift end to a flawed program. Thanks for trying it out before I wasted my time.
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In the first instance, no. They must take any available paid time off available to them or attend in a nonpay status. Same with the second scenario - generally management will just send flowers. In the third instance, we have given coworkers of d…
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When I worked as a paralegal, our headquarters was moved and the unit went from private offices to cubicles. Since AF regulations called for the privacy of lawyers' offices, they installed cubicles with doors and, sure enough, you could get past th…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-05 AT 02:58PM (CST)[/font][br][br]Depends. Check your state laws. Oregon and a couple of other states have laws prohibiting discrimination against someone for the lawful use of tobacco and/or "le…
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We do background checks post-offer, and make the offer contingent upon successful completion of a background check. We're also very open about the types of things we are interested in (credit, criminal, driving record (if applicable) etc.), which, …
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One company I worked for (a large law firm) had a directory of all employees - first section was attorneys, second was staff. Each entry included a picture, name, birthdate (minus the year) and specialty or department. It was an extremely handy gu…
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Spoilsport! x;-)
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UPDATE: Thanks, everyone, for your valuable input. I also ran this past our labor lawyer who, as luck would have it, actually has a nanny, also. She VEHEMENTLY opposes running the nanny through our co. payroll for a multitude of good reasons, a f…
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Pork's response made me think. Not being the tax whiz our CFO is, I think I will run this scenario past him (and our labor lawyer) before I tell the owner yes/no. As far as background checks go, the nanny has already been selected. He interviewed…
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Me, neither. That's why I put this out there. However, so far, I haven't been able to find any reason why we can't, so long as we treat her as an employee, subject to our policies and procedures, observe FLSA guidelines, etc.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-13-05 AT 05:56PM (CST)[/font][br][br]As much as HR is sometimes (mistakenly) viewed as a confessional, I never promise confidentiality and I'm very upfront about it. I will tell someone who has a gri…
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I used to have something like that in my book "The Personnel Director's Legal Guide", but haven't seen anything similar since. Having just said that, I discover that another book "Oregon and Federal Employment Law Manual" contains just such a table…
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Is it pursuant to a subpoena duces tecum? If so, it probably states that they will pay "reasonable costs of copying." In cases where we have had to produce documents, we charge $1 per page and the hourly wage of the clerk to copy them. Never had …
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I don't think you're required to. We do reimburse in accordance with IRS guidelines, as a matter of policy, but I don't think you're under any obligation to reimburse at that level. We do it because our traveling employees keep tabs on that sort o…