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Pearce

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Pearce
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  • If your company is covered by FMLA and the employee is eligible for an FMLA leave you should have designated her intermittent absences as such and begun that clock ticking. This would limit the amount of time the company is obligated to protect her …
    in Alternative Medicine Comment by Pearce May 2003
  • I would be having a conversation with my contact at the company I sent the enrollment form to. They may have internal issues that they need to resolve. You certainly have an issue that you need to resolve.
    in Altered enrollment forms!!!!!!!!! Comment by Pearce May 2003
  • Our Salary Continuation policy does not apply to intermittent leaves of absence.
    in Salary Continuation Policy? Comment by Pearce May 2003
  • I would carefully read, and possible consult with a attorney versed in benefits, the final COBRA regulations regarding business reorganizations. Although the tax ID number is changing and your insurance carrier is changing, the company is apparentl…
    in Company Termination of COBRA Comment by Pearce May 2003
  • I am assuming that you mean a change due to a Section 125 qualifying event, such as a spouse's open enrollment or new job. These 125 qualifying change events would not trigger COBRA. The plan would be required to provide the HIPAA certificate of c…
    in COBRA Comment by Pearce May 2003
  • The IRS Publication 15-B can provide a wealth of information on taxability of fringe benefits, including group term life insurance provided and paid for by the company. You can download this publication from the IRS web site.
    in taxable group-term life question Comment by Pearce April 2003
  • All of the disability policies I have worked with have provisions for recurrent disabilities. If an employee meets part of the elimination period and then returns to work for less than a specified period of time (my policies have almost all had a 6…
    in FMLA and Disability...HELP!! Comment by Pearce March 2004
  • You may allow a policy that is more liberal than the requirements of the act; however, the FMLA Act would not cover time related to the domestic partner's office visits, delivery, or recoverly. FMLA would allow the employee up to 12 weeks for bondi…
    in Not married, but wants FML Comment by Pearce September 2003
  • The privacy notice is issued to participants in a covered health plan. You may have been designated by the plan as the Privacy Official and the person to whom requests are directed. The PHI provided should be from the plan.
    in PHI request- What can they see? Comment by Pearce April 2004
  • You have a WC Carrier to evaluate that claim and presumably an STD carrier to evaluate that claim. You should of course provide any company related documentation to each of those, but maybe you should now forget for a moment why and address the abs…
    in Termination - Falsification? Comment by Pearce February 2004