Rockie
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The court order probably mandates that the ex spouse has to provide insurance coverage, but doesn't mandate that the company would have to comply if it is not their policy to allow ex-spouses to be on the plan. This would be covered under COBRA or …
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Sue: This can't be true. There is no way the mother's insurance would cover a 36 year old child. The only time I have heard of this happening is when a totally disabled individual is being covered under their parent's policy. I'd call the emplo…
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Traci: We don't allow employees to work from home if they are on medical leave. In our case, their STD would be affected by their wages being deducted from the amount they receive from STD. The employee probably does not know this and that would…
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You guys are absolutely right about the Section 125. Every year we have people who have put too much money in Section 125 and want to stop it or reduce it, etc. They are very creative when they come up with reasons - they didn't know what they wer…
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Wow! I wish we were brave enough to discontinue all our individual supplemental policies. You are so right about the administration - especially the payroll deduction part. We recently switched from Colonial to AFLAC. We simplied our offerings g…
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Hi Catherine! We recently changed to AFLAC insurance from Colonial and the AFLAC agent came to all our sites to sign up interested employees. He also collected waivers to those who waived the coverage.
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What Mr. Bill advocates is a better way of handling this situation than letting an employee go on and amass a large bill. We have had this happen before and they the employee decides to leave and we are left holding the bag. It's happened enough t…
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I formed an "Insurance Task Force" made up of employees at the beginning of the year. We did this because last year was so horrible insofar as an increase and our insurance carrier did not get us the final rates until WAY late in game. This task…
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Our max is $5K and we also use debit cards. We have had a few people who used up early in the year and then left. Also had a couple who, after they submitted resignation, went out and "spent up" their limit before their notice had been worked out.…
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We lump vacation and sick time together into a PTO plan. The major reason is the abuse of sick leave. If it comes out of a PTO bank, most employees look upon this as "vacation" time and they don't want to use it unless they have to. With sick tim…
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Unless this "condition" she is being treated for somehow qualifies under ADA, she would be out of FMLA once her 12 weeks is up. I'd send her a certified letter to that effect and I'll bet she comes back to work with a doctor's release.
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Health insurance cost sharing is going to be your largest savings. We used to pay 100% of employee coverage, but because of huge rate increases, we couldn't afford to keep doing it. Even sharing a small portion at first will let employees know t…
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Sorry for the late response but, we are also looking at something similar. The major cause of our large increases is....high utilization. People don't understand that the more cost they incur to the plan, the more they are contributing to the pro…
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>Rockie: Is this really something that you, as HR >Manager, have to decide upon? Surely your CFO >and your office benefits management staff are >supposed to be sifting through this while you >administer the Human Resources Fun…
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This is basically what we have been doing, but we are going to try to look at other options without having to raise premiums to employees yet again. A small increase is expected, but 30% is entirely too much for families to absorb (since salary inc…
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Thanks for replying. Is there any reason you haven't gone this route with your health insurance?
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>This is a difficult one to monitor, but our >policy is much like yours: If you're sick >enough to take the day off work, then it's sick >time. If you merely make an appt to see the dr >or dentist, then it's personal time. …
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Since we have PTO, medical and dental appointments are taken as part of PTO (for hourly people). Doctors and dentists usually only work 9-5 or 8-5 which is the same time we work, so it's not possible to make appts. before or after hours. Salaried …
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I think it has a lot to do with the way your policy is written, but I have a hard time believing that any policy would pay full benefits while allowing the employee to work at another job for whatever reason. I know there have beens some FMLA cases…
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I feel your pain Mushroom! We were handed a 42% increase, but battled it down to 31%. We will be looking at other options for this year.
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We would make her effective date the 90 days after she became a regular full time employee. Interesting note. I have an employee who thought the grass was greener on the other side and left the day before Xmas. She is now coming back and doesn't …
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I agree with you Mwild about ADP's "less than stellar reputation". We recently cancelled our contract with them and went with another company. I cannot imagine them going into the health insurance field!
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Let me give you a little "heads up" on providing 100% insurance coverage for your employees, especially in a smaller group. Our group has grown to midsize (around 300 people) and we had, for years, provided this perk for employees. This past yea…
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Yep...we have the same policy, but military folks are the only ones that are exempted (by federal law) from this one.
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You are correct Steve on the point of there being no "common law divorce" One of our employees found this out the hard way when she tried to "walk away" from a common law relationship. Her significant other legally went after her retirement as wel…
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Since this error was the company's fault, I believe they would be liable in any event for any medical bills this individual incurred whether under the plan or not. Good advice to simply advise the company that this was an administrative oversight an…
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I believe this physician would be brought up on charges of fraud and abuse if the insurance company finds out he is paying $300 a month premiums for a patient so that he can collect $10K in charges. He will soon find himself breaking big rocks into…
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Here goes: An employee may accrue up to a maximum cap of _____ hours in his or her PTO bank. No further leave will accrue until the amount in the PTO bank falls below this cap. Just curious: Do you require employees to take a certain amount of …
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I would advise former employee that due to the expenses you have incurred as a result of these NSFs, that you will no longer be able to accept personal checks, so please submit either by cash (in person) or money order. I am sure that you can ask fo…
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Paul: My CEO went to a Stanford University program last week and this was one of the companies that was studied by Stanford. They also have the practice that everyone is exempt - they have no hourly employees. I was unable to find out how they go…