SMace
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- SMace
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It's unfortunate when we get stuck in the, "If it's not illegal it's OK." mode. Instead of focusing on if it is legal or not I would first focus on if it is that the right thing to do? If it was done to me would it be OK? It sounds like they fulf…
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What if the spouse doesn't work?
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You answered your own question in paragraph #3. How can the supervisors complain and get away with it when they can't even enforce a policy?
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Good point. In my industry it can breed mistrust and can help set class warfare and union activity in motion.
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I don't believe there is anything illegal about offering different waiting periods. If it's written in your plan, is properly communicated and doesn't discriminate against a protected class it's legal. I do not think it is a good idea though. Why…
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Your colleague is correct.
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Do you know what % of your people have chosen the HSA? Has it gone up or down since it started? If your corporate started it 2 years ago and it's still just a choice, I would imagine there has not been substansial cost savings. If it would have s…
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Safety jogged my brain a little. One thing that was not pointed out is well care. You have to cover well care 100%. If you don't, you are encouraging people not to get the preventative care that is the real basis of these types of plans. With th…
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No experience with them, just opinion. I think it is well intentioned. Short-term it is just cost-shifting. You MUST accompany the program with a lot of education and information. I don't think the education piece of the puzzle is where it needs…
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Whatever, I don't understand what you mean by not limiting the benefit to the day after the funeral. I think you have addressed something we have not had to yet. I assume you pay them 3 or 5 days (if they are not working) and give flexibility on h…
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We tone it down a notch from Mushroom. We don't require attendance at the funeral. People grieve in different ways. We require an obituary and info from the funeral home (not sure what you call those things). We pay up to three days (must be sch…
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Are they paid weekly? If so that's a pretty big jump depending on their wage. Suppose you increase the deductible to $100. I just cannot fathom someone complaining about a $100 deductible. Even if it was $0.
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You have two options. Stick to your communicated policy or cave to the whiner. Tell her you have an established policy that you cannot make exceptions to. If you allow 28.5, why does the person working 26.5 not get it? It is a benefit that you …
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You should look in to an "advice to pay" scenario. We had the same problem you have until we found Jefferson Pilot. I'm sure their are other companies out there.
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We have self-insured STD. We used to accept every claim that was signed by a doc. Now we use Jefferosn Pilot "advice to pay" and it has weeded out some claims that may have been paid otherwise. The other good thing about it is word gets around th…
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13 weeks.
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I hope not.
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IMHO you have to get your employees to stop treatng insurance as an entitlement. They need to become healthcare consumers. It's a long process but you can start with wellness programs. Your wellness programs should target your where your ee's are…
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We do not do it either. We explain that they have to travel when they are hired. It opens up a huge can of worms: 1. What is a fair rate to pay and should it be the same in NYC as MS? 2. What do folks with no kids get? 3. WHat kind of proof wi…
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One could argue that your increase is still going to be 30%. Your just shifting the cost (the higher deductible) to your employees. It will save you only in the short run unless your ee's get healthier. Keep us posted as to how it works out.
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jmcaa How did you do with your Asheville network search. I emailed you my phone number. If you need to talk don't hesitate to call. I can really give you insight to the area.
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jmcaa, I could write you a book on the network scene in AVL. Our plant is in AVL, and I spent the last two years dealing with this crap. It is the most screwed up area in the country. Mountain Health Care, the main network in the area, was just …
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I would not eliminate your wellness plan. No way, no how. And don't let short-term thinking board members sway you. The life insurance change that smoll stated probably will have the least overall impact and will allow cost savings. I think your…
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We are self-insured with a large deductible plan. We provide this information to re-insurance companies. They need this information because we have $100,000 specific deductible on each "claim". They will not re-insure us without that information.…
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None that I know of. Keep in mind if you extend her time past the 12 weeks you have set a precedent. If you don't follow that precedent in the future you may be in hot water. You could term her after the 12 weeks and allow her to re-apply. Just …
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Sorry if you feel that way about my comments, but I'd rather be kicked in the axx by my peers before I met with the ee's than be left to swim with the sharks. You are not going to get any false encouragement here. I gave what I thought was 2 posit…
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With the HRA, do they get to rollover the unused company portion? If so, that is a positive. The problem with that is if people wait to get treated for a condition and it gets worse and costs more than it originally would. Fiscally speaking, if t…
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Why would you switch if you weren't already sure? You are going to get killed in that meeting if you don't already have sound business reasons why you made the switch. First off you saved 13% off their increase. That is a good reason. I think th…
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We are self-insured. The TPA is a very important part of the component, if not the most important. You need a good TPA. I can refer one from Charlotte that I have worked very closely with if you want me to. They can build networks and do a good …
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I've heard and actually looked at INCENTIVES to drive dependents off our plan, but I've never heard of not ALLOWING someone to join a plan. If it isn't illegal, it's down right nasty and I'd think twice about what they are going to pull out from un…