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Terry

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Terry
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  • You can also send the letter with "address correction requested". If she is having the mail forwarded, you will then receive the corrected address.
    in Cobra Frustation Comment by Terry January 2002
  • I would suggest that you go back and look at how the employee is classified and this should help with the insurance company too. Most employers have a threshold for benefits offering them to full time employees that work an average of 30 hours (or …
    in health insurance waiting period Comment by Terry January 2002
  • I believe that there was a court case or legislation recently (in the last year or so) that found having pregnancy as a PreX is discriminatory toward women and it now cannot be excluded.
    in disability and pregnancy - Pre-ex?? Comment by Terry October 2001
  • [font size="1" color="#FF0000"]LAST EDITED ON 09-20-01 AT 08:23AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 09-20-01 AT 08:23 AM (CST)[/font] I recently posed the question of the "act of war" exclusion to some insurance carriers …
    in Employee Benefits Can Provide a Lifeline Comment by Terry September 2001
  • I call it the "magic pill" syndrome. Take a pill, cure your weight problem, take a pill, cure your cholesterol problem, or my favorite, take pill, cure your toe nail fungus. And the side affects for some of these sound worse than the problem. Whi…
    in Cost Containment Medical Comment by Terry August 2001
  • I work for an insurance broker and I can tell you I have seen renewal increases from 10% to 60% this past year. I absolutely suggest shopping the market. Very similar plans vary greatly in rate. My husbands company only offers PPO products which …
    in Cost Containment Medical Comment by Terry August 2001
  • Do you have a written STD policy? What does it say about continuing benefits? If you don't have a written policy, what has been your practice in the past (how long have you continued benefits)? Also, which state are you in?
    in COBRA Comment by Terry June 2001
  • I have found the value of a credit union can really depend on the type of workforce you have. Highly paid exempt employees tend to have their financial "ducks in a row" where your laborers and mid-level employees would find assistance with checking…
    in Credit Union Comment by Terry June 2001
  • [font size="1" color="#FF0000"]LAST EDITED ON 09-12-02 AT 01:57PM (CST)[/font][p]I don't know about other states, but in New Jersey your experience does not matter, only age and gender are considered for pricing insurance.
    in COBRA & MEDICARE Comment by Terry September 2002
  • To ask her to resign is to invite a lawsuit. Give her entitlement of 12 weeks and hire someone temporarily to cover while she is out.
    in terminally ill Comment by Terry September 2002
  • I don't believe there is any current case law supporting infertility for FMLA, but I think it may fall under ADA. Anyway, allowing some time off using PTO should be ok if it works for your business needs. You can also suggest that they try and sch…
    in Need advice quick - Infertility - serious medical condition?? Comment by Terry September 2002
  • I'm not really sure about the question, but I have found the best way to explain FMLA and STD pay is to treat them separately. FMLA is an unpaid entitlement of up to 12 weeks with job protection and STD is a way to get paid during that leave. They…
    in Maternity Leave Comment by Terry September 2002
  • The six weeks may be the time period under the STD policy for which the employee can get paid (for her own disability), 12 weeks FMLA is an entitlement for job protection without pay. If your policy allows, she can use sick/vacation/pto for the bal…
    in Leave for Pregnancy Comment by Terry September 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 08-05-02 AT 02:26PM (CST)[/font][p]There is more than one way to count FMLA time, calendar year, fiscal year, rolling calendar, etc. I believe, most companies use the rolling calendar method. Here is th…
    in FMLA/LOA Comment by Terry August 2002
  • I would explain that the purpose of the conversation was to allow an opportunity to explain the sudden change in performance and see if there was a good reason for it. Not that I wanted to pry into anyones private life, but when job performance red…
    in Problem Child Comment by Terry July 2002
  • I believe that FMLA is the "loophole" so to speak when it comes to paying exempt employees. If the employee reqularly works a 40 hour week and then goes to approximatly 20 hours, you can reduce pay by the equivalent percentage, in this case 50% and…
    in Fmla & Exempt employee Comment by Terry June 2002
  • Ok, I'll take a stab. My best guess is that she is not eligible for FMLA since she will not have completed the full year requirement at the time she will be off work.
    in FMLA Eligibility Comment by Terry May 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 04-24-02 AT 01:35PM (CST)[/font][p]The date to start the count for FMLA eligibility is the start/placement date at your work location and not date of actual hire.
    in Leased Employees Comment by Terry April 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 03-26-02 AT 04:10PM (CST)[/font][p]Do you have a written policy addressing this? What has been the practice for other employees who have been out in FMLA? While an employee is out on FMLA, you need to …
    in Termination of benefits Comment by Terry March 2002
  • I, on the other hand, would have to question to whether the employee is lying or the education of the doctor. Chicken pox is considered contagious 24 - 48 hours prior to the outbreak. Why would the doctor tell her not to bring the child in? It ve…
    in FMLA: Doctor Refuses to see Child with Chicken Pox Comment by Terry March 2002
  • I know that the DOL FMLA page does offer instructions somewhere on how to calculate intermittent time if this is where you are leading.
    in FMLA Calculation Comment by Terry February 2002
  • With all the time he has been out, does he qualify for FMLA? Has he worked the required hours and months to be eligible? If not, follow your absentism policy for guidance.
    in FMLA Comment by Terry February 2002
  • I always love supervisors that forget that their job is working for the company. Since the policy changed, it is their job to report FML leaves to you. If they don't, then they are not doing their job and this should be included in their performan…
    in Uncooperative Supervisors Comment by Terry February 2002
  • Here are the pages from the DOL on intermittent leave. [url]http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.205.htm[/url]
    in Exempt employee and intermittent FMLA Comment by Terry September 2001
  • You could check and see if there are any charitable organizations that can offer assistance. Making a few calls to the local hospital or social services would definitely be worth the time, the EAP should also be able to offer some referral assistan…
    in Threat of Suicide at Work - FMLA/ADA/STD??? Comment by Terry June 2001
  • I believe I am correct in saying if locations within a 75 mile radius of each other add up to 50 or more employees, then the answer is yes.
    in FMLA Comment by Terry June 2001
  • To clairify a point, State disability compensation would (or should) terminate when the employee is released from their own disability and deemed able to return to work and, therefore, "released from Doctors care".
    in FMLA & NJ State Leave Comment by Terry May 2001
  • I believe the recommended wording for a maternity policy is it will be treated as any other "disability" not illness. This will then default to your disability policy. As long as an employee is considered disabled (unable to work) then if your polic…
    in Maternity Leave Comment by Terry April 2001
  • Announce that you had the mailbox fingerprinted and are waiting for the result!
    in "Missing" Documents Comment by Terry March 2003
  • While a health insurance plan may allow changes to insurance at any time, including dropping a spouse even if you are in the process of divorcing, each STATE has their own DIVORCE laws that can prohibit this. So, sure, maybe he can within the scope…
    in EE wants to drop spouse from med. Ins. Comment by Terry March 2003