atrimble
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Missouri allows next regular payday. I would inform the employee via registered, return receipt mail that the resignation had been received and accepted; verify the end date of employment and inform her when to look in her mailbox for the check. I…
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We used to require employees to use any PTO before going into a leave-without-pay status, but after implementing a new STD policy, we decided to let employees decide whether to use sick or annual leave during the waiting period (5 days). Because S…
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We don't have a 401(k) so anything I post may not be applicable. Ours is a governmental plan ruled by Section 414(h). We just rewrote our Plan Document, and were informed that we can't make a differentiation for eligible participation based on num…
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Actually, we would allow him to classify it as Emergency Leave, which includes extenuating circumstances such as family death, house burning down, serious family illness, etc., and if so designated and confirmed, comes out of sick leave. We maintai…
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Yes, he's a good employee. >If you deny the request, I can hear the whispers already, "... heartless company and HR director >have struck again. They are always trying to find ways to nickel and dime us. Poor ole Fred. > Does nothing b…
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Unfortunately, the "it takes a village" mentality is quite prevalent here, as close to half of our employees are non-Caucasian. Quite a few of our employees (as children) had been shuffled back and forth among relatives; a decade with Auntie Helen …
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IMHO - the employee would be eligible for COBRA, as nothing occurred before discovery of the fraudulent act that would jeopardize the insuring of that body. However, the full period of coverage of the spouse was fraudulent, therefore the spouse wa…
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Actually, we have a Plan defined under 414(h), I believe, so it's not a 401(k), technically, but it is a plan for retirement (income deferral) and not a pension plan, per se. Money purchase plan, to be technical, again. We've recently rewritten th…
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Ooooh - hadn't even thought about that. Do I have to notify her that he's taking a loan? Does she have to sign the loan request? Oh-my-god - what now?! Geez, just when you think everything's going smoothly...
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I get nailed with fiduciary responsibility, too, as the defacto plan administrator... :-S xpray
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"After all, it will eventually be the EEs money anyway." I think this is the one Trustee's view who wants to approve the request. In his opinion, the request falls close enough to the restrictions and if the EE wants it, he should be able to get i…
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We don't have a 401(k), instead opting for a 414(h) (governmental plan) that's mostly a money purchase plan. Mandatory participation after 6 months of service (automatic enrollment), EE contributes 6%, we "match" @ 6.5% (108% "match"). No addition…
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Wow - that is Rich! I thought we had a good deal/rate. Our EO coverage is $293/ee, but that includes STD and term life, and it has no deductible, $15 office copay ($30 specialist), $100 inpatient and a $8/20/35 Rx. How large is your group? Is th…
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Employees pay 10% of the premium for their own coverage and 50% of dependents' coverage, on health. Dental is 50% for both EE and dependent. Vision is included in heath premium. We pay at no cost to employee short term disability (60% benefit) an…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-22-05 AT 08:02AM (CST)[/font][br][br]Don, this time, what you perceive as my misstep was actually asked for by the Big Boss in response to feedback from her supervisory staff. I'm polling upon specifi…
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How does one resign one's position but remain an employee? If she had no function in the company, then I'd think she was not an employee, and therefore not subject to any restoration of employment. Did you technically have two people in your VP sl…
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I'll start the ball rolling: arthritis may or may not be a disabling condition. I'm assuming your w/c doctor sent your employee to his personal physician because the w/c doctor could not make the link between the employee's condition and the work e…
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We require use of all accrued leaves during FMLA (concurrent) before moving an employee into an unpaid leave status. Because pre-tax insurance premiums come out of the employee's paycheck, this ensures that employees are paying their portion of the…
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Everyone is aware, aren't they, that almost all humans are "allergic" to pepper spray? That's what makes it work - what makes it effective. Watery eys, gasping breath, rash, stinging, hives - it's all a version of an allergic reaction. However,…
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>The child must be under 18 UNLESS he/she is incapable of self-care. Guess what. . . >self-care is defined as needing assistance in performing three or more "daily living >activities", which includes grooming, hygiene, bathing, dressing,…
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Thanks, Whirl. I didn't think it would be "so easy" or very prudent to drop the whole FMLA line of thought just yet. Will advise our CEO and let you know what happens.
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We've had this situation only once, and it was messy, with work comp issues and accrued but unused paid time off involved. We got an attorney involved, and terminated employment. My apologies to everyone for the wording of the initial post - I was…
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I was going to copy and paste the applicable regs, but it turned into three plus screens... [url]http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.200.htm[/url]
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I think it depends on how your policy reads. Last year, we changed from calendar year (1/1-12/31) recording to a rolling 12 month period. We roll back and forward. When someone initiates FMLA, we look back twelve months to see if any other leave …
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Agree - if the doc certifies her condition, grant continued FMLA protection. Am I just reading something in to your post, or is there another issue here? Are you asking whether the initial leave should have been Sick or PTO? Our sick leave policy…
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Would anyone care to share their return to work policy with me? [email]atrimble@columbiaha.com[/email]
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Our supervisors have traditionally been afraid to discipline for any reason, let alone a touchy work comp situation... and I don't have the authority: I'm not senior staff. I am the work comp manager, and I'm on the safety committee. Talk about be…
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Yes we do provide light or modified duty. Basically, if they have restrictions, they perform all duties that don't violate those restrictions. If none of their assigned duties can be performed, we try to find other work, but usually our employees …