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We use "introductory period" for the first 90-days, then do a 90-day review with a decision whether to retain for full-time employment. Sometimes decisions to terminate occur before the 90-days is complete. Our primary reason for using 90-days is …
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No. It's the risk an employer takes when they offer a flexible spending account. The opposite can happen also, where an employee contributes too much and can't recover it.
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The total withheld amount cannot exceed 50% of the person's "aggregate disposable weekly earnings." ADWE is the net income left after making mandatory deductions such as, State, Federal, local taxes; Social Security taxes and Medicare taxes. There…
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1. What systems are you using? We use WinStar by Simplex. I think it's Simplex/Grinnel now. 2. How do you collect your time data from employees? computer login, ID cards, others? The employees have a barcode timecard that they swipe at the time c…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-25-01 AT 03:18PM (CST)[/font][p]I once worked for a company that had exempt, non-exempt salaried, and non-exempt hourly employees. Exempt employees did [u]not[/u] get paid overtime and had significan…
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I noticed that many have viewed your question, but no one feels qualified to respond, myself included. Contact an employment attorney who has experience in FLSA classifications. Mis-classification can be very expensive if the employee contacts DOL…
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WOW!! -- HR's primary objective is risk control, but at some point the hard decisions have to be made. Check with your attorney first, but I think if you have the documentation, termination is the next step and if you don't -- you are [u]increasing…
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In a similar situation, Christmas party for employee's families -- it was understood that you were volunteering to work hard and you would get paid by the company. The company was willing to pay the workers and pick up the tab for the party expenses…
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I haven't ever, but I've been mistaken before and haven't gotten caught.
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We pay OT based on hours worked. Holiday, vacations, etc are not included in OT calculation.
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I've had red circles and lump sum merits in one of my other lives. It was nice to receive a chunk of change (10% of my base) all at once, I wasn't expecting anything because I knew I was highly paid for the position I held. Also, it wasn't a bad p…
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That's the government for you -- gives you a loop to go around your neck and a hole to set off into!! I believe the short and long test is DOL authored and there are not other versions, just interpretations of what it means. Please -- someone prov…
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"salariesreview.com" and "wageweb.com" are sites I have consulted, but I found salary.com the most helpful.
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We're talking about a "GIFT" to this person. Make sure it looks like a gift, smells like a gift and tastes like a gift. You don't want to jeoparidize his/her student status and you definitely don't want any trouble with any immigration or taxing a…
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None of the above count toward overtime in my company. Only actual hours worked over 40 are entitled to overtime. We have some grumblings, but all-in-all everyone understands the rule.
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My company is much the same as yours. We have made exceptions to our vacation schedule in the past with no major reprecussions, except creating a "prima donna". But, it's not a problem until someone makes it a problem.
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We are a small manufacturing company that recognizes milestone anniversary years and birthdays on a quarterly basis. We have cake and award the anniversaries for the previous quarter. 1 year anniversary = golf shirt 3 year anniversary = gift certif…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-08-04 AT 03:04PM (CST)[/font][br][br]PTO cash out is wages and should be taxed as such. There is no federal regulation on the amount of carryover ... it is strictly company policy as to how much or li…
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My insurance renewed in May. They quoted us a 19% increase. My broker and I didn't like that, so we asked for 15% increase and got it! Made me wonder if we could have gotten less???
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Pregnancies should be treated the same as any other illness, no better or no worse. So it seems to me that your President and HR Mgr set a precedence to pay anyone off work long term due to illness to get 3 weeks paid!! If a man requested the same…
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We have 50 active employees and administer COBRA inhouse. Rarely do we have an ex-ee elect COBRA because it is too expensive. We have very few dependents on our health plan because of the expense, so minimal COBRA exposure there.
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We have American Funds/Bisys TPA. Our enrollment form ask for contribution amount and investment designations. The majority of our employees don't have internet access and wouldn't make a follow up phone call until they got their first quarterly sta…
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Mail COBRA notification to his home address, certified, return receipt. A qualifying event has occurred, reduction in hours and/or termination.
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I always offer an ee on personal LOA COBRA and let that process run it's course. Your plan probably stipulates covered employees must be "actively" working. If/when he returns you are always free to rehire him and depending on your policies or prac…
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Paige, I would be the subject of a lynching if I tried to change our health from a PPO to a HMO. I take a survey each year to see if anyone has changed their mind, and it is always unanimous that we stay with a PPO. So I believe that your decision …
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The court order for medical coverage is not addressed to you as the employer. The employee's spouse and her ex-spouse are the ones who are required by the courts to maintain coverage. The parents would have to go to the courts and requested an order…
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Leslie look at [url]www.esgr.org[/url]
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I can't quote chapter and verse, but I think if the EE was [u]covered[/u] under your group plan and the group plan changed, the EE is still eligible for COBRA. The question is not whether the EE was working, but if he was [u]covered[/u] before the c…
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According to the HRHero poll going on now, a lot of companies give severance, but we don't.
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As group rates continue to increase, a number of employers will face the same situation you are currently experiencing. I would give my employees as much notice as possible that a change is coming in March, even if you can't be specific about actual…