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Send her a letter (certificate of mailing or certified) notifying her that she became delinquent in October and that she has 30 days to get current. In the meantime ask you insurance carrier to cancel her for nonpayment of premiums as far back as t…
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If you treat them like non-exempt, they are non-exempt. Paying for hours worked is non-exempt and must include overtime. Exempts are paid for the job, no matter how many hours it takes. You would be better off showing your appreciation with a discre…
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Is this a MO state law? Don't recognize as a federal law either? Sorry, can't help more!
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I'm not sure what "Permanent and Stationary" means, but it could be a qualifying event if it affects her employment status with your company. A qualifying event is voluntary termination, involuntary termination, or reduction of hours. Any of these…
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Holiday's are not federally mandated. It is up to the company to establish it's own policies regarding holidays and then follow them. My company has 7 published paid holidays. This year the president of the company has decided to close our facilit…
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We are not hi-tech, but we are closing Monday and Tuesday for both Christmas and New Years.
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Retirement and/or reduction of hours are both qualifying events and therefore trigger COBRA notification requirements.
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I need EAP info also. Where do you get it? How much does it cost? Is there a contract involved? I asked my health insurance broker about one and he didn't know what I was talking about. Do I need a new broker??
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Our PPO has a $1,000 maximum per year for chiropractors.
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We are a small manufacturer of 50+ (10 ex, 40+ non-ex)in Texas. We offer medical (PPO, 20 co-pay, 500 deduct, 70/30); dental (50 deduct, 1500 max); employees pay $35/month plus all of dependent coverage; Section 125; 20k life/ad&d and addition…
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I send COBRA participants a letter when their payment is overdue by 30 days, giving them another 15 days to pay up. If I don't receive payment, I send a letter of termination. Did your people sign the COBRA form accepting continuation? Their 45 d…
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An annual discretionary bonus based on years of service is our answer. Our employees know when business is slow (no overtime for them!!), it means no bonuses this year.
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Educate employees about your coverage and the optimum way to use it. Things like -- stay in the network, ask for generic drugs, ask questions before agreeing to a procedure. I had to make a real pest of myself, but I finally got to the bottom of t…
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My company pays approximately 84% of non-exempt employee coverage, 100% for exempt. The employee pays 100% of any dependent coverage. With insurance steadily rising, I expect we will have to change with our next plan year.
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Yes, if she had insurance coverage at the time of termination. Be sure to send you notification letter with a "certificate of mailing" or by "certified mail." You have 14-days from date of termination to send your first letter and the clock starts …
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We have a use or lose it policy, but only 1 week of vacation after 1 year employment. I have been gathering info on other company policies to try to justify changing our paid time off policy, this forum has been very informative. Wish me luck.
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How long did X receive free parking? Was it a line item on his paycheck? Did his '89 review and salary action change his compensation package?
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Did he get free parking in '89? I think the '89 review and salary action would have changed the compensation package, unless he continued to receive free parking.
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We are only 13 years old and have 50 employees. Our recognition program started more about 6 years ago with recognition of 1, 3, 5, 7, and 10 years employment (we are still evaluating additions). We award a company golf shirt for 1 year, $50 gift …
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I beleive that you can call your local police for a "welfare check". They will dispatch an officer to the EE's residence to see if there is a problem. I have not had to use this, so I don't have any experience with response time. Or ask the EE for …
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I agree with Don's response that this question is state specific. Whoever did not report these injuries at the time probably believed that they were helping to keep the company's incident rate down. I was directed by our agent that as long as the EE…
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"Settlements" can be based on the [u]impairment rating[/u] assigned by the treating doctor. Your case probably had nothing to do with her refusal of your employment offer and more to do with her overall ability to do the work she performed before he…
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Check the MSDS's of the chemicals that you use in your printing process to determine if any of them cause respiratory problems. Then ask upper management how they would feel about OSHA coming to visit as the result of a complaint. OSHA has some very…
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A "disability" is defined as a physical or mental impairment that substantially limits one or more of the individual's major life activities even when using mitigating measures. Major life activities are functions such as caring for oneself, perfor…
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FMLA is federal law and cannot be "reduced" by state law. As part of the federal law your company has the option to developed a FMLA policy that would allow you to run FMLA concurrent with W/C and paid time.
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I hope you haven't forgotten FMLA, if it applies. We run paid leave concurrent with FMLA and concurrent with W/C. This would delay him getting payment through W/C in Texas, but that's okay because it reduces our incident cost with the carrier.
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What kind of job is this that would require such an erratic schedule? My guess is, must be a maintenance worker. Is this person the only one on this schedule? Is there a business need to continue the practice? I think everyone would benefit from…
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What does your job description for this position say about the amount of weight to be lifted and carried. I would think that a 500# rated ladder would weigh significantly more than a 300# rated ladder.
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Hatchetman is soo-o-oo creative!! But, his advise is very sound. I would like to add that you should be very careful to not "perceive" her as disabled just because she uses a hearing aid.
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Is this employee disabled? A reduced workday sounds like intermittent FMLA, which can be a reasonable accommodation if the person is disabled. Reasonable accommodation is whatever is "reasonable" to you the employer and your employee. Determining re…