dbutton111
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We don't have anyone fill out forms every year unless they are making a change. Even if we are making a change to our plans. We have language on our forms the employee signs when they initially enroll that states that their election will carry for…
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I pretty much agree with most of the others here. BUT, I would most definitely discuss this with the insurance carrier. What would happen if Pat dies and a claim is filed. The carrier will then see female listed on the death certificate and deny …
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I almost agree with the others, but if you're in effect cancelling the plan, then the deductions would stop. Just like if a company stopped having dental in the middle of the year and cancelled their contract with the dental carrier. Then the empl…
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Everyone else is correct, but I have one caveat to the cosmetic procedure issue - if the employee develops complications then it may qualify for FSA reimbursements (and FMLA).
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Are you talking about Flexible Spending Accounts? Beginning of every year you should hold an open enrollment. Enrollments in FSAs must be made. Passive enrollments are not allowed, employees must make an affirmative election each year. Most co…
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We have a core plan and a buy up plan. Benefits under the core plan are: $30 office visit $0 hospital (20% coinsurance after $1000 deductible) $100 emergency room $50 urgent care Benefits under the buy up plan are: $20 office visit $0 hospital…
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There's tax on over the counter drugs? I didn't think so. Or maybe it's a state thing, in FL we don't pay tax on advil or tums. I can see paying the shipping. Even mileage to go to the dr's can be covered under FSAs.
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I can only dream about going back to Fidelity. They have excellent administration for both small and large plans. Their cost for middle market is leaving Fidelity out of the realm of possibility for my current company. Their plan sponsor websta…
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What does the company really call this stipend? Can you just call it a bonus? A lot of people negotiate different things when they are hired - more vacation, additional tuition reimbursement, etc. It's part of the package. If you call it a child…
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I still don't understand. Why bother clumping it all as PTO if you're still tracking it seperately and only allowing x number of vacation days. Why not just have Vacation and then Sick?
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Current company uses PTO and it's ok. The one thing I don't like about it is the administration. Sounds simple, but it's a nightmare for my leave administrator. Hard to tell if someone is on vacation or is sick. We're 1100+ employees in over 300…
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From Publication 503, under the "rule for student-spouse or spouse not able to care for self" under the Earned Income Test: Your spouse is treated as having earned income for any month that he or she is: 1) A full-time student, or 2) Physically o…
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I thought that was going to be the answer, but wanted to test the waters with you guys first. Thanks for all the help. We've thought about safe harbor but the cost would be astronomical. We did compute the max our HCEs could contribute and it's r…
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The thinking is that it won't matter because they're in a seperate plan. If there are no HCE's in Plan B then the thinking is that Plan B would pass the non-discrim test. No HCEs=no discrimination. Plan A would cover all the other divisions which…
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Right, it is still proposed. It's only passed the house so far.
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Right Don, so if this changes the employer is at greater risk then the employee. Employees can roll their $$s over so they have little risk unless they are contributing a large amount. Before, the risk was about 50/50. Employees could spend it al…
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We've emphasized the match until we're blue in the face. We've thought about negative enrollment but the owner of the company is against that - he doesn't want to force anyone to contribute. Yes, we do have quite a few lower paid employees ($10-$1…
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We've thought about the safe harbor plan but that's pretty costly. Our owner really wants to educate the employees, not just hand them over free money. He wants them to make an informed decision to enroll and to understand the 401(k) program. Yes…
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Employees can not get reimbursed for expenses incurred after the date of their termination from the plan. This falls in line with the "lose it or use it" rules. Keep in mind that only health care FSAs can be COBRA-ized. Dependent care FSAs can …
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Doesn't the FLSA require that exempt employees be paid for a full day whether they worked that full day or not? I thought you could only use personal leave (sick, vacation, PTO) in full day increments.
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FMLA isn't always leave without pay. When you boil FMLA down it's basically job and benefit protection, meaning you can't fire them or cancel their benefits because they need time off. The way you describe your COBRA notification process bothers m…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-19-04 AT 04:30PM (CST)[/font][br][br]I used to work at a company that had a 9/80 schedule (work 80 hours in 9 days instead of 10) for a portion of the employee population, others worked normal hours. …
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I believe they can. I know a 401k provider that recommends this approach for any company that has problems passing the non-discrim test.
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I can't put my hands on the regs at the moment but this should also be in your plan document. FSA's are use it or lose it, even for terminated participants. Most plans allow participants to submit reimbursement requests for a specified period of t…
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Don't start counting until the date you notify her. You can't retroactively count time as FMLA.
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They have removed this from the ballot.
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In addition to what everyone else has said, I would also give the employee an employer response indicating that the leave is being conditionally designated as FMLA pending receipt of completed FMLA forms.
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Prescriptions are not necessarily treatment and I would NEVER ask to see someone's prescription.
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Nope. FMLA is one of the few times when an employer can dock the employees salary. During FMLA intermittent leave the employer is allowed to place an exempt employee in a non-exempt status and dock for hours not worked.
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We ALWAYS deem a leave as FMLA if we believe it may be for a legitimate medical or FMLA related reason. If the paperwork comes back and it's clearly not FMLA then we retroactively make it NOT FMLA. You can't make FMLA retroactive but you can mak…