dchr9203
About
- Username
- dchr9203
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I get these and when I went to look and see, I noticed that I don't have the ones for those dates either. Could have been a source problem rather than a recipient.
-
I think you posted this after my edit, but if they are not fund fees and were not originally agreed upon in your agreement/contract, I would contest the charge.
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-25-05 AT 12:34PM (CST)[/font][br][br]Its probably in the small print of your plan prospectus. Some funds have short-term trading fees and termination fees. Otherwise, if its not included in your agr…
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-06-05 AT 01:53PM (CST)[/font][br][br]Zywave is an employee benefits, property and casualty and human resource Web site subscribed to by brokers. They can then provide limited access to their clients …
-
I'd treat it as an eligible claim.
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-15-05 AT 04:22PM (CST)[/font][br][br]Sanctioning her working from home is the same as her returning to work and would normally stop STD benefits. If she were non-exempt, you would have to pay her for …
-
50% of 6%
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-17-05 AT 11:22AM (CST)[/font][br][br]No, the donor's account is not charged for the full leave donation, but reduced by the hours equal to the donee's hrly rate times 50 hours. For example, highly co…
-
We allow it and base it on the donatee's hourly rate. So if a highly comped donated leave, say 50 hours, it would be 50 hours worth based on the donatee's hourly rate, not the donator's hourly rate. We only allow donation of leave for serious illn…
-
Our max is $3,000; we use Debit cards (this is our first year), and we have found that its the exception rather than the rule that employees spend and leave. We actually have more funds forfeited by non-use. If you have a company Intranet, you cou…
-
Try HIPAAnow.com. Basically, if you are fully insured there is very little you have to do. If your self-insured, though, better role up your sleeves! We are fully insured so this product worked great for us and only cost about $300.
-
We're giving Thursday 12/23 & Friday 12/24 as paid holidays for 2005.
-
I would still resend your letters via U.S. Mail, 1st Class and see if she responds. Probably won't, but you'll know she knows. I wouldn't let being a single mother be a factor; I know lots of single parents who take responsibility for their financ…
-
Yes you can. When I was in healthcare, we used the hospital's collection service (the one used for non-paying patients). Might be a service locally that would charge a small fee or % to send the credit collection notices and threaten legal action.…
-
I agree with LivindonSouth. These accommodations border on unreasonable, and quite frankly sound more like requests for special favors in scheduling and work assignments.
-
Put yourself in this person's shoes. If you were suffering a disabling condition, would you want someone close in your family to assist with your affairs and life matters? Must be a very scary thing to know that you are becoming more and more unab…
-
Ditto! Right on advice!
-
Its on the BLS.gov site if anyone else ever needs it! If I weren't in "brain freeze" this morning, I probably would have checked there before posting. DUH!
-
I have edited the message. It will be a layoff as his work will have been completed by outside contractors in his absence. Thanks for the input!
-
I would approve/count it as FMLA.
-
Regs say spouse, child or parent (not parent's in-law), but they also cover an individual who stands or stood in loco parentis (acted as a parent). So it depends on the guy's relationship with the grandparent.
-
I would say no. He did not follow procedures to request FMLA, and technically he would only be eligible if his dying father were in his home and he was providing care.
-
Yes its FMLA and use your policies for vacation/sick. Our policy says all accrued leave time must be used concurrent.
-
I would notify the employee, in writing, that if appropriate medical certification is not received by (give a specific date), then you will be forced to make your decision regarding his request for FMLA based on the information you have available. S…
-
I would, in writing, notify the employee that the information was inadequate to make a determination. Here's another form, please provide completed by ??/??/2004. A decision will be made on ??/??/2004 and FMLA may be approved or denied based on th…
-
Only if the drug addicted spouse is incompacitated and unable to care for themselves.
-
Thanks everyone.
-
My position would be that her request could not be accommodated due to the hardship it would place on the department (if indeed it would), and I would offer an alternative solution such as flexing her schedule to work around doctor's appointments, o…
-
Your request has been reviewed and is denied.
-
I would not approve it. There's a few days every month that I'm in pain and don't want to come to work too and it ain't due to the weather!