franfields
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We have budgeted 4%.
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Is it legal to dictate that an employee take PTO at a certain time?
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After laying off 4 people, all of the officers took a 10% pay cut for the remainder of the fiscal year, rather than lay off anyone else. It began 6/15 and will hopefully end 9/30. The carrot is that, if we make a profit, we will be reimbursed the lo…
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We do allow the employees to move remaining days to a STD bank which can be used for any event that would qualify under FMLA. We also allow them to carryover remaining days but they must be used by March 1 or lost. Our problem is that with only 110…
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We have a time off policy which does not distinguish between sick and vacation. Each employee is given a bank in the beginning of the year from which to draw. If the employee plans the time, they submit a request for time off. If the absence is unex…
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We just moved from 65% of the cost for all tiers to $200 regardless of your marital status or number of dependents. The $200 covers about 95% of the cost of the employee only tier. I suggested a dollar amount rather than a percentage so that managem…
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For RIF only: 2 weeks for every year with a minimum of one month, up to a maximum of 3 months. We also continue our share of medical and dental premiums during the severance period.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-12-02 AT 02:34PM (CST)[/font][p]We offer Aflac's cancer and specified disease coverage through our benefits insurance agency. I have had calls from independent Aflac agents and I tell them very polite…
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Our plan document allow for a change in dependent care when the cost of dependent care changes, period.
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We do not have a waiting period for medical. I enroll the new hires onto their system via the internet and it's an easy process. It was our choice when renewing our contract with the carrier. We have first of the month following employment for dent…
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Our big hit was last year and we had to go from a $10/$15/$25 co-pay on prescriptions to $7/$25/$50. We stayed with 90%/10% in-network and 70%/30% out of network. With negotiation, that got us down to a 24% increase in premium. This year, with nego…
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I agree with Don. Unfortunately, you have now set up an expectation to put forth the same unappreciated effort for everyone that comes along in the same situation.
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I would be interested as well. We are also an ESOP and have run into the same situation, the employee/owners not understanding what it means. Some think it means they should be making all the decisions and get frustrated because they aren't asked, o…
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If they send the election form to you, don't you have to enroll them onto Cobra as of the date they terminated. They have 45 days from the date of election to pay and, should they need medical attention after sending the form but before making a pay…
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We don't have sick leave. We have personal time off which includes sick leave. It accrues at 1.33 days per month, starting when a person is hired. We chose not to distinguish between vacation and sick leave so that a person who has used up all their…
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We also have a short term disability bank for each employee. We start them with 5 days when they are hired and they can add to it if they have days left at the end of the year. I never thought about taking what is left by departing employees and us…
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My fear would be the perception that you encouraged them(through additional compensation) to opt out so that they would not be on your insurance. If they needed medical attention and didn't have coverage, there is a lawyer somewhere that would take …
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I am glad to see I am not the only one opposed to "maternity" leave policies. How can you have paid leave for someone who may or may not have chosen to have a child, and not something for males who are unlucky enough to get prostate cancer, or femal…
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You need to find out the specifics of your plan. Ours is written so that the amount can be changed based on circumstance. For example, you may change facilities and, therefore, costs or a child may go to a non-custodial parent for the summer elimina…
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I understand they cannot drop insurance midyear without a status change but it seems so unfair to tell someone they have to spend money when they may, for whatever reason, not want it or, even worse, not be able to afford it.
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If they could cash in 4 weeks each year, how much sick leave were they given?
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Does the plan outlined apply to existing employees relocating to another site or employees being hired in to the company?
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Our plan has a rider for chiropractic. We pay a $20 specialist co-pay and are limited to 10 visits per year.
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We were self insured a couple of years ago. That was a mistake. We only have about 105 employees.
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Ditto for Arkansas. Problem is, renewals tend not to be rated until the last minute, no more than one month prior to renewal.
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We have Aflac Cancer/Specified Disease/ICU available as supplemental insurance. We recently lost an employee to lung cancer and the policy has helped the family tremendously with quick, no-stress claim processing. Also, as you stated, the wellness b…
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We have about 105 employees. We pay $150 per month towards health and 50% towards dental coverage in one office. In our other office, we pay $200 toward health and 50% toward dental. The difference in that we pay for parking in the one office that i…
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Allowing employees to bank the left over days has worked well for us. It has been used for maternity leave and by several employees after surgery. It is non-discriminatory and helps the family financially when there is an illness. There are conditio…
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The $40k was pay out on unused PTO (personal time off)at the end of the year. They have 3 options: carryover but use by March 1, roll over to STD bank, cash out at 50%. We do not allow cash out of STD.
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We allow the employees to move remaining days to a STD bank which can be used for any event that would qualify under FMLA. They may also carryover the days but they must be used by March 1 or lost. Our problem is that with only 110 employees and at…