jmcaa
About
- Username
- jmcaa
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
But I'm not wanting to deduct for partial days off......I'm only wanting to use available leave time up. The pay would still be the same, but they would actually be decreasing their available leave. Could we make a policy that Exempt Employees must …
-
Can you tell me where the DOL Opinion Letter you cited can be found. I'd like to have some backup. Most of our long time Exempt Employees have way too much leave time available and of course only take off an hour or two (rarely full days) then they …
-
Are you sure? I thought once they used up their leave time, as long as they worked in that week, they had to be paid for the full week.
-
Look in the definition section of your health plan book and see what constitutes actively at work. Our PTO does not count against an employee's hours worked.
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-04-07 AT 08:49AM (CST)[/font][br][br]With our Third Party Administrator, when someone elects COBRA they send out a notice along with coupons for payments.
-
You won't have this problem with the Dependent Care account as the employee can ONLY receive what money they have contributed. No Extra.
-
Shirley, How many ees do you have? and can you estimate how many you are paying to have insurance elsewhere? Are you self-insured or fully? Did paying for other coverage have any effect on your rates/costs? Thanks!
-
Same for us....we only offer the pre-tax deductions.
-
Shirley, Could you also send me your policy by email? I'm particularly interested in how you put the remaining in their 401K plan. That sounds pretty cool! Thanks, Deb
-
Did the employee complete an Enrollment Form for the health insurance? Surely that shows that he elected the coverage and should pay for it. Your best bet would be to contact your state department of labor - you don't have to use names - and find o…
-
If your SPD has the 30 day requirement and the employee received the SPD, it is the employee's responsibility to read the SPD and know the rules of the plan. Therefore, he should wait until the next Open Enrollment Period to add the child. If he re…
-
Our company thought about doing this, but decided against it. I would have been in the middle salary group, so I probably would have paid about the same as now. I used the example of a lower paid ee and a higher paid ee going to buy a dress at Wal-…
-
Since their absence is FMLA qualified, you are to treat that employee as if they are working during this time. Therefore, I would say the benefits would start as scheduled. Our health insurance's definition of "Actively at Work" includes "absent fr…
-
What kind of company do you work for? What business are they in and do employees work a regular 8-5, M-F schedule?
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-25-06 AT 02:43PM (CST)[/font][br][br]This information should be in your Initial or General COBRA notice. Ours states: "If you or anyone in your family covered under the Plan is determined by the Soc…
-
[font size="1" color="#FF0000"]LAST EDITED ON 08-17-06 AT 09:00AM (CST)[/font][br][br]If your Flexible Benefit Plan is like ours then you HAVE to pay the WHOLE $700 no matter how much she put in. As long as your employee made an election for the ye…
-
I would be interested in knowing this also. It would be a way to boost participation in the plan. For those of you who have automatic enrollment, what percentage are the employees enrolled at? 1%?
-
By unused annual leave, I'm assuming that would be vacation pay? As long as you distinguish the difference between the vacation pay and the sick leave, circumstances in which it can be used and paid out, circumstances on what happens to it when empl…
-
[font size="1" color="#FF0000"]LAST EDITED ON 01-24-06 AT 10:08AM (CST)[/font][br][br] > >First, what is the waiting period before a new >person can enroll in your flexible spending >accoutns, both the HC and the DC? Our effective…
-
One other question....so you don't offer COBRA on the Dependent Care Accounts? Is that correct?
-
You people are GREAT!!! You are so full of information! I contacted our TPA and YES you are all correct. From this point forward we are hiring our TPA to provide the Flex Cobra for us. I thank you all for the information and help you provide! xcla…
-
I've actually never had anyone elect COBRA on a Flex Plan, but I'm very curious on how it really works now that there is differing opinions. I've sent an email to our TPA to find out exactly how it works. I'll let you know what I find out. Thank y…
-
I guess you have confused me Larry......on our Terminating Employee Authorization form provided by our Third Party Administrator it specifically states: "I agree to pay the Company the balance of my annual election within 30 days of the date shown b…
-
Since our Flex is in a Section 125 Plan, the employer automatically is saving money. The Employer does not have to pay the matching FICA/Social Security taxes on the employee election amounts. That is an automatic 7.65% SAVINGS for the Employer. So…
-
[font size="1" color="#FF0000"]LAST EDITED ON 12-20-05 AT 12:43PM (CST)[/font][br][br]If your plan is a Section 125 Plan then his spouse's open enrollment is NOT a qualifying event. If, however, she is only NOW eligible for coverage by her employer…
-
I know just where you are coming from. This year our TPA changed their Open Enrollment Packet including color pictures, etc. to make it more interesting and eye-catching. I went to all the trouble to print out about 150 of these packets. Went throug…
-
We did NOT adopt the extension to our Flex Plan. Our President feels that the extension just allows people to procrastinate longer.
-
check your state law on when "wages" are earned and have to be paid.