juju
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Thanks for the quick response and the info. You gave me some good points to think about! I'm just a little uncomfortable because no one has yet been able to cite any specific DOL decisions and our job descriptions have been the same for well, fore…
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On a side note: What kind of employee info needs to be entered? I don't know that it's a good idea to have someone outside of HR privy to that.
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I can't cite any wage & hour regs but if the coordinator just refers the client to someone else in a minute-long conversation, it seems ridiculous to expect to be paid. She is not providing a service to the client (if she were, it would be a di…
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Is he eligible for FMLA? You can charge portions of days to intermittant FMLA even if he is exempt.
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In my experience, hours worked are hours worked. I would not include it in that calculation. However, you may need to factor the commission into any overtime pay since the employees are non-exempt. There are a lot of forum members more knowledgea…
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We are a 24/7 operation so this may or may not help, but we do have some employees who work four 10-hour days. We quote all our benefit time (vac, holiday, sick, and personal) in hours rather than days. So if one of the ees mentioned above wants t…
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Most departments in our organization handle requests the way you described. Makes sense to me. However, when I read your post it struck me that some employees are taking their total vacation at the beginning of the year. Do they accrue it through…
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We wait until the employee returns to work to review the evaluation and then retro the increase back to the anniversary date. During FMLA, everything is supposed to be the same as if the employee was NOT out on leave, so the increase should be eff…
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Does your payroll system have a max annual limit for deductions? In ours, once the maximum annual deduction is reached, it is turned off in the system for the remaining pays of the year. As a side note, our company only deducts from the first 2 pa…
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This should be in the plan documents. My understanding is that since section 125 plans are pre-tax, changes cannot be made without a legitimate reason/qualifying event. The specifics (ex: time limit to make the changes, scheduling of open enrollme…
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Under a Section 125 plan, she can't change her coverage until the next open enrollment unless she has a qualifying event (becomes eligible for other insurance, marriage, divorce, etc). I'm sure you told her this, but even if she could drop it, the …
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I have been reading through all the responses and I have to add my experience. Our plan requires that employees select their allocations on their enrollment form. As Don mentioned, we are very careful about advising them as we are not licensed to …
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I have heard of the COBRA continuation, however it makes no sense to me as the original benefit of a FSA is to contribute pre-tax money. If you are paying it into COBRA, it is most likely post-tax. Someone correct me if I'm wrong...
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As long as they are not legally separated (if there is such a thing in your state - there isn't here in PA) I think you are stuck unless she decides to drop him at open enrollment. Technically they are still married. She has not had a qualifying c…
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Same with us.
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In answer to your first question, FMLA is not always "leave without pay." Many companies require exhausting all benefit time/paid time off while on FMLA and also require it run concurrent with a WC LOA if the employee is otherwise qualified (1 yr, …
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I am not sure about mandatory employee contributions - I'm curious about that too. However, our company requires all eligible employees to enroll in our 403(b) plan. Basically all they have to do is let us know how they want our company contributi…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-08-04 AT 04:41PM (CST)[/font][br][br]I've been there and done that. While I don't think that you have any legal obligation to accommodate, it's great that you are. I know I really appreciated my bos…
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I'm not nearly as experienced as most of the folks on this forum, but I personally would drop that phrase altogether. Any restrictions on STD coverage can surely be found in your plan documents. I would leave it at that.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-29-03 AT 04:54PM (CST)[/font][p]I don't think it's up to management to decide the nature of the disability. That would be up to the employee's doctor. And what about ADA (sorry to open that can of…
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We also use proof of mailings when we send COBRA. You can pick up a pile of them at your local post office. They are white slips about 3"x5" that say "Certificate of Mailing" at the top and PS Form 3817 at the bottom. Costs us $.90 in addition to…
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Since we give a flex payment to employees who do not choose our insurance, our corporate office requires them to waive coverage (there is a spot on the enrollment form to do that)and provide proof of other coverage (copy of card) in order to receive…
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Our company offers a special (slightly discounted) rate to married employees with children who choose the "Family - 2 Employee w/children" option, as opposed to the "Family" option, in which only one parent works for us. In our case, if only one ch…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-10-08 AT 09:30AM (CST)[/font][br][br]As long as they are married. If not, I believe they each are entitled to 12 weeks.
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I'm wondering if this whole post should be FLSA-related instead of FMLA. So many abbreviations we use every day, sometimes they get mixed up?
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I think this depends on how long she has been out on your company's LOA. In order to be eligible for FMLA she must have worked 1250 hours in the 12 months before the start date of the leave. If she has not met that 1250 hour requirement, she does …
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Sorry to come across as the spelling/grammar police, but I can't watch this thread continue without clarifying: the type of leave mentioned here is INTERMITTENT, meaning "coming and going at intervals; not continuous." I agree with the posters who…