lorrie
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As I recall you can deduct a debt owed to the employer as long as it does not drop the employee below minimum wage. (Although I am not familiar with all of the other garnishment rules that might apply.) But you can set time limits for employees to …
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Our handbook defines full-time employees as those who are regularly scheduled to work 30 hours or more per week. Anyone regularly scheduled for less than 30 hours is considered part-time. The distinction in our company is necessary for determination…
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It sounds like his title should be 'gate attendant' or something like that, instead of 'security guard.' But anyway, it seems that this is really just a call you have to make based on your own feelings about keeping this person employed. Is there a…
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Our plan document also specfies regular, full-time workers. If they are just going to work f/t during summer, with no anticipation of permanent f/t work, then we classify them as full-time/ seasonal, and do not offer benefits.
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Thank you for posting. I thought it was my computer also. Misery loves company x:D
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I must not have been very clear. I was not suggesting that they not be paid for the day that they missed 1/2 for medical. I understand FLSA requires that. But I understand that a company has the right to discipline employees who abuse an attendance …
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How does enforcing an attendance policy violate FLSA?
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My understanding is that you can NOT dock them for the time away if it is for their own illness. I'm just not sure if a routine dr. appt. counts as an illness.(?) You can however subject all employees, including exempt, to your company's attendance…
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You CAN keep timesheets, although it is not recommended for several reasons, you just can't allow that timesheet to affect their pay. You can require that they fill out some sort of 'leave' form and turn it in to HR anytime they are to be away from…
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I would not want to be responsible for any one employee by trying to motivate his/her attendance individually. I would make sure that the company attendance policy is firm enough and specific enough that an employee would run out of points before it…
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We have also done the same as Dutch2, and it worked very well.
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We have considered this is the past, but decided against it. Bottom line for our company: the cost of administering the program would outweigh the benefits. That doesn't mean it's not a good idea for some, but we decided it was not worth it for our…
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irenesmsaclaims makes a point about common law. Check with the laws in your state and with your insurance carrier. It is possible that they met common-law guidelines when she was first put on the plan.
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Our company will consider employees eligible for rehire if they leave on good terms. I can't think of any reason not to. (Unless you are concerned about employees being disgruntled with the company due to the dissolution of their department? Or is t…
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If, while they are out on w/c, they are eligible for FMLA, then you must continue their health coverage. In this case, all they owe is the amount that would normally be withheld from their check for their share of the premium.
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We have had this situation before, and our STD is also self-funded. After thinking it all through, we decided that the risk outweighed the benefits, and told the employee to concentrate on healing - no work from home. I think the only time I would c…
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Our situation is slightly different. We have warehouse employees who work anywhere from 6-12 hours per day, 5 days per week, each day is a little different depending on work load. We have drivers who work 6-12 hours per day, 3-5 days per week. (Some…
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xclap xclap xclap I am with you. Last week I got a call from SRS to confirm an employees salary, because she is on maternity leave and wants to take all 12 weeks of FMLA but only received STD for 6 weeks, then 2 weeks of vacation pay, and she want…
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I agree that the warning is sufficient to demote, if that is what you want. I like to have a policy that clearly spells out what will happen & when so that we can be consistent, and so the employees know exactly what to expect. For example, 'f…
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Our employees pay $60/month single, which is 18.5%; and $378/month family, which is 40.5%. I agree that payment of 20% regardless of coverage sounds great for the employees. I wish we could offer that.
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I have struggled to interpret the change in circumstance guidelines of Section 125 plans also. My understanding is that this WOULD be considered a change in circumstance, and the employee should be able to drop the child from the company plan IF not…
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We are self-funded, and it is my understanding from our TPA that we have notification deadlines for a reason: so that we don't have to go back and refigure events that have already happened. Employees should be made aware by HR that they must comply…
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Our vacation policy is close to, but not quite, what you are looking for. All vacation time is awarded on May 1 each year. At that time, employees who have been with the company a full year earn one week paid vacation, two weeks after 2 years, etc. …
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I would love to hear an update on how well the HRA idea is accepted by the employees. We considered the HSA, but we currently have a $200 deductible, and felt that it would be too big of a jump at once to go to the high deductible required by an HSA…
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Do you use a TPA? We use Gallagher Benefit Administrators. Do you mind sharing what your funding rate is? For the new plan year (our renewal is 9-1-04) our funding rate is $325 per month for a single plan, and $938 per month for a family plan. It …
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We have about 155 employees with an average of 135 in the health insurance plan.
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We have been fortunate the past few years, but we are self-insured (with re-insurance after $30,000) and we had a really bad year this past year. Our recommended funding increase came in at 32%. The company is implementing a 22% increase in total fu…
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SMace: Thank you for sharing your information. I happen to agree that, while this is not an end-all cure to health care issues, it is certainly a way to start letting employees know that they need to take some responsibility for their own health car…
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We do not publish COBRA information in our handbook. We have a detailed section in our health insurance summary that we give to employees after they have elected our health insurance coverage.
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We hire an independent benefit services group to administer our health plan, as well as keep our plan document updated, which is done every year. I appreciate the information you have given here. I will be checking with our group to correct our info…