marc
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Great discussion. Hatchetman and Don D, you both are to be commended. I got several clarifications from you exchange.
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We have gone both ways on this. Right now, we pay an allowance to those that have a personal phone that is also used for business. Our allowance goes up to 90% for one supervisor, the rest are at $50 per month. We have about 20 staff people who…
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Let's also throw into the mix the fact that this reduces taxable income. This is often the bigger component for EEs. Not only would they not have to pay social security, they do not have to pay Federal (or state) Income Tax on these amounts. If y…
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I like the idea of encouraging wellness with insurance premium subsidy. If folks meet certain criteria - such as being a non-smoker, the company will make a larger contribution toward the EEs portion of the premium. You can carry that through wi…
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We are non-profit and pay 100% of employee premium. It's on them for any dependent coverage premiums. We also pay life insurance at 2 X salary with a $70,K cap. This policy includeds EAP and Accidental Death and Dismemberment. The EE can also ch…
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Now that is a bit of a punitive twist. Lots of companies talk about rewarding EEs to when spouses and/or children are put on a different company. I have not heard of charging more. I suppose there could be some title vii issues if a significant p…
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We also do the calendar year thing. We allow up to 40 hours to roll-over from one year to the next, with discretion to allow more if circumstances call for it.
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Tracking is quite a bit more complex under an anniversary date system. Does your payroll software have the capability to track it?
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If this was done as part of a cafeteria plan election, you must wait until the plan year is over. You don't let them drop out of the plan during the year, why should the reverse be true?
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I still think this sort of thing is a thinly disguised re-distribution of wealth. It is real easy for folks to make decisions that affect their lives and then ask others to support those decisions. People who made sacrifices to get a better educ…
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Thinly disquised socialism if you ask me. This is just another way for one group to subsidize another. Group plans already have the healthy folks subsidizing those that have higher profile health conditions. When you think about it, having the hi…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-27-06 AT 02:29PM (CST)[/font][br][br]The only "law" related to jury duty is that they cannot be fired for serving. In our shop, we pay them for the first week, after that, we just protect their job, …
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I look at these issues a bit differently. I work for the company first - and would only invoke that "people protection" part of my psyche if it meant it would improve the company in some fashion.
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I cannot tell you where to look for the evidence in your company, but these types of policies create problems that must show up in the ocmpanies results. Increased turnover, low production, quality rejects, etc. The trick will be to show what co…
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It's much easier than everyone is making it. Notice that if you count 10/2 as the first day, there are still 30 days in the month until 10/31. That makes 11/1 the effective date.
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Direct deposit laws are state specific. Some states allow you to require it, others do not. Check out Kansas laws to know your boundaries and limits. Nae Nae is from KS so perhaps her policies are congruent with the state laws. If you do not c…
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You have a bit of a dilemma. Your policy requires a judgement call that could be made at one unexcused absence, or upon several. But you also should enforce this judgement call consistently throughout your labor force. The last thing you want to …
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I did mean Health Savings Account instead of Medical Savings Account. Good catch Larry. I also so I did not answer you income question. If you set the HSA or HRA or FSA up properly they can be tax free and/or pre-tax. Again, your broker can fill…
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Sharon, you can supplement these high deductible plans with either Medical Savings Accounts, or Medical Reimbursement Arrangements. The Flexible Spending Accounts can also figure into the mix. Your broker should have solid knowledge about these pro…
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I would say do not drop her. Make him prove the qualifying event.
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We require a copy of the birth certificate to add a newborn or a copy of adoption papers for newly adopted children. This is normal course of business for us. Treat them all the same.
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There are some ways to give him this assistance without minimal tax consequences. There are enough complexities that you should get your tax guy involved to make sure it works the way you want it to. No pay back is involved in a scholarship. But …
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Our increase from the HMO was 1.89%.
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We are small and have a finance department, but we still have a TPA do some of ours. In our case, the TPA adiministers the FSA and the Dependent Care portions. We want someone else deciding whether or not FSA items are qualified to reimburse. For…
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We are extending. Amendments have been signed and we are just waiting for the head nod from our TPA that all is in place.
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We used to offer pro-rated benefits, but no longer do so. We want less part-timers.
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We used to do something similar. The situation Dutch described came to pass for us in a very real, very expensive way. The "negative selection" process had people on our group plan that could not get insured elsewhere. That meant they had medical …
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Memo To: All employees From: The Big Kahuna Subject: Benefit Meetings Any and all EEs who are more than two minutes late for said meetings will be assigned Refregerator clean up. One week for each minute late.
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You don't say what it is you retail, but I often hear that employees of retail shops are their best customers. If that is the case, how about a gift certificate to your store? It could even be applied to an existing credit balance if you do such a…
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I am not the end point expert, but I do not believe the employer can contribute into the FSA, that is why I suggested looking into the HSA or HRA. The HRA cannot accept employee contributions, but I think the HSA can take either. The benefit of th…