marc
About
- Username
- marc
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
If you do not wish this to be taxable income to the EEs, then it would have to be part of a formal plan. There are a couple of ways you can go to make this happen, each with it's own benefits and drawbacks. FSA's - Flexible Spending Accounts. HRA …
-
If one of our EEs is in need of the catastrophic leave, the EE must make a request to our Exec Dir. In her absolute and arbitrary discretion, she will determine if the need qualifies. If it does, she will direct HR to make a general email indicati…
-
Since you are a non-profit, you have some pitfalls of which to be aware that for profits do not have. Watch out for Inurnment! You must be careful what you do for an influential individual that you would not do for other EEs. This area of the tax…
-
I don't get that newsletter, but it might be easier to go on their website or give them a call. If you are a subscriber, I'll bet customer service would be glad to forward the missing items.
-
Your plan should address eligibility for participation. If you cannot find an adequate definition, call your plan administrator or plan auditors. I remember things like 1,000 hours of service is required during 12 months for a year to "vest" for a…
-
I would lean toward allowing it as funeral leave. First, I assume (with all risks associated) that this long-term EE has and is a good EE, otherwise why have them around for the long term? If this is the case, your reference to why we hate HR is a…
-
I cannot answer for Ohio. I am in Nevada (no state income tax). STD is an employee optional benefit in our company. The taxation consequences depend on whether or not the EE opts to run the premiums through the Section 125 Cafeteria Plan - thus m…
-
Yes, it is legal to do so. The amounts paid are most likely taxable. You can adopt a benefit plan, such as a section 125 cafeteria plan, which can allow EEs to pay for health insurance with pre-tax dollars, but as Down the middle said, get the pro…
-
First, please turn off your caps lock key. When you post in all caps, it is considered the same as yelling. Your problem could be significant. I would discuss the options in-house, including your lawyer before proceeding. If this is fraud, it is…
-
I am not aware of her expectation, we are just trying to determine if a policy should be set, and what others are doing.
-
Thanks for the feedback Paige. Your experience has some parallels with ours and your companies size is close to ours. We initially controlled premiums by switching to an HMO and requiring 100% participation, which meant we pay all the EE premium. …
-
Livindon - very descriptive picture you painted, I specially liked the Cadillac Tractor analogy. I think I'll borrow it if you don't mind. I am doing some research - trying to wade through IRS bulletins and publications, which are written to obfus…
-
Yes, educated consumerism appears to be a cornerstone. It probably has a better chance of happening with plans like these than the more traditional plans.
-
It is really all about your policy regarding this. Being a temporaray full-time would not give rise to benefits in our shop. It is only if they have risen to that level permanently.
-
All of the things you listed are possible, but, in my opinion, it boils down to the way the company is being acquired. If the buyer is only buying assets, then all liabilities - including payroll related liabilities - are only assumed if the buyer …
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-13-05 AT 03:24PM (CST)[/font][br][br]HRinFL: The non-payment of premium during FML is not a qualifying event. I actually learned that from my participation on the forum. Back in September 04, mushr…
-
Lisa and lorrie are headed in the right direction. If the guy meets FML eligibility, you are jumping the gun by sending out the COBRA notice. It is up to the company to designate the leave as FML. If you know or should have known that the medical…
-
We have a dependent care payment the EE can run through our cafeteria plan up to the IRS allowed maximum of $5,000 - basically allowing them to pay with pre-tax dollars. It is a reimbursement plan - they pay and provide documentation and we reimbur…
-
It's been a while, but our carrier has interpreted the change in status laws in fairly liberal fashion. Being dropped from a spouses coverage always counted. If I remember correctly, they also allowed the reverse to act as a change, but I think it…
-
It is a good idea to have the EE review this section of the plan. Put a memo in the file to that affect. It is up to the three member committee. Let them review the info and decide. It is up to them to document their decision. By the way, the…
-
First step, go to your plan documents. Most of them have some very restrictive language about what qualifies as a reason for the loan. Plan documents also usually restrict the frequency and the amount to be borrowed. Purchasing a house is a fre…
-
I appreciate the cynicism - I often find myself deeply steeped in it. This group uses two PBM's, Express Scripts and Systemed. Don't much more about them yet. Lots of information emailed, but very little substance, mostly just pictures of smiling…
-
Welcome to the Forum Angila! I am interpreting your post as a request for comparison with other companies. We are a private non-profit. You will likely find that you need to compare with similar industries to really know how your company stacks u…
-
I may be wrong, but I don't think most STD plans have to be related to work, like WC claims do. If you broke your leg in a car wreck, you still have a short term disability - and therefore a claim. Am I wrong?
-
We don't match anything at this point. I worked on a proposal to match 50% of 6%, but budget constraints shot it down before it even left the hangar.
-
dchr - do you still charge the donor the 50 hours? If so, the company is making money on the deal, which is not the intent in our shop.
-
HRLass gave you a good start on some issues. Additional information: We do pro-rate for wage differential and only allow vacation time to be contributed. We require a written request to the Exec Dir. It is up to the E.D.s dicretion to grant the …
-
Our accruals only activate if the EE is receiving a company check. So vacation and sick pay is part of the accrual, unpaid leaves are not.
-
Our handbook specifically states that the Plan language prevails.
-
Since these items are related to the company's income tax situation(s), I would think that as long as the tax return is subject to audit, the underlying records should be kept. Usually that is 3 years, but because of the ability to extend amend tax…