marc
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I did not weigh in the first time around because I also thought the answers were on point. But here is a different perspective. You have an entire management strata that is currently being treated the same from top to bottom, with respect to healt…
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You are too hung up on making it tax free. Car allowances are used all the time in business - but they are usually taxable to the EE. The EE can offset the tax consequences to the extent he/she can document business expenses, which can be deduct…
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OK, fuzzy memory time. I think the rule(s) have to do with how many weeks in a row the EE works above the threshhold set to receive benefits. If the threshhold is normally 30 hours, and the EE hits this level for some number of weeks out of a cert…
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Yes.
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We pay the EEs health insurance 100%. The EE must pay for any dependent coverage. The EE has an option to elect dental and vision at his/her expense.
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Don D at 10,001 posts? Looks like a couple more got snuck in somehow.
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It is my understanding that you can require them to take your coverage if you pay all the premium. We do that in order to maintain a big enough group to get better rates than otherwise would be available.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-14-05 AT 03:30PM (CST)[/font][br][br]Tough place to be. We had a similar story 3 years ago, with a couple of distinctions. First, we paid all full time EEs $6,600 per year, then required them to hav…
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Welcome to the forum! I am curious about this as well, so I am going to respond just so I can see what others post.
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These questions come down to State law. In Nevada, you do not have to pay out unused vacation, unless it is your company policy to do so. So what you do for one, you do for all. Check your state law. And by the way, the title of your leave is "E…
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Ours is also a reimbursement policy, limited to one class per semester. We pay 50% of the tuition and books if the EE scored a C or better. The course must be related to the EEs job or approved development plan and must also be approved by HR and …
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I am not the pro in this field, but I would say the divorce decree is the evidence of the "qualifying event" that allows COBRA to happen.
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We top out at 3 weeks after 3rd year. And nothing more except applause for each anniversary.
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I would check with the Dept of Insurance - perhaps they require you to view the original card? If not, and they will take any number given - then how you get the number is a moot point. I would not fax my number to an open fax machine - too much…
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We made a change a few years ago, rather than completely lose vacation accruals, we allow 40 hours to rollover every calendar year. Some complaining, but not significant.
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We have sick leave and allow the EEs to use it for immediate family.
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I am replying just so I can get the email notice of other replies to this thread. I am looking at ADP's portal with respect to benefit administration and EEs being able to access certain data for information purposes. Trying to reduce some of the…
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Generally speaking, mileage reimbursement is up to the company to determine. Fed allows up to $0.405 per mile, but if the company does not reimburse, the EE can deduct business mileage on his/her tax return. It is my understanding that a couple of…
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Our approach is similar to Parabeaglex2, we let EEs opt into a group dental plan, fully paid by the EEs on a Pre-Tax basis, so they save a little there. We do pay 100% Health and throw in a 2x salary life insurance policy. Otherwise, all optional …
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If a claim were pressed, I think you would lose on that sort of arbitrary penalty.
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Doesn't the 60 day eligibility clock run from the day Cobra rights notice was given to the dependents? If no notice was given by the plan administrator, then the 60 day clock never started. I thought that set of regulations was interpreted very he…
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Perhaps Irene will respond with her usual good information in this area. I would try to put all this in effect when I got the paperwork in January. In particular, the dependents get the full period to elect Cobra or not, from the date they receive…
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Our shop does not give additional vacation or sick leave accruals for working overtime.
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If the EE was paid (holiday, well-day, etc) or on an approved leave, we count the day.
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Another little wrinkle to consider is the rights of any dependents who are covered. This acts similar to Cobra rights and health insurance. I beleive each dependent is supposed to receive a notice of their rights and how the plan works with respec…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-17-04 AT 03:25PM (CST)[/font][br][br]So a single person will pay $138.60 extra per year to keep the deductible at $0.00. Poll a couple of people you know will not over-react and ask what they think o…
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I would add that a 40-50% jump may not be so bad, depending on the dollar amount as opposed to the % amount. If it went from $10 per month to $15 per month, that might be better than upping the deductible. Got to know all the math before a call ca…
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Here is the scenario: EE signs up for a voluntary AFLAC insurance policy. 6 months later, EE can no longer afford the policy and withdraws consent to deduct the premium from his/her paycheck. Now what? This exact scenario has happened 3 or 4 t…
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Last time I did it, I just explained we were getting out of the car business - as suggested by HRGirl, the allowance we gave in lieu of the car, covered most of the car payments - the EEs did usually end up eating some of the other costs though.