marc
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I have gone through this exercise a couple of times. The way I liked best was replacing the car with a car allowance. Lots of hidden costs when you have your own car, such as insurance, maintenance, license and registration to take into considerat…
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In that case, my range would be 15% to 23%. In our shop, I am counting vacationa and holiday, health insurance and life insurance. We don't get company paid retirement or disability insurance, although those are optional benefits paid for by the E…
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We pay health and life insurance for the EE. The life insurance runs about 1% of gross payroll (slightly less for the exec's because it has a cap). The health insurance is a fixed price so naturally, the % varies. The range is 5% to 19%. I am ex…
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Yes, it is OK to do that, with the proviso that DowntheMiddle added, as long as it is not discriminatory. For instance, if EEs are otherwise equal (and when does that really happen?), but those that are in a protected class pay for their own insura…
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EEs in our shop earn 12 days per year, pro-rated for each pay period.
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Sure we could kick them out, but then we would not get that nice Christmas card - I think she missed last year though. I know the notice is not required - but we had a couple of EEs swear they never heard about our optional dental insurance - just …
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Based on Irene's feedback, we may be doing it wrong. We did have Aflac in for initial enrollment and invite them to our annual renewal meeting (which they rarely attend), but for people wanting to enroll, we give them an Aflac provided summary, w…
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Yes, it is OK to show the names.
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We pay 100% for the EE's on the HMO plan. There is an upgrade available to a PPO - the EEs pay for the difference. We pay nothing towards dependent coverage. We do not cover anyone working less than 30 hours.
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Our practice is similar to Mwilds. They get some time to make the decision.
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Don't know about KY, but in Nevada, you do not have to pay unless it is your policy. Then if you pay for any, you pay for all. We do pay for unused vacation time, but not for sick time or floating holidays (well days).
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We discontinued the policy two years ago, but when we had it, we pro-rated their time off. So if you had a regularly scheduled 20 hour person, they got 1/2 of the time off benefits. We did not allow them to participate in any of the other benefits…
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Good idea Hunter - you get the good Samaratin award.
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A follow-up story on Fox this A.M. said the CDC was considering diluting the shots to turn one into two. They were also suggesting the shots get prioritized to go to the elderly and other high risk people. Finally, they do have a stockpile in inve…
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And overweight is anything above 25. I have a long way to go yet myself, but am slowly closing in on it.
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I am a little late to this party, but our company just got our new quotes in with just a 3% increase x:7. Due in part to the success of our in-house wellness efforts and in part to the entry of a new player in our market. Anthem is apparently tryi…
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In our shop, these discussions are often driven by difficulty with fund raising to cover costs that are not included with grants and contracts. Quite frequently a non-profit can raise direct service dollars, but has a difficult time with raising th…
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How much are they looking to save? I also work for a non-profit with benefit plans similar to yours, although we do not have a 401K or Denited Benefit Pension Plan. Ours is a 403B plan, completely funded by the EE, although it is pre-tax. One of …
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But the EE got to spend the money that was overdeposited in her account. She should not benefit from this error. If the amount is significant, give her some time to make up the difference by spreading out the extra deductions over the remainder of…
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Do not arbitrarily enforce your policies. HR folks fight for consistent interpretation every day and when we decide it is ok to violate a policy just this once, all other supervisors, managers and EEs will want the same ability for their special ca…
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We used to do something similar. We gave each EE a pool of cash to use for various benefits and then required proof of a major health insurance policy. Any unused cash found it's way into the EEs paycheck. Many of our EEs utilized coverage throug…
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There are some issues here that the CEO may or may not have the authority to require. Paying for some of his personal expenses should not be the company's responsibility. On top of that, there are some income tax wrinkles here. If the company mak…
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Love to give a reference to someone in Kansas - this from a former Kansas resident. The company we used just changed their name. Now they are called Infinisource Cobra Compliance. 1-800-300-3838 is the phone number - web site is: [url]www.benefi…
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64 EEs and we outsource this. As others have said, I don't want the liability for a mistake as to dates or forms, etc. It is relatively inexpensive in my opinion, for the comfort it provides.
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This may not get you much closer, but in general, all assets are to be listed, along with all debts, in a bankruptcy. This disposition of the assets is determined by the bankruptcy judge.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-18-04 AT 12:15PM (CST)[/font][br][br]To deduct anything besides mandated taxes from an EEs check requires specific authorization from the EE, regardless of whether or not you have a section 125 plan. …
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In Nevada, if you make something like this mandatory, the company has to pay for it.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-18-04 AT 11:29AM (CST)[/font][br][br]Welcome to the forum! Are you requesting a release to work from the medical provider(s)? If so, any work restrictions should be noted in the release. Many polic…
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We try to make the effective dates as close as possible to the actual dates. Our insurance carriers however, have these contingencies written into the plans and tell us when the effective dates are. And each carrier is a little bit different. On …
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We only accrue if they are receiving payroll checks. STD or LTD pay does not qualify.