marc
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Comments
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Don't you find it hard to have a reasonable conversation with an EE when his/her hand is in your pocket?
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We only reimburse 50% of tuition and books after the course is completed and the EE has received a grade of C or better. We do not require reimbursement if they leave.
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Our policy is like AJ's. These types of appointments are sick time.
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We had to enroll all of our EEs to get the good rate. We did have some EEs with TRICOR and several who have free coverage through the Native American coverage options. All were required to enroll. A couple were really upset about it, but as long …
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We give 12 days per year and allow unlimited roll-over. As a non-profit, often in the middle to lower end of the local markets pay ranges, we feel we have to be generous in some other areas to help attract and retain quality staff.
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Felons are not a protected class, but I would not use the word automatic unless you have a company policy that states that. In some situations, like a person handling cash getting convicted for embezzlement, you would be on solid ground. In other…
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Thanks Carey, I will take you up on your offer. Pleae email to: [email]mnicolet@childrenscabinet.org[/email] I appreciate your help.
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I understand your viewpoint, but would caution you to not cover all of the bean-counters with the same blanket. Generalizations can work for many discussions, absolutes rarely do. A wise man once taught me that not everything that can be measured,…
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I agree with your analysis of the value of the cost study. I am interested in the steps that would have been identified as being necessary to take in the event implementation is required. I have done my research, just wanted to check my facts.
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Good question. I am also on the front end of this question and am posting so I can follow the discussion. How about it forumites?
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Wow, this sounds like a snarly mess!!. It is my belief that you can terminate group coverage, but if so, all Cobra rights would kick in with notice provisions effecting timing etc. It is probably some sort of criminal act to deduct premiums from t…
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We allow our new hires to start accrueing a pro-rated number of hours with the very first paycheck. In 12 months they would have earned 12 days. We also allow 2 personal days available the day the sign on. I am trying to make that particular one …
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My question is: Did you make the payroll deductions without specific signed EE authorization? If so, you may be in some hot water. You may not deduct anyhting, except required tax payments, from an EEs check without their signed authorization.
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We have had AFLAC supplemental policies for several years now. As others have said, the agent makes a big difference and ours is a good one. Comes every year to sign up new EEs and has done a great job with the handfuls of claims we have every yea…
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We just had a thread about this topic a couple of weeks ago. Do a search and you will find some policies discussed. I think Don D. even quoted chapter and verse of his company's policy.
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Great benefit, I wish our wellness program could include it.
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Bankruptcy codes have recently gone through significant change and what might seem like common sense should not be relied upon. This is an area for specialists, and bankruptcy judges have significant powers to order various things depending on th…
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What a bummer!! Getting seriously injured on the first day. If you have placed the EE is on some sort of leave status, you may need to offer these benefits because they are still an employee then, just on some sort of inactive status. I would as…
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Yes.x:D
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Agree with Don. In our case, the policy says the Company may request a Doctors note for verification. We do it when an EE uses a lot of sick time or portrays a pattern, such as every Friday or frequent Mondays, especially days before or after 3 da…
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Just a couple of comments for consideraton. Can your work flow handle having employees off work for longer periods than you currently allow? There is a cost associated with bringing temps in or having the work sit for some extra time, etc. Let us…
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Lots of ways to look at this from a standpoint of trying to determine the monthly allowance. Keep in mind that for IRS purposes, the whole thing is probably taxable as wages. That is one of the reasons companies own and lease cars. Then you only …
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We do not have COLA in our LTD policy. It is an EE option to have the coverage or not and is paid for with after tax dollars so the benefits are not taxed.
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Do not forget payroll taxes (FICA and Medi) and what about workman's compensation insurance. They are certainly part of our burden calculation. Does you company have wellness programs?
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We pay 100% of the EE premium and require the EE to pay all dependent coverage. This is only for health insurance. There are lots of ways to look at it. If you had two EEs who were identical with respect to performance, position, salary, etc, and…
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I am a bit confused with this situation. As I understand FML, the EEs health insurance benefits must continue during the leave. So terminating the health insurance appears to be a violation. We used to have a group plan that EEs could elect to us…
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We are about the same size with ees scattered - all in the same state. Our program has some labor intensive aspects, so it probably would not work for you. I would ask though what goals you would like to meet with your program? Once you have your…
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Your STD plan needs to 'dovetail' into your sick leave plan. These are good benefits, but you should not have to pay for more leave than you intended. Make sure the overlaps are not vague and the distinctions between the two are clear.
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To my knowledge, there is no max set by the feds, other than the $5,000 you mentioned for dependent care coverage. Your policy and the ees salary are the only limits.