mushroomHR
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[font size="1" color="#FF0000"]LAST EDITED ON 09-01-04 AT 03:22PM (CST)[/font][br][br]I believe that things like t-shirts, turkeys at Thanksgiving and Christmas, and small items aren't taxable to the employee. I, too, hope they aren't! Edit: I …
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I would have the employee continue on COBRA until their insurance goes into effect. If your plan has a pre-existing clause, this employee, by not continuing COBRA, could be affected by pre-ex if there is a gap in coverage of more than 63 days. Of …
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We've made two long weekends: Thursday and Friday, 12/23 and 12/24, and Thursday and Friday, 12/30 and 12/31. We try make long weekends for our employees whenever possible. It's easy for us because we're manufacturing.
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We have 180 employees and use a local COBRA administrator. I've been using them for about five years. We do have many ex-employees/dependents who choose COBRA so the outside administration has been good for me.
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We outsource. I prefer not to incur any liability for mistakes that could be made. COBRA can be a little confusing so I'll let my expert handle it for me. Our COBRA experts have an attorney on retainer and they keep up with all the new laws and r…
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Our 401k allocations are done on the enrollment form. I know my employees would never call or go on line to allocate their contributions. What a mess that will create. As a Benefits Administrator myself, this would be an absolute nightmare for me…
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I'm not sure about asking about specific drugs but we always get a fitness-for-duty certification from the employee's physician. If the doctor states the employee can return to work then we accept what the doctor says. He should know the meds the …
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Our effective dates are always the date of the event. You may want to check with your carrier or your SPD for the information. I don't know if there are any regs to answer your question; I would think it would be the way your policy is written and…
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ESOP is Employee Stock Ownership Plan. This is where the employees own the company. My company is an ESOP and we receive our statements yearly. The value of the company is assessed at the end of the year then we get our statements around March or…
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If you do not receive any protected health information from your insurance company you don't need to do anything. Don D is correct. If an employee comes to you with an insurance matter concerning their health you are free to discuss that with them…
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We do not require employees to exhaust their PTO prior to STD. Of course, you know this allows employees to be off for a long time on STD, come back, and leave again to use up their vacation time before the end of the year. Frustrating but managem…
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If our employees choose not to enroll in our health plan which is fully paid by the employer, the employee signs a waiver of coverage and we do not cover them. This is perfectly acceptable with our carrier. I would check with your insurance compan…
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Thank you for responding Carey, I didn't think anyone was going to.
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This should be discussed with your carrier. What does your plan state for this type of instance? Perhaps your summary plan description would address this matter as well.
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After our initial increase shock, we tweaked our plan to significantly raise our deductibles and copays. We ended up with a 7% increase and some very unhappy employees. Unfortunately we couldn't absorb the increase the health care provider wanted.…
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We just got our preliminary quote for an increase of 37%! Needless to say we'll be looking at changing our plan or going with another carrier.
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Our renewal is April 1 as well. We have been told our increase will be around 15%. We may do some tweaking with our plan to possibly raise the deductibles and copays. I'll let you all know what our percentage is when the final figures are in.
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We were self-insured up until five years ago then we went to fully-funded. Being self-insured cost us more in the long run that paying a higher monthly premium. We were self-insured for nine years. We're a manufacturing company with about 200 emp…
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We too would use the date she was put on our payroll. Before that she was not our employee just as if we were to hire someone off the street--they would have to wait 90 days as well.
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Balloonman, We have a short-term disability plan that is managed by a third party. I used to do it myself but finally decided I'm not qualified to administer claims so I finally talked our Pres. into farming it out. We pay a small monthly admin. …
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Our STD benefits are self-funded therefore, any employee who is on STD receives holiday pay. We even pay holiday pay to employees on a LWOP. Our company is overly generous sometimes.
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Our prescriptions are included with our health & dental coverage. Employees currently pay at the pharmacy a copay of $10 for generic, $20 for preferred brands, and $30 for non-preferred brands. We also have a maintenance mail order benefit whi…
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I use a TPA for my COBRA administration and it has been wonderful. I don't know off hand how much we pay per employee but it isn't much. I've been using their services for about three years now and have never had a problem. I fax information when…
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We're taking off 12/25 & 12/26/03 for Christmas Eve/Christmas Day holidays. The following week we are off 1/1 and 1/2/04 for New Year's Eve/New Year's Day. We like to rearrange things to give our employees long weekends whenever possible.
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We have a self-funded STD plan that states: "Weekly income benefits are not paid for any period of disability caused by: ... for any disability caused or related to drug/substance/alcohol abuse." This language is in our SPD, directly from the insu…
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We had a DOL inspection several years ago where they went through all of our files; active and inactive. We were made to separate all medical files from the files of terminated employees as well as active employees.
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You can charge up to an extra 2% of the premium for the administrative fee.
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I agree that you are probably interpreting your policy incorrectly. Our self-insured plan covers disability from childbirth (6--8 weeks usually) just as it would cover any other disability. If the doctor certifies a woman as being disabled due to …
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If all you are doing is providing enrollment/termination information, you are not a covered entity. You would only be a covered entity if you are acting on behalf of the plan, such a paying claims, or administering a self-insured plan. If you are …
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Thank you Linda. No she does not currently have restrictions with her work schedule but we have certification for another accommodation with this person pertaining to their condition so I know she is ADA qualified. I will follow the procedure with…