mwild31
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-04 AT 07:24PM (CST)[/font][br][br]Here are the web links for each state: [url]http://www.kylabor.net/esat/esfaqs.htm[/url] [url]http://www.in.gov/labor/wagehour/estandfaq.html#accrue[/url] The s…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-07-04 AT 03:10PM (CST)[/font][br][br]I would say it's pretty standard - listing only the contribution percentage on the enrollment form and then having participants call in after the first contributio…
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We made the switch from Merrill/Bisys to T.Rowe Price (love them!) about a year and a half ago. Unfortunately, my experience with Bisys was not as favorable as the other poster. With T.Rowe Price, our participants pay $150 one-time loan set-up fee…
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Hi Rocky - I don't know if you noticed the trend in this post or not, but I sure did. The trend is: poor AFLAC customer service rep. = disatisfaction with AFLAC & good rep. = good feelings about AFLAC. I have a good rep. - a great one reall…
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Hi Jenn - Give me your email address & I'll send you a file for exempt & non-exempt total comp. statements (it's in excel). I think this is a great tool, however, not all of the employees do. Instead of being interesting & "wow, didn…
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Hi Sue - I have heard of this, but ADP's below par reputation, in my opinion only, for other services puts them out of the running every time. However, your experience may be different with ADP & maybe flying them a call & meeting with them…
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Our broker was very clear - a cert. is not the same as a SPD. The explanation that followed was kind of dry, but to break it down: A cert. is just a piece of paper an ee would use to prove insurance to another provider (as well a their card of cou…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-18-03 AT 05:55PM (CST)[/font][br][br]Hi irenesmsaclaims While I appreciate your comments - what you say just ain't true in my state or with my broker (we only have 100 people at our company & fou…
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Hi Jerzal You do have to give out a Summary Plan Description & it should be provided to you (you may have to make enough copies for your employees) by your broker. You don't put this together, it should be put together by the ERISA legal team/…
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Hi Jerzal - your insurance carrier may have the answer for you already. In our case, by contract we have to pay a minimum of 75% of the medical cost & 50% of the dental cost for each employee (we actually pay 100% on both for each employee &…
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Six things off the top of my head: 1. HSAs are new - rollout of the plans are set for 2004. Have all the bugs been worked out? 2. Experts suggest you offer HSA's in combination with a HRA or FSA plan as well. 3. There may be some difficulty wit…
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As crazy as it sounds - let your fingers do the walking. When I sent out my RFP - I sent it to 4 companies that I knew & had worked with in the past & 5 companies out of the yellow pages. They'll come out & give a presentation & yo…
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Thanks for responding x:-)
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Hi irenesmsaclaims - the poster already stated that it is allowed in their contract - they as the employer are just not inclined to offer it to live-ins. Could you explain your point further - past the contract part?
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Simple answer: No, your company doesn't. Although you could call an attorney if you would like, I would avoid the call and tell the employee no. Maybe once tax laws change & live-ins are on the same par as spouses/children/dependents, you cou…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-01-03 AT 06:09PM (CST)[/font][br][br]Medical - PPO Our co-pays are $20 per office visit, emergency room co-pay is $150 (waived if admitted), 20% for lab/x-rays/hospital stays, 50% Mental Health, 20% …
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Let me clear things up for you Smace. First, I am asking a lot of questions right now and they are rhetorical - it's called a conversation. I cetainly don't think that everyone here has all of the answers, but I don't think it's wrong to voice (…
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Hi Judy - should this question be posted in Benefits? You may receive more responses if it was in there.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-03-03 AT 12:08PM (CST)[/font][p]Hi Marc They (broker with insurance approval) quote a lower overall price.
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I hope I'm not too late to get into the discussion, but as I've recently gone through the process, I have some recent experience with this issue. I always knew our former broker was getting paid through commissions, but I wasn't aware of how much o…
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Okay, dumb question, what's a FSA?
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Hi Shary In previous positions, I've asked for this type of information (physician's name, address, allergies, blood type). I've always said that the information provided by the ee was voluntary and would stay locked up in the HR/Safety Manager of…
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Hi WO It sounds as though your sick leave policy follows the Family Care Act (Washington State). In which case, the company is correct, it's set up for a sick child, spouse, etc. and not for a "well baby". Short of him finding a doctor that will …
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Hi Merry Immediately contact the employee and let them know that they need to file a claim with your worker comp. insurance carrier & then the ee has to wait to see if the claim is approved. If your policies allow, then send the ee FML paperwo…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-05-06 AT 04:15PM (CST)[/font][br][br]Hi HRCathy Carpal tunnel - the most dreaded two words in WC history. She's used up her FML, so don't worry about that part anymore. Now, focus on notifying yo…
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First, why do you want to extend this person's leave? Second, I wouldn't blend apples & oranges here - doesn't make for a great fruit salad. If this person has run out of FML, then the ee has used up their entitlement their FML has ended. N…
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"If it doesn't come back as FMLA eligible, can we force the use of vacation time (employee has used all sick and personal time)?" Okay, here's a dumb question. How else would she get paid? Do your policies pay for time off due to disability or do…
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"I had WC surgery (volleyball)..." James! How did this get through the forum hawks? You had a Worker Compensation injury from playing volleyball at work. I'm definitely in the wrong industry! xB-) ps - glad you're feeling better.
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Correct. The rolling backwards method does help to prevent the stacking - even in cases of intermittent leave. We use rolling forward, but each organization has to decide for themselves which method works best for them. x:-)
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Hi needahero Here's the appropriate link to the DOL regarding your question: [url]http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.200.htm[/url] The following is a quote from the above referenced site: "(b) An employer is permitted t…