nietra
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We were thinking about adjusting the wages of those employees but it was becoming just as much of a nightmare as the overtime issue. Some work more often then others and how do we fairly compensate for that? Basically, currently we do more then th…
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They are providing supports to persons with Mental Retardation. They are required to be in the home (can not freely leave) during the sleeping time and if called to work are paid for all hours they are called to duty. Currently we pay for 16 hours…
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If I'm reading your question correctly it would be for the overtime hours for the entire month the bonus was earned, in your case January. You would take the regular hours (hours * wage) add in the bonus and divide by regular hours to create your…
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Can someone please help me out here.... we have very few exempt employees. Several of them work less than 40 hours a week and the salary has been adjusted to reflect this (but still well above the minimum required)... is there a reason I should be …
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Our plan year runs from July 1 to June 30th and we adopted the new extention into the plan. We have a 3rd party administrator for the plan but I know they have had some snags in the process.
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Are you telling me I'm going to jail because I didn't buy the most recent poster update? Dang, I have been trying to figure out how to get a vacation didn't know it was that easy!
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I sent you an email.
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We contribute $300 to the employee's FSA monthly but we can not put the restrictions on the money as discussed. As long as it is an acceptable expense the employee has access to the money.
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We pay $300 a month into a cafeteria plan. Employee can then choose to use it for health insurance in their name, unreimbursed medical expenses or daycare expenses.
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The state of Iowa just today removed Viagra from the list of drugs available for Medicaid. At least they are on the ball with some issues!
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This is very troubling to me.. I have a friend whos son (13 years old) is using viagra for a cardiac condition and is showing great improvement. They are having to pay it out of pocket as their plan will only cover 3 pills a month!
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Health Insurance isn't our strong benefit... we just can't get it down to a reasonable price to offer to our employees without breaking the bank. Currently (well until May 1 when our rates go up 15.8% and we dissolve our group) a single policy is $…
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Same thing happened to us, we appealed to the notice and were requested to provide the documentation again and did not have to pay the new claim. It was a long process but ultimately we did win. Good Luck.
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We also lost our insurance this year for the same reason. High claims and low participation. We decided to pay $300 to ALL full time employee intos a Section 125 Cafeteria Plan. The employee can then chose from several options as to how to spen…
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How are the amounts determined? Do you pay a set amount per employee? We have different tiers but pay only $300 towards any one of the tiers.
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We pay $300/month per full time employee into a cafeteria plan. It's then the employees choice as to how the money is spent... our policy, a personal policy, daycare, unreimbursed medical, AFLAC, etc...
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Our vacation is: 1 year - 10 days 2-5 years - 15 days 5-10 years - 20 days 10+ years - 25 days
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We have both PTO and Illness Days. Illness can be used for immediate family members with a PTO day earned for each quarter that Illness Leave is not used. PTO is used for everything else but must be approved in advance of being used.
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Our AFLAC rep was extremly push and insisted on badgering each employee individually. Our Executive Director finally said enough is enough and threatend to pull our policy - he didn't back off but when we called to start the process of discontinui…
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We use TASC and have been very happy. You can find them at [url]www.accesstasc.com[/url] or [url]www.tasconline.com[/url] (can't remember which one works now, sorry)
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Our employees are allowed to accumulate up to 240 hours of PTO (carry over from year to year) and cash out at 100% up to 40 hours any fiscal year.
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From the DOL website: Intermittent/Reduced Schedule Leave The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances. CFR Section 203) Intermittent/reduced schedule leave may be take…
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We must get different ALJ's as our last few have sided with us for misconduct. The last one we had was the sleeping and we went into the appeal fulling expecting to lose but the judge said that was gross misconduct. Other cases of misconduct where…
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Unemployment they wouldn't be able to receive but I'm not exactly sure about work comp. We recently had an employee who was sleeping on the job and was termed and we didn't have to pay unemployment. Negligence is misconduct and in Iowa we don't pa…
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Don, I have to disagree here. Again I'm learning a lot about work comp (in Iowa) with our denial situation going on.. In order to be covered under work comp the injury has to have happened as a condition of their employment. As I am learning thr…
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Work with your work comp carrier... I'm also in Iowa and if you see my post below we have an employee who tripped at work and our carrier decided it didn't meet the criteria for the two pronged test of "occuring as a condition of employment". I'…
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In the employees own words...she got up to walk to another area and her body went forward but her legs/feet did not and she broke her shoulder. Not disputing that it happened at work but the work comp carrier is stating that it didn't meet the 2nd …
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The employee will be in a tough situation when the mom really is terminally ill later in life and they have used up their 12 weeks of leave. It reminds me of when we lived in Europe and the soldier next door had the military pay for his plane tic…
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I should also state that the reason I think we will end up retaining an attorney is I think if pressed she will quit and see what her legal options are.
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We have a policy so there will be no issue there. I'm just waivering on these 2 days that she is going to be with her mom for the surgery. Our employees get annual training on FMLA and know what they are entitled for what circumstances however i…