smaces_twin

Comments

• I grew up in Hendersonville, NC and moved back about 10 years ago. It is 20 miles southeast of Asheville. I would like to have a home in Hooterville (Hendersonville) and a home on the SC coast. My good news is that it might be possible. If anyon…

  in Poll : If you could live anywhere - where, why ? Comment by smaces_twin May 2004
• Redneck's last words, "Hold my damn beer. Hey, ya'll watch this....."

  in Corny issue Comment by smaces_twin May 2004
• We require the rehab to follow guidelines set by our EAP. What he did would not comply with our policy and I would deny. I would consider adding this to yours.

  in URGENT! Rehabilitation definition Comment by smaces_twin July 2004
• I can understand the smell issue. I do not understand the other issues if someone is careful and clean. I think it is more of a control issue than anything. A policy about eating at your desk makes me chuckle.

  in Eating at desk Comment by smaces_twin June 2004
• I eat lunch at my desk almost every day. What's the problem?

  in Eating at desk Comment by smaces_twin May 2004
• NC law requires this- NC Gen. statute 95-28.3. We have a plants in other states including VA and we allow 4 hours/ calendar year for all of them. I did a quick VA search and did not come up with a similar law.

  in School Visit Leave - Is this discrimatory Comment by smaces_twin June 2004
• Hey beags, pretty please? fax (828)350-7255

  in side by side comparison of old FLSA regs with new Comment by smaces_twin July 2004
• I see no violations as long as you are including that $20 in their base wage calculation for OT.

  in weekend premium pay Comment by smaces_twin July 2004
• We use time sheets for salaried, non-exempt and all other non-exempts clock in and out.

  in non-exempt timecard reporting Comment by smaces_twin June 2004
• We focus on 40 hrs a week. The 10 hour folks get 4, 10 hr days and the 8 hour folks get 5, 8 hr days.

  in 10 hour workdays - 8 hour paid holiday Comment by smaces_twin June 2004
• I understand that you have to relcalute their regular rate for OT purposes for certain bonus programs. I'm saying that you do not have to recalculate if you do it the way I explained. I don't have a good way to recalculate because I set up bonus s…

  in Overtime & Bonuses - Implementation Comment by smaces_twin June 2004
• If you pay the bonus based on their total gross wages, you already take into account their OT and you do not have to recalculate. For example if they make 1000 widgets they get 4% of their monthly gross wages. BTW, I'd calculate scrap into the equ…

  in Overtime & Bonuses - Implementation Comment by smaces_twin June 2004
• I believe the laws vary state to state. Could you call the agency issuing the garnishment and ask them?

  in Garnishment when EE is on medical leave Comment by smaces_twin June 2004
• It is legal unless some sort of discrimination can be proved. Sounds like a stretch to that, but you never know, they may meet a bored lawyer. From a moral standpoint, it is a terrible thing to do. It could have been dealt with in other ways. …

  in Quick! Help! Raise given then taken back. Comment by smaces_twin June 2004
• Hours worked only. Shadowfax brings up good points. Watch out if you change it. You better have a sound business reason that is communicated very well.

  in Calculating Overtime Comment by smaces_twin May 2004
• Pearce, Did you just say that the employee can come on the plan now and the husband will have to wait until he exhausts COBRA? He would not have to wait for the open enrollment in that case, right?

  in Cobra, HIPPA & Terminal Cancer Comment by smaces_twin July 2004
• I don't have a policy and personally think it is a miguided approach to cost savings. It is very short-sighted. The person getting cash will get very limited, if any, preventative health care and will slowly get high cholesterol, HBP, diabetes, ba…

  in policy for cash in lieu of health insurance Comment by smaces_twin July 2004
• [font size="1" color="#FF0000"]LAST EDITED ON 07-09-04 AT 03:57PM (CST)[/font][br][br]I reviewed the posts and I didn't see what you were talking about. T asked: "I was told by insurance-1 to ask her if she would sign a waiver with them to allow t…

  in Ask ee to sign health insurance waiver Comment by smaces_twin July 2004
• If you asked her to drop her coverage so others can get it, it could very easily be construed as you forcing her. I would never do it and I would raise hell with the insurance person that advised you to do it. They made a serious error. I was act…

  in Ask ee to sign health insurance waiver Comment by smaces_twin July 2004
• I think the word chose is debatable. When presented with the fact that if they didn't waive coverage no one would get insurance, I think they could argue that they were forced. I wouldn't want to be presented with that scenario.

  in Ask ee to sign health insurance waiver Comment by smaces_twin July 2004
• So you would advise her to ask the unhealthy person to waive her insurance so the others can get it?

  in Ask ee to sign health insurance waiver Comment by smaces_twin July 2004
• NO. You would be discriminating against someone because of a health condition. You can't "force" someone off the plan to keep your rates down.

  in Ask ee to sign health insurance waiver Comment by smaces_twin July 2004
• Make sure their definition of a workday, workweek matches yours.

  in Adding Disabilty Insurance for the 1st time Comment by smaces_twin June 2004
• No. Don't know of one.

  in Employee Benefits Comment by smaces_twin June 2004
• I would defer to how your benefit SPD's and/or handbook defines full-time employee. You can always define it for yourself, but consistently apply that definition.

  in Employee Benefits Comment by smaces_twin May 2004
• Pre-existing conditions only apply if there is a lapse in insurance coverage and generally only last a year. If he didn't have a lapse in coverage it is a non issue. I would not get involved in determining if something is pre-existing and I defina…

  in Pre-Existing Condition Comment by smaces_twin May 2004
• [font size="1" color="#FF0000"]LAST EDITED ON 05-13-04 AT 04:04PM (CST)[/font][br][br]Huh? edit: The huh was directed at Kaminski question.

  in Different Benefits by Employee Class Comment by smaces_twin May 2004
• If she told the doctor that info, you have to take a serious look at your pre-employment screens. That doctor doesn't understand the scope of what he/she is doing. I would file the claim. Your always better off in the long run to do that. I hope…

  in New Hire Pre-existing Injury Comment by smaces_twin July 2004
• Or the employee will calculate that he/she needs to get back to full duty. I've seen miraculous recoveries when they realize the pay. In general our doctors will not write out someone released to LD unless there has been a drastic change.

  in Required Compensation While on Light Duty Comment by smaces_twin July 2004
• We pay min. wage when they are on light duty. The comp carrier will make up the difference to meet 66 2/3 wage. Don makes good arguments to keep them at their same wage. Our feeling is that our pay structure helps get them off LD and back to full…

  in Required Compensation While on Light Duty Comment by smaces_twin July 2004
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