stilldazed
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If a quick assessment is all you are looking for, review IRS Code 403(b) & 401(k) side by side, consider whether your employer is public or private, and consider what a change will mean for your company's administrative burden and your employees…
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We have an issue that is similar but not exactly. Our insurance contracts are written with the criteria that a minimum of 30 hours/wk is required for FT status. However, our policies require a minimum of 36. We do have workers who slip below the …
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Thanks for the update. No wonder we do so much of the research ourselves and have so much confidence in resources such as this forum! The up side is that in case your organization is audited, IRS may not recognize your reimbursement. If they do, …
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Please post the IRS response. I'd like to know their take on what employers should do in these circumstances. Happy to help. This forum was one of a few training tools available I used often a few years back when I jumped into the deep end of t…
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Trying to sort the issues: 1. Mom/worker was unmarried single mom paying for childcare & elected FSA. 2. Mom has live-in companion, child goes to daycare, mom & companion are unmarried for IRS purposes. Unmarried by your state law, as in…
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We had a similar situation a few years ago, and I can't point to all the research I did then, but I did find that employers have a little more flexibility with the childcare FSA than with medical FSA. We reimbursed. I think I would in your case as…
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Go back to the Pub 503 and look under the work related expense test, if you haven't already: Working or Looking for Work To be work-related, your expenses must allow you to work or look for work. If you are married, generally both you and your spo…
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Maybe the message you heard was construed a little. Some insurance companies can issue an SPD if the employer & insuring company are agreeable. The requirement for the SPD doesn't go away, but the insuring company can fulfill the requirement f…
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We offer three different levels of benefits. I would strongly suggest that if you are not doing it now, research it thoroughly. You are generally correct, as the other poster alluded, that as long as you identify your packages and offer a like pac…
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We brought AFLAC in 3 or 4 years ago to replace a competitor's product, primarily because of conflicts with the prior agent. We solved the agent conflict issues, employees are generally happy with AFLAC, and their products are as good as what we ha…
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For privacy issues, the employee can withhold the name of the Rx since Rx names can disclose the diagnosis. It's enough for you to have an Rx #, which confirms that the med (whatever it is) was prescribed by a physician licensed to prescribe for th…
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Unless you have something different in your SPD, what you can accept is the same as what IRS would require if the person were filing the expenses on income tax returns. Hopefully, if you do have something different in your SPD, it is not more restr…
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You know, you may have to adopt a firm HR face for a moment with this worker by suggesting to her that she has exhausted the remedies available to her through her group insurance and anything left for her to address is at the personal level--which i…
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Thanks for the clarification on whose attorney belongs to whom. I can imagine that your worker probably does have an attitude issue at this point. Since the issue is financial and emotional, with the costs being for her son and all, she's more tha…
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Our health policy is underwritten by a major national-level company (well known) and has two exclusions that relate: "any health care service to diagnose or treat a condition which, directly or indirectly, resulted from or in connection with: . . .…
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We have reservists in our area and have seen 12-month leave orders from them in the past. They are finishing a 3-week training duty this week and have been told they will go for a 14-month tour beginning later this year. It's not 3 years, but it i…
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Are you talking about receiving the orders at the end of the 3 years to confirm the worker's absence, or are you referring to a planned 3-yr engagement to active duty, as in receiving the orders before the leave starts? If you doubt the validity…
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Sarcasm. ;-)
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Try to look at the positive side. Maybe you are getting a firsthand opportunity to right all the social injustices this person perceives. If that's true, we're all greatful to you. And it is a very sad situation. I can tell you what else I would…
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We have no severance packages, but in two prior lives, my employers offered 2 weeks per year of service if the severance was under favorable circumstances and left the worker in good standing. It was also across the board for all staff, not just mg…
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We have not had that situation (the telecommuniting part), but we do have the rest of the situation occur. Our general rule of thumb is to apply the attendance policy & discipline policy, which means warnings and an opportunity for correction. …
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We offer only PTO (all inclusive) and an STD policy in the benefits mix employees can buy. Because PTO is used for all forms of absence, including holidays & vacations, costs for its use as a sick leave are not calculated separately. We don't…
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Along with the adverse selection issue, your carrier has probably based your healthcare costs on a minimum census. Providing an incentive for folks who choose to opt out has the potential to drop your overall census to an unacceptable level for you…
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We don't have a policy, but we do have a practice. We do not pay moving expenses, but if the incumbent has a credential that we need access to 24 hours/day, we will set the incumbent (and family) up in housing for up to a year. We are also very re…
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Great information. Many thanks for sharing, and in such clarity. You've given me enough info to feel confident in beginning some dialog and feeling like I know some intelligent questions to ask. Thanks to CWilson also for the added fodder. tks…
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Do you have a TPA for claims administration? How has the risk side measured up? Our organization has talked about it, but quite frankly we're all a little too nervous to take the plunge. We have 300 employees with health insurance (fully insured)…
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The cost to the company should not be taxable to the workers, any more than your company's contributions to their health insurance is taxable. Paying the cost of their Cobra premium is not compensation for their services, and you won't be cutting c…
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In thinking your situation over for another second, your group benefits plan cannot discriminate on the basis of medical history. I really don't see how you'll survive a challenge successfully if a 'healthy' person happens to complain. Also, it se…
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I have limited experience in this area, so another responder may be more well versed. However, I would be less concerned about the tax ramifications and more concerned about potential discrimination issues with the manner in which you are proposing…
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You are correct in that it is time consuming. Check your plan's SPD and see what your company allows. If there is a provision to allow a no response to equal a declination, you would be OK in not requiring a signature from everyone. You would hav…