stilldazed
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Comments
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Thanks for the making the info so easy to find. As it turns out, I just opened today's mail and have a questionnaire from our health provider related to this topic. They have definitely begun the process to determine creditability. Thanks,
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Your penalty info is the same message we have been given so far as well--a significant enough penalty to the individual that no group health provider insurance company is interested in being the entity responsibility for a misunderstanding that forc…
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I still don't have an answer, but I do have a little more infor. Our health ins rep in our carrier's home office told me today that insurance carrier reps have just started receiving training from CMS within the last 2 to 4 weeks on the benefit. O…
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I don't have an answer for you, but I've done some reading on the subject this week, checked the CMS web page and didn't really find it to be helpful, and have placed a call to our carrier. If I find some information that I think is helpful, I'll l…
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Does your reference to first open enrollment also mean your first application of Sec 125 cafeteria plan applied in this manner? which would restrict mid-year plan changes for some benefits. If I misunderstand your reference, my response is probabl…
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Can you share a few details on your company's HRA: how long has it been in place? successful? company contributions vs. employee contributions? anything else? HRA is less popular in current presentations, my guess is because it isn't the late…
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Another one of my 'sentiments exactly.'
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As a follow up to my prior post, someone just passed an article to me today, published in the November issue of Kiplinger, that presents HSAs in fairly simple terms. Because of my limited knowledge on the subject, I found it helpful. I'm not en…
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We'll hear a pitch for the 2nd time in a year on the benefits of going to an HSA. We'll be looking at HRA as well. I'm terrified at the chance that might move that way, but the reality is the cost of health care will drive most employers toward 'c…
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We have AFLAC and have had good success so far. In fact, we changed from Colonial 1.5 years ago to AFLAC for because of some of the issues you describe as problems with AFLAC. It has also been well discussed in other threads that local agent repre…
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Read back over your posts to the responses that came from your inquiry. You've defended your decision, and you come across as thinking your decision was the best option given the circumstances facing your organization. Stay in that mode, and you s…
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Thanks for your input. I certainly appreciate the time you took to respond. I've been reading for the afternoon and found some concrete references to the consistency rule. Actually, I found helpful information at this website in the password pr…
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Not trying to squelch your idea. If your organization has adequate resources, it may be a good thing for you. I isn't for us. The costs to outsource are far less than all the costs associated with in-house administration.
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We have about 25 people enrolled in FSAs as well. We're also a large employer for our geographic area but a relatively small employer in the big scheme of things (just under 500 EEs). Our HR dept. is 2 people, myself (director) and an assistant, w…
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Our organization has been self administering and are looking to move away. We're pricing services now to outsource. It's a legal mine field full of trip hazards. If your organization is large enough and has effective legal and accounting resource…
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Yes, we have specific authorization for premium deduction in the amount of $215 (regular premium payment) per payroll period. And I agree totally with you, which is exactly how I think we're relieved in this situation. We may have an angry employe…
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I absolutely agree with you. We may ultimately have to write off the debt due to termination, but if we Cobra, the premiums are higher, we'll certainly have to write off the debt and pursue potential legal remedy for recovery. Plus, if there is tr…
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I have continued to search and found the following information, just in case anyone else has a question and to ask for confirmations on interpretation. My source is BLR. Their sources for the national-level info are not included in their documents…
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Thanks for the response. I truly appreciate the few minutes you spent to share. We've done what you suggested, but we're having some resistance by the employees in both situations. My gut tells me that they have let themselves get overwhelmed by …
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I agree with your observation. Unfortunately, I inherited an extremely wide product range in the benefits program when I came onboard. In two years it has been simplified considerably by achieving a net reduction of about 4 products in the overall…
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You make a valid point, but some people will never try to understand the benefits of planning and arranging personal finances/budgets in a way that may be more beneficial to them, and our (HR professionals') ability to make significant impacts on th…
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Thanks for directing interested readers to the article. I think it basically speaks to all supplemental policies, not just AFLAC. As for AFLAC, though, our area must be a huge untapped opportunity for unprofessional/unethical behavior. We are cer…
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Sorry to hear of your bad experiences. It's been pointed out in prior posts that employer experience with AFLAC depends greatly on the agent. The chances for change might be slim, but maybe a step you could take would be to communicate your frustr…
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I think our organization has been among the fortunate few with the agency we chose. (It didn't come without the organization paying a steep price for less than desirable choices in the past.) We have been innundated from other agencies who sell AF…
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I sure hope my post (early in the sequence) didn't sound like your formula. That was not our intent. About 19% of our eligible employees purchase AFLAC policies. We have a great agent, and we (employees & employer) are happy with our experien…
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We had that same problem with several agents (whom we happened not to go with). (I saw it as a problem because I didn't like the aggression.) I finally decided they must all be independent agents working in a very competitive environment. I have …
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We picked up AFLAC for supplemental policies 7/1/03. We discontinued a relationship with another provider as of 6/30, with whom we were very displeased on many levels--major communication problems, billing problems, information problems, PR problem…
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Check your contract verbiage. You have to offer as you would for any other employee who satisfies the waiting period, but coverage will probably not be effective until the employee is able to return to work. The logistical issue may be that you ca…
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I have just put together a draft total employee compensation statement as well with a couple of goals in mind. 1. Take a step toward helping employees understand their overall compensation package and get us ready in case we have to adjust employee…
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Surely, adopting an HSA is a decision an employer gets to make, right??? I have just spent more than an hour searching for relevant information because our payroll staff is asking me, the HR director/benefits administrator/local expert, what we sho…