benefits

Comments

• OK, now I understand where the misunderstanding is happening. In the first question it says that the company provides the cell phones. So this is not the person's personal cell phone but a company provided cell phone. Does that clear things up?

  in Employees and Their Cell Phones Comment by benefits January 2011
• I take the safest road ---- outsource to a COBRA administrator

  in Cobra Notices Comment by benefits October 2002
• If the employee qualifies for FMLA, then he/she can be offered COBRA after 12 weeks due to reduction in hours or termination (if your policy terminates after the 12 weeks). If he/she is not eligible for FMLA, then follow your leave policy.

  in When should COBRA be offered Comment by benefits October 2002
• We have an extention to the 12 week leave up to a max of 6 months (total), but for all practically purposes they are terminated after 12 weeks. Their position is posted and filled. and they are offered COBRA for benefits Our Long Term Disability…

  in FMLA & Termination Comment by benefits October 2002
• I am not familiar with your state, but in Florida, we run FMLA and WC at the same time.

  in Workers Comp & FMLA Comment by benefits September 2002
• I share your feelings. I have a large number of employees using "intermittent" FMLA for migraines, hypertension, depression and chronic ear infections. We require that employees update their medical certification every 6 months. But it opens a d…

  in Migraines Comment by benefits August 2002