karene
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- karene
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It's been over a year and she hasn't taken any action. She is a long-term employee (28 years). It would not be her style to contest the WC carrier decision. I agree with you 100%. Interestingly, I was on vacation when this happened and couldn't …
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I know it is really late to be adding this post but I thought someone might be interested in this. We had an hourly employee go from one location to another location just across the street. She went the long route so she could go to the convenienc…
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These are all great ideas! Thanks so much for the input.
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Good reminder about the gifts. Most of our gifts to new hires have run out, they were the old logo and not reordered with our new one, so that is something we can do. We do provide logo shirts for Mondays and Fridays, however. We have designated …
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We are a bank with branches in three communities, 20 miles between the furthest two. Our orientation involves meeting with HR (me), tours and introductions at the branches, meeting with the supervisor to review policies, etc. The welcoming aspect …
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Hang in there, Celeste! We went with an HDHP/HSA last year and are generally pleased with the arrangement. In fact, our CEO doesn't see us ever changing! We currently pay the single premium for the HDHP and contribute $1500 to the HSA. The deduct…
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We have a high deductible health plan with an HSA. We pay 100% of the single premium for all employees, 2-person and family coverages pay the additional cost of the premium. We also contribute the same amount to each employee's HSA ($1500), regard…
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Shelley: I would also appreciate a copy of the one that you used. My email is [email]kwhalen@wrsb.com[/email]. Thanks so much!
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Rockie: We are definitely planning to do this well in advance of her leave. I'm assuming when you say that we are setting a precedent, you are referring to allowing her to work until her leave and then take it with pay. We do understand that. An…
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Don D-I'm appalled at your attitude about FMLA and employees' milking it for every hour they're entitled to. Since most FMLA leaves are unpaid, it would seem as though many employees wouldn't be able to afford to take the full 12 weeks without actu…
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LindaS, could you please elaborate on your reference to HIPAA Privacy rules in relation to FMLA? I thought FMLA (and Workers Comp.) was independent of HIPAA so now I'm beginning to wonder what I'm missing. Also, we do not have any abuse of FMLA th…
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Thanks!! Karen
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Wildsporty: That sounds like an awesome program. I'm wondering how you handle the tax issues associated with this? We are struggling with revamping our employee recognition program and the tax issue keeps coming up. Thanks in advance. Karen
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I have been around the forum for a while and I have learned a lot from it. I guess I could have been more explicit--I was referring to the Online I-9 verification postings and not the entire forum. It was a struggle to discern the important inform…
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And I thought I was going to learn something about Online I-9 verification. Instead, I was subjected to the most ridiculous banter that was a total waste of my time. The fact that all of you use this forum for your own childish entertainment is qu…
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Domer: I am new to this forum so please excuse the lateness of this question. I was just wondering if you had resolved the issue of HIPAA and FSAs? I'm waiting for a response from our TPA on whether we have to amend our plan for HIPAA, which was …