CJinNM
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Would you mind sending it to me as well? [email]cathjackson@fcbhmail.org[/email] Thanks!
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We give our safety committee members $150 per month bonus to be on the committee. Their participation/contribution is evaluated to warrant remaining on the committee. We balance participation between production and administrative staff.
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Thanks for your help
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I just saw this as well - would you fax me a copy? (505) 884-3667 Thanks!
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Thanks - that site didn't have what I'm looking for but may be a source for other helpful info.
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As far as the pay issue, you may want to consider 2 pay rates. If you eventually need a FT person in this capacity, or the person's current sales duties increase, you may not be able to keep this person in both positions. If you've increased their …
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We had a 22% increase with BCBS even with low claims experience. Negotiated them down to 18%! Went to a higher copay plan (30/45 office, 500 outpatient and 1000 inpatient...was 20/35, 250, 500)which resulted in a 6.9% increase. We decided to reimbu…
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I agree with Dutch2, that's how we administer our plan. Many health professionals are now prescribing supplements, and if that professional prescribes it to treat a health condition, it should be an eligible expense.
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We already have a health FSA which is employee funded. What I'd hoped to do was essentially self-fund the additional co-pays as needed with required documentation of the in/outpatient charge. We don't want to put $500 per person into each acct. u…
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A word of caution, though...if you treat this situation as a serious health condition under FMLA you are putting yourself in a situation where you may need to approve any other orthodontic situation as FMLA as all any EE would need to do is submit d…
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She is not eligible until she has worked for your company for 12 months and has worked a minimum of 1250 hours, so she is not eligible for FMLA at the inception of the leave. You will need to check to see if there are any laws in your state that ap…
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I'm sensitive to this issue because my husband suffered a traumatic brain injury over 20 years ago and still has ongoing ramifications from it. In his case, the full extent of the damage wasn't diagnosed until 10 years after his accident! Your emplo…
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Exactly - Unless you're a medical professional and have evaluated the employee's health condition and history, your opinion carries no weight (no pun intended!) And if their physician is recommending a weight management program, there is very likel…
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Do you have any recommendations for external companies to use for background checks?
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>[font size="1" color="#FF0000"]LAST EDITED ON >12-30-05 AT 12:59 PM (CST)[/font] > >Since the employee is gone - is there any >potential for future exposure that has not >already occurred? If not, the damage has been >…
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We pay the person for their scheduled hours for the day of the injury. Then it's unpaid time or PTO time until w/c kicks in.
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We use "regular part-time" for those with standard weekly hours of 20 or more and they are eligible for benefits. We have other part-timers that we call "casual labor" that have flex work schedules who's work fluctates based on our staffing needs an…