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No, I don't think you misunderstood. The employees are exempt. However, they still ask to use their accrued PTO when they want to take part of a day off. I think part of the reason is they think it won't reflect badly on their record (as an absence)…
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Thank you. Are you talking suggesting discipline and addressing the issue with the ee or the supervisor? Also, how would you respond when they will ask why you can use up "hours" when an ee is covered under intermittent FMLA or on a temporary reduc…
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I just came across this discussion and would like Hatchetman to expand on his comment about the DOL allowing exempt ee's to be paid hourly OT. Under what circumstances would this come into play?
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We are a life insurance company and the customer I referred to is our independent agent calling from a home, or a funeral home calling to notify us of a claim. The ones who carry the phones are our associates in our agency and underwriting depts. Th…
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Our top execs do not receive add'l pay for cell phones, beepers or Blackberrys. However, we do have staff who are required to carry a cell phone during their turn in the month to answer questions from our customers. Everyone in those positions recei…
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We started using part-time people/positions a few years ago. 99% of our Associates (employees) are exempt. When we decided to offer part-time openings, we made a conscious decision to give the part-time people the same benefits as our full-time peop…
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Then, what is your view of the parameters surrounding how you pay your people, whether they are exempt or non-exempt?
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>I can't point out a reg, but I do know that you cannot design your plan to >incent your ee's to drop your coverage and take Medicare. Do you have a >broker you can ask? Thank you for your response. Yes, we do have a broker we've …
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You are both right. We need to be sure we are happy, and in compliance, with whatever way we go because it's not a matter of IF but WHEN it will come up again.
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She wants to continue her benefits under the group plan, not go to Medicare. She simply wants to cut back on her hours, but still qualify as full-time for her benefits. She wants to physically work Mon-Wed, 8 hours/day. Then she wants to use her acc…
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Yes, all PTO days taken do need to receive manager's approval. Unfortunately, this quagmire bothers us in the HR administration a lot more than it does her manager or her co-workers. They're thrilled she is not retiring all together, and it's actual…
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Don't they have to earn it before they get to take it with pay? With this ee, the 20 years experience is all with us, which is one reason why we need to weight the good will vs negative moral affects by holding on to hard rules instead of the benef…
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Obviously, whenever someone takes a week or two, or a day or two, using their PTO accruals, those days are still counted toward length of service and their "full-time" status. It's a little harder to swallow when it's planned only as a way to keep b…
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Thanks, Dutch2. Are you saying that if an ee wanted to do what this ee is doing, you would tell them they are now considered part-time (24 hours), thus no benefits, and here's the money for the PTO you have accrued and not used?
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Thanks for the reply. Unfortunately, these thngs have a way of being a catch 22. She's been an outstanding ee for about 20 years, so we want to be as loyal to her as she has been to us, however.......! Our Plan Doc says that eligibility depends on a…
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I appreciate your response, dbutton111. Where I stumble on this is where we put the two options side by side in front of the ee. Each option costs them no premium out of pocket; each option covers the same things: doctor, hospital, lab, xray, Rx, …
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Whooh!!! I guess I must have made us sound like a bunch of Nazi's around here. We are the exact opposite, and go out of our way to do what is best for the employee. I just get concerned, sometimes, with all the discrimination & reverse-discrimin…
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Thanks for your response, Popeye. Our plan doc only says: "If a Participant has not commenced employment, working 32 hours or more per week, on the date coverage would otherwise become effective, due to an approved leave of absence, other than a hea…
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We haven't been given the details, yet. At this point, the employee simply asked the supervisor if a spouse's drug addiction would qualify under FMLA. We are responding that it is possible, but we would need to know what the treating physician says,…
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Thank you. Does it matter if the addiction is to prescribed drugs or illegal drugs? It seems I've heard comments that go both ways.
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Thanks Don D. I know I can always count on you for logical advise. KathyD
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We have always tried to do what is best for the individual. If a person requests FMLA fr a planned event (maternity was just an example), whether it be for a baby or a planned surgery, we schedule the FMLA and the necessary replacement of personnel …
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Thank you for the comments. I guess I just needed someone else to say what I was thinking. We will pay him his bonus. Since we don't have it clearly stated in either our handbook or our bonus qualifications, we will do that so managers will not have…
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I just read this conversation you had. We usually terminate an ee who goes on maternity leave if they have no PTO (or run out) and don't qualify for FMLA. We rehire them when they are ready to come back. We would like to consider an unpaid leave pol…
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Thanks to all of you. Our employee saw a doctor yesterday and brought in a statement that he could return to work as the incontinence was resolved. Hopefully, it was a simple matter of needing medication and he won't have the problem in the future. …
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Do you know how they handled it at your wife's work?
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You're right. Lessons learned, I guess! At least they are, now.
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Does the SS Dept have to check these numbers for us? The person we talked to got angry when she had to check one and almost hung up on us when we asked for a second one!
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Thanks to all of you. Other than handling the bumbling manager, I think the suggestion to have someone who has position and respect of the employees should apologize to her for being compromised and assure her that because of her courage and honesty…
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Thanks for the help. The employee is crying that the original conversation was private between her and the investigating manager. Can she do something from a privacy standpoint?