HRCalico
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Current company - we allow spouses to enroll separately (we pay 90% EE premium and only 50% family). Previous company - we were paid ($250/mo comes to mind, and it was hmm 4-5 yrs ago) for . . . . I'm not sure if it was enrolling in another plan or…
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No kidding! We do 2 weeks after 1, 3 weeks after 9 and 4 weeks after 20. Perhaps you could wrestle a prized parking spot away from someone who doesn't deserve it and give it to the 10 year person? x:D Ah, I'm just jealous. As a part-timer, I ar…
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I concur with Smace. This looks like the way of the future, my prez says we'll be converting next January and I'm scared. I don't think you can do too much education on this, though. An employee asked me about getting her husband on our plan beca…
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We give vacation based on hire date, but it's a little bit similar to what you are looking for. Currently: Employees receive two weeks of vacation after the first year, three weeks after nine years, and four weeks after twenty years. Employees are…
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Our 401(k) and profit sharing have the same eligibility requirements: Employees are eligible after their six month anniversary. However, we only enroll on calendar quarters (1/1, 4/1, 7/1, and 10/1). Our match starts right away, but we have a ves…
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90% employee and 50% of family health. (but we're manufacturing and actually make money!)
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We have two catagories - Regular PT is at least 20 hrs but less than 40. We pay vacation, holiday, and incentive at 50% (which equates to 40 hrs/yr until 9 yrs). They get insurance if they work over 35 hrs/week. Less than 20 hrs get prorated inc…
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Is that if their insurance is self-funded? Or regardless?
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I've never understood why proof of other insurance is necessary. It is our business what their coverage is, or if they have coverage? Or is it just our business that we aren't paying for them. My last job at a poor non-profit paid a stipend that …
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Not knowing a thing about your standard work days, could you have her put in 4-10s on the four days she does have a place to go? Otherwise, I'd say Larry's suggestion is the way to go.
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We created a policy for just this situation. I have a very simple form that we ask the employee to fill out - general reason for leave (i.e. back injury), length of leave requested, FML exhausted?, and approval signatures by HR, supervisor, and pre…
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Thanks for jumping in, Brad. I know that dol.gov was revamped to make it EASIER to search, but I can never seem to find what I'm looking for on there.
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Welcome to the forum! Honestly, I have no idea how the temporary status affects her FMLA eligibility. Hopefully you will get some good advice from others with more experience (I've only been dealing with FMLA for about 1.5 years, at my current job…
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Or raising my left hand. :>) I feel the same way! Congrats, Paul. Enjoy that good feeling, 'cause they'll probably ding you on the next one. I was surprised a couple of months ago to find that not returning a form to request extension of lea…
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Gosh, it isn't often that we have an attorney asking US questions, Jeff. Hmm. Anyway, it looks like Open has given you a good link. If you'll do a search, or browse through past posts on this forum, you'll find that extending leave past the 12 we…
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Yes.
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I do see what you mean, but it's easier than you think. Part of FMLA is a doctor's certification that it is a serious health condition. Since the doc won't even write a note, it is NOT FMLA. Apply your attendance policy as you would to any other …
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NeedCoffee, no question is stupid! We were all new once, and even as we become not-so-new, there are still things we've never experienced before. That's the great thing about the forum - we can learn from each other's experience without having to …
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Darn Minnesota for misleading me! Glad you got it figured out - I've had great luck with calling our W&H people, but I try to leave it as a last resort, too.
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Welcome to the forum, ssiewert! Hopefully I can help a little bit here. We zoomed by 50 employees two and a half years ago, but the former HR person didn't know anything about FMLA and I'm just figuring it out myself. According to the DOL website…
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Thanks, both of you. He is in a hospital about 2 hours away, and the latest update is that they are keeping him in a coma until Friday after surgery to reduce swelling on the brain. At this point, his injuries do not seem to be life-threatening, s…
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Larry, what did you do when he fell asleep??? Our hearings are held via conference call. Sometimes I wish I could fall asleep and wake up to find it was all a bad dream . . . :>)
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Since I thread-jacked this once, I might as well do it again to provide an update. I filed a subpoena for a doc's note for the employee to return to work, which the employee ignored, as well as the request for a conference call hearing with the adm…
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I just wanted to say thanks, traceyb, for a timely post. I had just received a unemployment notice for an EE that I had termed for running out of FML (I termed him the day before he had surgery. Ouch, but needed to be done). Because I don't belie…
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Anger management may be too strong of a word phrase; an appropriate means of handlig his emotions and how to conduct more productive interpersonal communications. (Big words for a little answer, but I figured that's what my EAP would say)
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Also, I forgot to mention - if you have an Employee Assistance Program, this would be a good candidate for a referral. If not, you may consider getting one!
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That would be tough for him to work with. How much longer will the reonvations last? Perhaps he will settle down once things return to normal, but as Paul notes, perhaps not. Might it help if he had some positive strokes on how well he is perform…
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The first thing I would suggest is that you speak into his good ear. (I'm really, really sorry, I couldn't resist.) If he speaks loudly all the time, was it more the tone of his voice and the words he chose than "yelling" that prompted this questi…
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I'd take the easy way and the first thing I'd do is call my LTD carrier or agent and ask them how to handle it (I befriended my various agents when I started and now they're glad to "earn their commission" when I call). It seems I remember reading …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-03-06 AT 07:56PM (CST)[/font][br][br]Just wanted to provide an update - this appears to be one of those things that works itself out. I created a "Request to Extend Unpaid Leave" form, and sent it to…