SandiF
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Our plan allows for changes with a change in employment status - going from full-time to part-time or part-time to full-time. These are fairly recent changes - in the last year or two. There are several reasons you can make changes mid-year. Your…
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Not to mention the staggering cost of malpractice insurance. As far as your original question...Employees are covered first of the month after date of hire, except for our cafeteria plan - first of month after 90 days, and our pension plan - after …
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At the end of the year, we allow our employees to use extra sick hours as vacation hours, or they may buy them out. This is as long as they have 40 sick hours available, and we don't allow them to buy-out more than 40 hours. We implemented this las…
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Thank you, NaeNae55. Now that makes sense.
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Zanne, A premium only account means the employee's premium is deducted from their pay before taxes. A health reimbursement plan allows the employee to deduct, pre-tax, an amount of their choosing, (to a limit - ours is $3,000), to pay for uncovere…
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Lori, This may be a different situation...an employee left soon after making their election; they had not used any of their money, but we took the total election from their last pay check. It appears I was confused; how unusual! When the employee…
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We take the remaining money owed out of their last paycheck - per our CPA and the plan administrator. The form the employee signs at the beginning of the plan year state this. If they've already been issued their last paycheck and we haven't taken…
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Our policy works the same and yes we follow it. For ours it's the same situation when someone begins employment. If they start on the 1st, they have benefits starting on the 1st, if they start on the 2nd, their benefits don't begin until the first …
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Our Cafeteria Plan sounds like yours and employees are required to sign new forms each year.
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The day after Thanksgiving is our float holiday. Those who work that day have until the end of February to use it. There is no wait to be eligible for it. We also have a policy that allows an employee a certain number of days off per year without …
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This is great! We've been thinking about how we could offer our employees cash for commuting expenses without paying taxes. Your reply came at just the right time. Thank you.
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When an employee terminates, I take them off coverage immediately and send the COBRA election form. As mentioned, they have 60 days to decide. If they elect COBRA, they are then set up as a COBRA enrollee by the insurance company. Did these employ…
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I wish our employees knew how spoiled they are! We are an outpatient medical specialty clinic and have 100 + employees (this is fairly recent though and we had these rewards when we only had 70 employees). The company gives a formal holiday dinner…
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Premiums are never an allowable expense under a Cafeteria Plan.
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We are an out-patient Radiology Practice and we pay any employee who refers a new employee. I can't imagine paying our techs for referrals but not the rest of our staff. The support staff already believe they are less appreciated than the technical …
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I have dealt with this situation in the past. A number of our employees were terminated and hired immediately by another company who we had contracted to do our billing. The new company hired our billing employees. The insurance coverage changed. A…
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Well, I did some more research and found out you are correct! The law changed in 2002 to allow for this - so, you could be on bedrest for 12 weeks and then have an additional 12 weeks of FMLA. Wow, and now they want companies to pay employees whil…
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Well, I agree Washington State is employee friendly, but NO the employee doesn't get 24 weeks, only 12. This is one state law that gives less than the federal-12 weeks in 24 months, not 12 in 12 months.
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It may not be considered a "serious health condition" but "birth of a baby, or to care for a newborn" does qualify for FMLA. Nat, I don't think your attorney fully understands the law. I would assume you are talking with an employment law attorne…
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Agree with Don. Just consider any FMLA leave taken as time worked in regard to attendance policies/rewards.
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LindaS is correct.
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Thank you, Don. It's interesting, I never gave any thought to putting each FMLA request in the employee's medical file. I've kept them in one file from the beginning (separate from their employee file). I guess that's the way I learned almost 10! y…
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I have always kept my FMLA file locked in a separate folder. That is, all employees' requests/responses etc. are together in one place, as opposed to keeping a separate FMLA file for each. Is this ok?
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Does that mean then that she could have the time off before being eligible and then an additional 12 weeks? That does not seem fair. Or is it a total of 12 weeks allowed, but just the time from her eligibility date countng as FMLA? Which means tha…
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I agree with WO - FMLA is for the care of minor children. In Washinton state effective 1/1/03, employees may use their sick days/PTO to care for adult children, parents, parent in law, grandparent and spouse who has a "serious health condition" or …
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There are different criterion for leave in Washington state. Here's some info. Washington’s family leave law is located in the Annotated Revised Code of Washington at Title 49, Chapter 49.78, Sections 49.78.010- 49.78.901. Under Section 49.78.020…
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Not my problem, JudyT.
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>No, whatever, you got ALL the facts. But, why haven't you fired him?!
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As you are the one dealing with the situation, you need to do what you feel is right. If these are generally good kids who don't normally get in trouble, you might do one thing. If they're difficult kids, you might want to do something else. I'd say…
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>See the first sentence in post #8, which advises >doing nothing. Don, you also advised not to >"blabber" to the school officials. My opinion >is that kids that age don't have to be >specifically told not to surf for porn si…