njjel
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We would take the ee at his word and give him the funeral leave. It's too bad though that it has to come from his sick leave and isn't a separate leave.
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We are non-profit and offer the following 20 days vacation 12 sick days 4 personal days 13 holidays (includes 1 floating) STD/LTD Pay 97% of medical for ee and dependents Pay 100% of dental for ee and dependents
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We give a straight 3% contribution to all eligible employees at the present time (no match). howver there is a clause that states a discretionary match MAY be given at year's end.
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Clare - When you say you "won't promote it" do you mean you do not intend to advise your ee's of this benefit in advance?
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OK hold on to your hats. We pay 97% of the medical premium for the ee AND their eligible dependents and we pay 100% of dental for the ee AND their eligible dependents!
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Yes, I'm sorry I was thinking one thing and typing another!
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we will be off the 24th and the 31st in observance of the two Saturday holidays.
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Who would pay for the premiums during the summer (when I assume the ee's are not working)? Are you merely trying to avoid the paperwork issue? If so you could run into a problem as the law states that COBRA must be offered and technically you woul…
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Yes, definitely the plan offers fund choices to the ee however if they make none it goes to the guaranteed funds. My question was and still is - is it legal to MAKE them enroll in the plan. It is employer contributed only. Not a match but a quart…
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So a company DOES have to give the ee the option to NOT enroll in the company 401(k), 403(b), profit sharing plan? We have a profit sharing plan but employees may not contribute to it just the er does.
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Unless the monentary compensation is going to equal the amount of the health insurance premium (which I'm thinking it won't), it's my guess that morale will drop and you will see your part timers marching out the door to find other work. heath insu…
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"We are covered by FMLA and that is something the employee is considering. " The employee should be eligible for the paid time which should run concurrent with FMLA time (assuming she has it available). The employee does not get to elect FMLA, th…
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That may be their requirements, but be careful to meet the federal requirements by notifying ALL dependents esp. in a case where there is a separation.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-05-03 AT 10:16AM (CST)[/font][p]Since 27 of us have read your question and no one has answered I'm guess that this isn't such an easy question afterall! Most of the time I don't get "notice" that an …
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In NJ for instance, has health continuation insurance which is available through the employee's health insurance carrier for up to 12 months. So depending on your state laws your employee may be eligible for insurance. Good luck to him.
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I'm thinking however that if the larger company DROPS the old insurance and continues with their policy, then those on COBRA would NOT have coverage. Any thoughts on this angle?
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How does your health plan read? What number of hours are required for the ee to work to be eligible for benefits? I would want to be sure that they meet any requirements set by your insurance underwriting. (Of course you can put in for a change w…
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Would the owner support what you wish to do? It doesn't sound so. If you do go with a change, i would advise you give them plenty of notice OR as I advised above, make it a "going forward you will require, etc."
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We have no such requirement and I would think this would NOT be good for company morale. But then if they beleive they will save big bucks, they may not give a hoot about morale. A softer position would be for them to require proof of dependency go…
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I received notice from one publication that stated that the letter which was previously provided by the government is no longer correct to use, however they did not give a new form. Does anyone have the "preferred" new format or know where to find …
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We are nonprofit and our administration group receives more life insurance and reimbursement for parking that staff.
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I meet with each employee their first day of work and go over all of our benefits with them face to face. I also provide them with their enrollment forms at that time. If they advise they do not wish our medical/dental insurance, I have them sign a…
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I would be calling the broker back and demand they find out who made the alteration. This is a falsification of information and the employee has every right to be upset. The broker we use would be getting to the bottom of this issue or we would be…
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COBRA regs require that the employee receive an "Initial COBRA Notification" when they are eligible for medical insurance. As to putting it in your policy, we merely state it is available, etc.
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Not being familiar with this at all I am going to assume that what the above post says is not state specific?
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[font size="1" color="#FF0000"]LAST EDITED ON 04-16-03 AT 08:37AM (CST)[/font][p]My guess is and it is strictly a guess, is that since he wasn't offered COBRA he would need to be offered COBRA now. My thought is though that he won't accept it as he…
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This is true but why wait? Get working on it now.
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Don - So when an employee hits 65, medicare automatially kicks in as primary and our company insurance becomes secondary and the indeed are not entitled to COBRA?
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Right. However, she is currently on leave due to illness and medicaly treatment is required weekly. therefore, she'd either have to pay out of pocket (not an option for her due to finances) or go without.
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Right she has 60 days to respond but she does NOT have insurance coverage until she elects COBRA. Thanks.