njjel
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[font size="1" color="#FF0000"]LAST EDITED ON 02-13-03 AT 11:50AM (CST)[/font][p]Yes, that is correct. However, she would not have any insurance if she waits any time beyond tomorrow to elect COBRA and tht's where I believe the problem would come i…
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Yes, thanks I do understand that. My question though is I lack what I think is the required time to notify her AND have her pay for 1/2 of February.
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Thanks for the input, but I'm wondering what is it that would make us a covered entity? The only thing we submit to the insurance carrier is the enrollment info.
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I concur, but upper management unfortunately, does not.
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We terminate their coverage effective with their termination date unless they elect COBRA coverage at the time of their exit interview. It is made clear to them at their exit interview that if they do not elect COBRA at that time that their coverag…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-20-02 AT 11:56AM (CST)[/font][p]Sounds like he is protected by FMLA which entitled him to 12 weeks off during a 12 months period during which time you must keep his coverage in force. After the 12 we…
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We offer a 5% (discretionary) contribution to our Profit Sharing Plan. Employees do not contribute. We have a 403(b) plan that they contribute to which provides no match from the company. They are fully vested after 5 years of enrollment.
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We have someone who may be out beyong six months and I'm wondering what would your definition be of a "reasonable accommodation" after a six month leave?
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Our management receives paid parking and additional life insurance. Other than that all benefits are the same.
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I agree w/Janet. Our full time hours are 35 and our part time hours are 28. If you work less than 28 hours on a regular basis you are not entitled to any benefits. However that is stated in our union contracts.
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I concur with the above and since it really cause no harm or cost to the company, give him the COBRA.
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And what if the ee still refuses to accept coverage? I had an ee tell me the other day that she didn't wish to enroll in our Profit Sharing Plan (which is automatic and employer contributed only!)
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I'm curious! How can your CEO "deny" maternity leave? And further, why would he/she want to?
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I have researched the local area and contacted my broker to no avail. That's why I came here with the question. EAP's apparently aren't as easy to locate as one would think. However, I did a web search and came up with some names there.
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I appreciate the responses. I wanted to clear one point. They get the floating holiday regardless of when they start? In the second response for instance, if someone starts on October 1st they can still take the floating holiday as long as they t…
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Whenever I have an ee who claims an on the job injury, I send it in to our carrier and let them make the determination if it is compensable or not.
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That's how I would go. Give her the paperwork and let the doctor make the determination.
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Need Coffee is correct - nothing stops you from giving them MORE than 12 weeks just so long as you do that for everyone. Here, we would more than likey grant the two week's extra and just have them catch up on their insurance when they return as we…
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I always submit the claim to our w.c. carrier and let them decide what they will/won't pay for. If there are extenuating circumstances, I advise them of such and they take it from there.
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If her doctor certifies her to be out effective that date then that is when her leave starts. If she has vacation or sick time, she could take that for the week prior and then begin the FMLA leave. We bascially go with whatever the doctor writes d…
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Got it. thanks.
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Linda - Same thing just stated differently. The employer must approve the leave.
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An employee may take leave intermittently WITH approval of the company. It is an option of the employer and all must be treated alike.
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Yes that's the reg but I was looking for where i could find the recent court decision.
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Yes, thanks. Can you tell me where to find this decision?
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We require the Certification to be returned to us. Some have given a dr. note, but we require the Cert.
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I would give her the FMLA paperwork and let the doctor make the decision if it is a serious illness or not! We aren't doctors so let them do what they do best. That way it takes the indecision out of our hands if the dr. certifies it.
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We put one into effect at our plant and our w.c. carrier assisted us with it so you may want to contact them.
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Do you have a progressive discipline policy? If so follow that. Have the manager begin to write up the ee for absences (after first giving him a verbal) and see what happens from there.
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It would depend on what your leave policy states. Here our policy states that an ee can not add accrued vacation leave time to the 12 weeks of unpaid FMLA leave. However, they may take accrued sick leave time. They do not have to take their accru…