E Wart
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E Wart I too didn't see this question earlier. I will not comment on the groupi insurance because it probably depends upon a lot of extra stuff that isn't mentioned. But for Life Insurance, the ones that tell you the over $50,000 coverage where emp…
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E Wart Linda, sounds as if you have solved your problem. The first thing you must do is examine your group document and abide by it. If the employee is eligible and the step child is eligible then you can add them. (Now when they can be added is …
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Your COBRA employees are part of this Plan and go with whomever is handling the Plan (new carrier) at the new rate plus administration fee. If you are paying your carrier to handle COBRA, they should be able to tell you the rates. Obviously you or…
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I wouldn't touch this with a 10 foot pole! I am sure you can do this if you have to, but wouldn't advise it. First, if you do it, I would suggest doing the same to anyone that doesn't elect your coverage, whether they have other coverage or not. Th…
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We match $.50 on the dollar up to the first 6% (once someone has 6% or more we would do 3% maximum) Our Plan is set up that this is discretionary, but we have done this for years. I think most importantly is when employees declare this match and ac…
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The Counseling Connection is an EAP company in GA, but I belive they service other states and locations as well. I have worked for a smaller company and found them quite reasonable and good. I have also used another company that we found through t…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-22-02 AT 07:36AM (CST)[/font][p]I think you have several issues involved here. First you bring up FMLA which is holding the job open and making group insurance available as before. However, it looke…
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If you would share, I would love a copy of this letter as well. Thanks, Ellen fax 770-981-3345
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If you will share, I would love a copy of this letter as well. Thanks, Ellen 770-981-3345 fax
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E Wart You can state any number of hours as full time. (Depends upon what your "normal workforce would work".) Most locations say somewhere between 36-40 hours per week is full time. Part time would be anything less than the regular full time. No…
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We are insured. So, I can't help you out. I only know that there were some MAJOR changes in the W/C law in TX this year. (about time. This is the most employee friendly state as far as w/c that I know and I handle about 7. (Even CA is easier than…
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Sounds like you are making decisions as to her medical condition. If the doctor knows her job requirements (and one of those is possible OT), I don't know why you wouldn't treat this employee as any other.... they have been totally released. If th…
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You may be ok with her working for your company. May be she was injuried at her old job and can no longer do this particular job (due to her injury) or may be just decided to quit old job. However, your job may not require the same physical qualif…
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By all means, call your w/c carrier right away and report exactly as you had been told earlier. Let them make the decision as to it being w/c compensible or not. Make sure you use the term "alledged" or something like that to trigger that you want…
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I haven't thought about it, but if 8/24/06 is her 1 year anniversary (and she had 1250 hours in the last 12 months), what if the employer used (on all FML not just this one) the "rolling 12 month look back" way of calculating time off? Does this me…
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I agree that if you have a limit which is too little for what she wants, give her a choice of what you could buy. If she wants more, she could pay the difference. (However, what do you do when they leave... who gets the chair?) Also, another thou…
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playing the devil's advocate here. How do you know that he isn't moving out of state to be with family during treatment, but will be coming back home (where there is no support) once treatment completed? E Wart
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Could of issues, again, I call this self termination (no call now show). Also, I would talk with your w/c carrier. They may have talked with the employee and may have more info that you do (and employee thought that they had the info.) The employ…
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If you gave her a start and stop date, that should be fine... even if over 90 days. Also, when she was removed, I hope you put in the clause something to the affect that "even though you have met the terms of your probation, if your attendance patt…
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Georgia is pretty good about UI claims. However, TX is a nightmare as is other states. We have several situations where former employees have no business drawing unemployment (and I would be embarassed to even apply) and they won. Also, UI has got…
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We have had this problem also. I thought I wrote about it earlier. Employee has told other supervisory employees and Manager has been made aware of it. He is coming in on weekends to try to catch up on his job (because he knows he has a problem.) …
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I was getting ready to say the same thing.... I bet they both would be running if they were trying to find out who the employer was because they were being sued!! Also, I can't believe that they are fighting over doing more work... normally someone…
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Normally there is a Medical provider (Occupational Medicine) that you use for this such as Concentra. (You might want to talk with the organization you use for Worker's Comp.) If you call or go meet with them, they can walk you through what is the…
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First, I am not even sure why you want to require your employee to take the paid time off if they don't want to??? I agree with LivindonSouth. TX has the weirdest W/C laws that are EXTREMELY employee friendly. You need to talk with your W/C carrie…
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In GA would be w/c compensable. However, you shouldn't be or have to make this decision. Turn over to your w/c carrier saying alledged injury and let them investigate and they can tell the provider/doctor how to "bill". This way you are't the goo…
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No such luck. We have 2 in GA and 1 in CO. (One of these I firmly believe has to do with employees personal medical condition, but work may have aggrivated... so covered.) E Wart
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First, I would get your w/c carrier involved. They should be the ones approving treatment, etc. Secondly in GA (if that is where this employee is housed) you should have a "hot pink" posted panel on display. You can send the employee to a doctor a…
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You have earned your halo!! Mental illness is something that is extremely hard to deal with. (I am no expret but I have had more than my share at work and personally. My nephews have had problems... it is inherited and their grandfather and aunt …
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You are correct, you don't have to record any "injury" that only has diagnostic procedures done. If this is all, it is never really "treated" so therefore not an injury or illness. We recently had an employee who hurt their back. They were not su…
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First, immediately report it to you W/C Carrier, and report it as ALLEDGED. This triggers them to immediately investigate. Also, they should ask when employee reported it to employer and make sure you let them know the correct dates. Also, give t…