E Wart
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Please email me your fax number or email address and I will send you an old PTO policy I have from my past employer. We did limit number of hours that could be "carried" but also had an "extended time off bank" that they wouldn't be paid for. Seem…
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Drug free work place testing is like LTD and W/C ... not covered by HIPAA. Howver, if you are in TN and you have a policy that meets your state requirements (for w/c premium redution), you might want to check with your State Drug Free Workplace Coo…
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First, are you talking about the "limitations/requirements" under the 125/POP Plan (Premium Only Plan) or what. If you will pull your POP or your Wrap Document (you will probably have 2 different documents) and read them, they will explain what is…
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This may come out wrong, but I hope I am right. It is my understanding that COBRA is a "bridge" for employees to have coverage when they don't have opportunities for other coverage. I use Medicare as an example. If they are on medicare when term f…
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I think one item that has been missed in the other responses (that I think I understand from your message) is that this was during a "re-enrollment period". The employees didn't just come in and drop folks from coverage during the Plan year, but du…
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This can be difficult. One thing you mentioned that might be a good way to start the conversation, is that he said that they moved out of state. If you have a managed care plan, does your network service out of state, do they need information on d…
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Are you talking about initial notice that you send to new hires? I will be glad to email you copy of mine that I use for this. Just put up your email address and/or fax number. E Wart
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Ours is about $5.00 a person. CCI is GREAT. I have used them for over 8 years. My other job we used them with the so many free visits. This worked since we were all in Atlanta. However, my present company is spread all over US. We use them mor…
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Read your 125 document. It will spell it out for you. I am sure your broker knows more than her employer. (If you don't have a copy of your 125 docuemnt, ask your broker if he does. If not, it is a good time to get it updated. We did our earlier…
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More info may be needed. If you have the employee complete a new group insurance enrollment form each year, you should have them complete a new 125 form. If you have them complete a group insurance only if they want a change (drop/add coverage, d…
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Most of our 200+ employees understand the 125 form or understand the handout that I give them when enrolling. However, if they did put no, I would probably question them on this to make sure they knew what they were doing, just like I would if an e…
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We did this as well. However, we limited the number of funds we "mapped over to" to limit the confusion for employees. I think we only used 3 of our 15 funds. Obviously we did the most conservative. Also, Profit Sharing investment had previously …
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Just saw your request. I may be a little late, but if you will email me your email, I will email you back ours. [email]Ewarthen@newcombspring.com[/email] E Wart
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i agree. One way or another employee should be able to prove any event that happens. Otherwise could jepordize the entire Plan. (When an employee wants to add someon, I even call prior carrier to make sure employee's dependent looses coverage if th…
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We also have a 125 POP (Premium only plan). Our Broker (who has an attorney on staff) helped us write the document originally back in about 1979. We are now in the process of redoing/updating it. I guess you say we administer it. We have the emp…
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This is a new one for me. I have never heard of a policy where "X's" can stay covered under the "regular' policy with or without a court order. Normally the court order just says that the other spouse has to pay for the coverage. It is then up to…
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I know many companies that have done this and don't see a problem with it. However, what is your policy if you offer him the job and he doesn't take it. Are you going to stop his severance. (Normally in the offer when separated, you state that if…
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May be its me and Monday morning... but why would you downsize someone in the first place if you want to "rehire" them? My rule of thumb is that you don't "eliminate" a position or job unless you won't fill it for 3-6 months. E Wart
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Definitely FIRE your broker. You don't need them and it is costing you (and most importantly your employees) to have them in the middle of htings. in 2000 we changed to Fidelity (from a bank and TPA) and couldn't be more pleased. (We conisidered …
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If you have one, you might want to talk with your broker. I agree, send certified letter. Also send the exact same thing regular mail. (This way if they don't accept or pick up certified, you may be able to get it to them anyway.) Include a sel…
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The person before me set this up and it is a nightmare to understand and administer. (I think she was trying to protech her job.) Some day soon (when I catch up on other issues and can get managers to agree to a change, I plan to change this.) Vaca…
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I have had this recently (especially with someone with COBRA.) Just say Joe Smith is an employee of xyz Company. He became eligible (which should be when his waiting period began, if any) for our group insurance benefits on his hire date, January …
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We have STD (company funded) which is ONLY for employee and has to be certified (1st day injury 8th day illness). Personal time is for family illness (16 hours a year.) If you have something called "sick leave" it normally is for employee or immedia…
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I used ADP about 10 years ago.. only payroll. I got out of this and went to Ceridian. Had terrible service with ADP and was nickled and dimed to death. Every time you asked them something they charged you $100. Also wouldn't even try to do anyth…
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This is an unusual number... I have heard of 2 weeks a month etc, but not 20 days!! I don't know how many employees you have but you could be nit picking and cause you and supv a lot of time and head ache. I would say that you need to look at the p…
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Our broker tried to sell us a consumer driven health plan last year. We too are self funded with about 190 covered emmployees + dependents. After examining it, we didn't feel we would save that much money (vs just raising the deductible.) Also, w…
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We are also a manufacturing company of about 200+ employees. We do not offer it, but I have been asking our broker to give us a proposal on this. I brought this coverage in at my prior employers (and used UNUM). It was a huge sucess. I urge emp…
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We match 50% on the the dollar up to the first 6%. (Obviously the maximum dollar amount is limited by the IRS regulations.) This is immediately 100% vested and is funded each month when money is deposited. We also have a profit sharing contributio…
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I am trying to remember who they used to be about 5 or 6 years ago!! (Ask them who they were previously and it might ring a bell for you.) Anyway, my old company had our group insurance through them and I really liked them. They were very customer…
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We have 26 weeks of STD at 60%. We administer (like a benefit not an insuance policy). Difficult to make medical decisions, so often it is paid when I don't think we should. E Wart