E Wart
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We are manufacturing also. One location is very open for training, another isn't. However, they do finally do it. We just don't do it constantly so they aren't interrupted each month. One thing our EAP does is send out "monthly newsletters" on ve…
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We too keep up with this manually. However, if there isn't funds from paycheck, we also allow them to wait and pay us when they return to work and we "double up " on the payments until paid back. Our insurance is paid with pre-tax dollars and if y…
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We are self insured as well. We were able to change a few benefits (increase the out of pocket and a deductible) and keep the rates the same for this year. (April renewal.) OUr re-insurance is $70,000 this year (I think without looking it up. W…
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When I came to my present employer, they were paying CA ee's the time they had "accrued" when they left. Actually, our plan at that time didn't require it because the employee didn't really earn it until they were actively employed on 1/1 of each y…
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I will be glad to send you my old company's policy that we devised. I will be glad to talk with you about some of this if you would like. Too much to try to write. E Wart [email]ewarthen@newcombspring.com[/email] 770-981-2803 x 27 tele 770-981=33…
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Sounds as if your heart is ruling here. I agree it is hard and doesn't sound fair, but you must read your policy. Otherwise you can get things mixed up for him as well as future employees. (Will he use his original hire date to calculate his time …
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juju, We are not an office culture and I thought the same thing you and Nancy thought when we went in with Fidelity almost 3 years ago. However, I have been very pleased at how well it works. They can use the telephone as well as the internet. Th…
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We have over 200 in 8 plants. If an employee does't call in or select their investments over the internet, then I get an error on my download (when I send in the funds) which I have to override. I then call the employee and remind them to do this.…
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Nancy, this is the "new way to do thing". I thought it was crazy until we began doing it and now I love it. (Again removes some of that work from us as well as takes us further away from the employees decisions and influence.) We have Fidelty. Wh…
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It sounds as if you have received very good advice. However, the most important thing you need to ask about (espeically with LTD) is it OWN OCC or ANY OCC definition of disability. (Are they disabled if they can't do their own job or any job. Any…
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The rates for a loan under our plan is $75 for initial set up and $6.25 per quarter ($25.00 per year) for maintenance. This is all paid for by the employee (out of his plan). We do not absorb any loan costs. I think you will find that this is so…
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I agree with the others. I think you don't have a chance here. First, how long has the employee been employed and how long is the pre-x condition clause in your plan and does the employee have a HIPAA certification when he came to work. If any of…
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I have worked with this for PTO where exempt earn more days than non=exempt (because of "comp time" added in) and it was fine. Also our LTD is only available to exempt and office employees (and not the hourly plant employees). Again, normally thi…
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We are self funded and have been for a long long time. If you send me your email, I can email you a summary of our benefits and I will be glad to share our TPA that I am very happy with. [email]ewarthen@newcombspring.com[/email] E Wart PS I was wi…
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You know, after I posted my answer, I thought of something for you. Find a company near you that offers this as a service. Contact them and find out what they would charge you to prepare an AAP. Then find out whether they provide all the forms ap…
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I agree that this is a waste of time, but probably know where you are coming from. Your management is probably trying to decide if the amount of profit they will make from Government business will be worth it based on the "cost of an AAP". We are…
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Ours is a self funded plan and renews in April as well. Our Broker's predition is no increase in claims (which I personally don't think is possible but didn't have as many large claims this year as we have had in the past.) We increased our stop l…
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Sorry, I am confused. You speak of employees and then you speak of retirees. I don't know which you are offering the health benefits to. If an employee is covered under your group insurance (no matter their age) and they turn 65 and become eligib…
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I think you have 2 separate issues. One is your insurance and when your policy says an employee is eligible for enrollment. You MUST follow this "rules', especially if you have a 125 plan. I can't believe that your group insurance policy is flexi…
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Linda, I would think this would be controlled according to your SPD. (Such as ours say that the employees children up to 19 (25 if full time student) can be covered (doesn't matter whether live with them or not.) The spouse's child, must live with…
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If you have never administered COBRA, you might want to talk with your insurance carrier to see if they provide this service (for what I call a minimum fee.) I have done it all before and it can be very time consuming. We now send out initial lett…
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E Wart Again you have several issues. Your have FMLA which I am assuming you have certification on. IF so, this could already be through since he has been out more than 12 weeks. However, you need to see how this has been handled (has proper pape…
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E Wart Sounds to me as if the employees (and perhaps you) are confusing several different things. 1)The STD policy that your employees were able to purchase(Voluntary STD) is designed to cover an employee who is DISABLED AND UNABLE TO PERFORM THEIR …
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E Wart I agree with Linda. The least said on COBRA in the employee handbook the better. You can make a "legal" statement/definition of COBRA, but that should be all you need. The rest is provided to the employee when they terminate.
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E Wart It is my understanding that the law changed probably 20 years ago (shows how old I am) where group insurance stays primary for someone over 65 who has group coverage and becomes eligible for Medicare. However, I can't remember the exact date…
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E Wart We are a self insured company with about 215 employees (in 7 states),180 of which are under our insurance plan. We have a PPO medical plan, that I feel is quite good and a dental reimbursement plan which isn't quite as good, but very simple.…
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E Wart I don't have a copy of the article, but can't believe this would happen if you make sure all employees complete a group insurance (and 125 plan form) and they have to designate on that form yes or no to the group insurance (and 125 election).…
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E Wart I agree with a lot of the responses. First, it sounds to me as if you may need to examine your Plan. We changed about two and a half years ago and new one is certainly meeting our needs. Also, sounds as if you need to get word to the Admin…
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E Wart Terri, for life insurance, anything over $50,000 per year that is paid by the company (and the employee'choice is beneficiary) is considered a taxable benefit. You may want to quiz your payroll processing company more closely. Most do have …