Silver70 Posted February 12, 2014 Share Posted February 12, 2014 I am looking for suggestions from others on how they handle when employees opt out of the Employer provided Health Plan. Currently at Sinclair, if an employee waives the insurance, they are paid an additional $25.00 per pay. They can either take this as cash award or direct the $25.00 towards a FSA. The current policy is that employees must work the full pay period to receive the $25.00. If an employee is on unpaid leave they do not receive the incentive.How do you handle their Waiver incentives?When an employee is on unpaid leave do they receive the incentive?When the employee returns do you make up the amount the employee would have received? Thank you, John Link to comment Share on other sites More sharing options...
jsb Posted February 12, 2014 Share Posted February 12, 2014 At my prior organizaiton, the waiver payment was treated like a benefit but paid like salary. If on an unpaid LOA, employees didn't get it. However, if they were in any type of payroll status (eg. partial hours worked, S/L or vacation pay, etc...) then the waiver payment triggered. There was no make-up payment upon return to work from an unpaid LOA. Link to comment Share on other sites More sharing options...
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