Sheila K

I know that Chas Roberts (an HVAC company in Phoenix, AZ) has very successfully implemented a wellness program amongst its technicians, a highly mobile workforce. You may want to contact them for specifics about their program. Additionally, your insurance broker should be able to provide some guidance about wellness programs and tap into their resources to find out about companies that can assist. Good luck!!!

Happy New Year!!! Does anyone know of any software that can be used to manage a private equity plan? We are a small company, with only about 28 participants at this point, but poised to expand and looking to be ready. Seems silly that my Chief HR Officer is sending out manually prepared statements for our program. Any assistance appreciated! Thanks...Sheila K

Misfit99: This discussion board is not intended as an advise board for the community at large. You will be better served by turning to a consumer-based board for advise.

I'm more worried about why it's always someone named "SHEILA"! I'm scared to leave my husband home alone now. -Sheila K

A quick internet search should reveal PTO/vacation policies for many public schools, as they are considered public information. I don't know how many private school folks we have on these boards, but if you are interested in other businesses and their policies (and please let us know if you are!) then I think we can provide some information! Please let us know!!! P.S. I wouldn't like your policy either!!! I live for my time off!!!

Although common sense seems to rarely apply when governmental regulations are on the table, it would seem to me that "mass transit" implies the movement of multiple people "in place of" a single vehicle. If the car AND driver are on the ferry, then it is a timesaving device (probably keeping the driver from going the long way). If only a passenger is on the ferry, then I see "mass transit", as the passenger is using the ferry "in place of" a single vehicle. Sadly, I do not have any governmental cites to back this up...I'm just sayin'!

I agree with masteff. Make the accomodation a later start time, with the same end time and count those hours as part of her FMLA leave. If she should start at 8, but now starts at 11, then that's 3 hours of FMLA leave each day??? Seems reasonable (although I know this intermittent stuff isn't always 'reasonable' nor intuitive!!!)

kittysarno: Not sure why you wouldn't allow this. The Power of Attorney clearly states that the mother has the ability to act for her son.

My mother runs a restaurant in the middle of Nebraska. She is scheduling people for more consecutive hours (at their request) so that the trips they make are worth the drive. Might be an excellent time to try 4-10 scheduling (if your business needs permit). On of my company's facilities (in Arizona) is doing gas cards for employees who live more than 25 miles away from the facility. It's a nominal amount, but it helps to make up the difference from "old" gas prices to the new higher ones. Good luck with this one...please report back. I know it's a common problem at this time!

annbx: Birches Group 212-972-6970 www.birchesgroup.com Buck Consultants 800-887-0509 www.bucksurveys.com Compdata Surveys 800-300-9570 www.compdatasurveys.com Culpepper Surveys 770-641-5400 www.culpepper.com Hay Group 215-861-2000 www.haygroup.com Sibson Consulting 212-251-5000 www.sibson.com AKRON 866-257-6646 www.AkronInc.com Mercer 80-333-3070 www.imercer.com Towers Perrin www.towersperrin.com CompAnalysis Inc 510-763-3774 www.compensation.com Stanton Group www.stanton-group.com Are all listed in the latest World at Work "WorkSpan" magazine as Survey Providers of "Health and Welfare" survey data.

In that case, there is not an issue! Benefit friend was operating under the assumption that the divorce carried only an 18-month COBRA period. Guess it's a good thing SHE has a COBRA administrator!!! Thanks so much.

A friend of mine has been on COBRA since her divorce. At about 20 months, still on COBRA (!?!?!?!) she is diagnosed with breast cancer. Another friend, also in benefits, calls and finds out that the COBRA administrator has friend #1 on COBRA due to DEATH of spouse, not divorce. Having a hard time giving her advise. She has no other group plan to go to, as she is self-employed, so creditable coverage issue doesn't really matter. My biggest concern is what happens when COBRA administrator finally discovers error and drops her coverage. Any ideas about best course of action? Thanks to all for any advice! Sheila K 8-)

GBurns: My concern is exactly the possibility of adverse selection and how that might affect premiums. Even if the employee is paying the premiums... We start hiring at 18 and what you discussed in your post is exactly my concern. After the 38th birthday, an employee "retires" and still could be carried on our coverage until they DIE! Even if they go to another company, they could decide that our benefits were less expensive, or more comprehensive and continue with our coverage and be contributing to our experience at renewal! Thanks!

While other companies drop retiree health/welfare benefits, we are looking to ADD them to our benefit menu. As the "benefit analyst" here, I'm horrified that the original plan is this: Must have worked here 20 years Employee pays premiums (although the idea of employer paid is still being tossed about) Benefit never ends until employee does (no stopping or COBRA eligibility upon Medicare eligibility) I am trying to explain how this creates some serious financial liability for us, but seems to be falling on deaf ears. MY proposal is to: *combine age with years of service, requiring that there be no retirement prior to age 55, with decreasing years of service requirements the older the employee becomes (example 55 + 10 yrs service, 56 + 8 yrs service, etc.) or some combination of age and service *end coverage upon Medicare eligibility, allowing for COBRA participation at that time *require employee to pay premiums Does anyone have any other tips or things I should be thinking about??? Any help appreciated! Thanks.

We keep our FMLA paperwork in the employee's benefit file. This file is completely separate from the "regular" personnel file.