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.

I wouldn't think so either. It is not a "treatment" for a medical problem. It is not "medically" necessary. It is not used to alleviate personal injury or sickness. IRS Publication 502 has the information you may want. I have copied the relevant portion below: What Are Medical Expenses? Medical expenses are the costs of diagnosis, cure, mitigation, treatment, or prevention of disease, and the costs for treatments affecting any part or function of the body. They include the costs of equipment, supplies, and diagnostic devices needed for these purposes. They also include dental expenses. Medical care expenses must be primarily to alleviate or prevent a physical or mental defect or illness. They do not include expenses that are merely beneficial to general health, such as vitamins or a vacation. Medical expenses include the premiums you pay for insurance that covers the expenses of medical care, and the amounts you pay for transportation to get medical care. Medical expenses also include amounts paid for qualified long-term care services and limited amounts paid for any qualified long-term care insurance contract. Good luck! Sheila K 8-)

mporterst: I would look to an on-line community (like workforce.com) that is more compensation-oriented to ask a question like this. You might also want to find out if there are any service organizations for that industry with a board regarding HR/Compensation questions (for example, bankersonline.com has a bulletin board with an HR section).

sburns: You picked a good time to ask! I'm in the middle of an interpreting project and have that folder on my desk! Here are two companies we have spoken with and their contact information: LanguageLine.com (their fees are posted on their website) Ariel International 253-566-8560 We are lucky enough to have several fluent spanish-speakers in our employ who review documents for accuracy. I would assume that you do too, if you are translating policies. You might ask for your bilingual staff to review materials and "re-translate" back to English for you, at least the context of the materials.

Alyona: We recently joined ESM (Employee Services Management), a non-profit association that provides discounted goods and services to their members. Check out www.esmassn.org to find out about their programs. We belong to both the National and our Local organization. We get discounts on many attractions in the area, as well as good and services across the country and very specific ones here in our city. Our local group provides discounts for all of the items you listed!

French: We only offer the catch-up payment offer. We've had great luck with it and only twice in four years have we had employees who did not return to work and gave us trouble collecting back premiums. We have updated our policies so that we can move these premiums to our collection department and obtain judgment if necessary (we are a financial institution, so we can turn the debt into a loan). In addition, we do not offer choices for what can be selected-our employees get it all continued. How can you allow an employee to drop a medical plan in the middle of a plan year, since FMLA is not a qualifying event? Seems like your carrier would not allow this either.

calcu: You don't state where you are from, but I'm curious as to why you would require proof of insurance? Thanks...Sheila K

I couldn't agree more. Makes me think of my former boss's dog...Cassius Paycheck!

Heavens...they do want it all don't they! If she is qualified for FMLA, then that leave must still be offered. Her COBRA coverage would begin on her termination date. If the certification has her out for an extended period of time due to difficulty with the pregnancy, then there's not much you can do except wait for the 12 weeks to be over, then I would separate the employment. If the certification has an extended recovery period (over 6 wks for normal delivery, 8 wks for Caesarean), I would ask for a second opinion regarding the need for that extended leave. Would a normal recovery period still extend beyond the FMLA period? Was the disciplinary action as a result of absenteeism? If so, you're probably stuck with her until the FMLA leave period is over.

Spinky: We have a program for these employees...it's called COBRA! Unless we have extended an employee's leave (rare) past the 12 weeks provided by FMLA, we separate their employment at the end of the 12 weeks. Obviously, if they're going to be back at 13 weeks, we'll probably make an exception, in which case we'll continue paying the premium and then deduct it from their pay once they return. We begin processing paperwork for long term disability after 8 weeks of leave (exception-maternity), so that all of the paperwork is in process should the employee need more than 12 weeks of time. This ensures that there is a smooth transition of pay from any short-term disability or paid leave being used. There is no reason not to just send a letter to those folks who you are going to "carry" past the 12 weeks of FMLA and advise them that they will need to make the payments beginning on a certain date. I would send the letter at about 9-10 weeks so that they know well in advance what the expectations are. Clearly spell out the amounts due, when they are due and the consequences if you do not receive payment (are you really going to cancel their coverage, etc.) And seriously, you are setting a precedent by keeping positions open past the 12 weeks of FMLA leave...this might be great if you are doing this for a valued employee, but you can bet that the employee you would be glad to wave goodbye to will hear about this and request the same!

HELP! Does anyone know if there are any studies regarding productivity and how dress code may (or may not) affect work productivity?