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Compensation & Benefits

You’ll have more time to revamp COBRA notices

07/01/2004
You and your health plan administrator will soon need to provide more specifics on COBRA rights to departing employees, according to final rules published recently by the U.S. Labor Department. The …

Surprise! Off-duty horseplay can qualify as ‘work time’

07/01/2004
Issue: Your broad liability for workers’ comp injuries. Risk: If supervisors exert control over employees outside the workplace, your organization could be liable for resulting injuries. Action: Alert supervisors …

To cut health costs, weed out ineligible dependents

07/01/2004
Is your health plan covering employees’ adult children, ex-spouses or other relatives? If you don’t know the answer, it may be time for a health plan “participant audit” to help weed …

Prepare to revamp COBRA notices

07/01/2004
The U.S. Labor Department just published final rules that set new minimum standards for the timing and content of COBRA continuing health insurance notices. The rules, which come with sample notices …

Why you should care about 9/11 Commission report

07/01/2004
The federal panel investigating the Sept. 11, 2001, terrorist attacks says the private sector is still unprepared for attacks. It’s expected to endorse a national emergency readiness standard that calls on …

You don’t have to accept after-the-fact proof of FMLA leave

07/01/2004
The Family and Medical Leave Act (FMLA) requires workers to give their employers notice of their need for leave. But you have the right to deny leave when the provided information …

You can set rules on when employees take vacation time

07/01/2004
While vacation time is a mainstay of basic benefit packages, employers are not legally required to offer paid vacation to employees. But if you do offer vacation time, don’t be afraid …

How to spot a dishonest purchasing manager

07/01/2004
Issue: Employees handling your organization’s purse strings could be pulling them in the wrong way. Risk: Lax controls leave your organization wide open to invoice fraud. Action: Suggest the …

Get tough with habitually absent employees

07/01/2004

Q. We have a new administrative employee in our pediatric office who missed 22 days of work in her first nine weeks. She has doctor excuses for illnesses for most of the days, but my front office is in shambles. Can I put her on written warning for excessive absences? Can I terminate her? —C.F., Georgia

Rethink exemption status of traveling sales rep

07/01/2004

Q. We employ sales and service reps who travel and service stores around the country. They work from their home offices, use their own cars and communicate with us via phone. We classify them as exempt. Is this correct? (Most reps are required to spend at least eight hours at each location. Some drive three hours or longer to get to each store. We encourage overnight stays under these circumstances.) —L.C., Oklahoma