Compensation & Benefits

Credit union membership: a no-cost employee benefit

12/01/2003

Issue: Offering membership in a credit union as an employee benefit is now easier than ever. Benefits: Employees gain access to low-cost financial services. And you have a new, no-cost …

It’s time for a benefit-plan refresher course

12/01/2003

Open-enrollment season provides an opportunity to host a benefit plan brush-up meeting for all employees. Do they need it? Yes! Some 43 percent of employees grade themselves a “C” or worse …

Don’t fudge or exaggerate details of insurance coverage

12/01/2003

Never exaggerate the quality or quantity of employee benefits, either in written communication or when trying to sell an applicant on your organization. Courts will make you stick to any promises, …

Give notice before changing benefit terms

12/01/2003

Q. Currently, our company pays 70 percent of employees’ health insurance premiums. But we need to either decrease the percentage or possibly ask employees to pay the entire premium. How much notice must we give employees before making such a change? —D.O., Louisiana

Court: ‘Serious health condition’ requires 3 full days of incapacity

12/01/2003

When it comes to judging whether an employee’s serious health condition qualifies for Family and Medical Leave Act (FMLA) protection, require at least three consecutive, full days of incapacity. A new …

Avoid stricter notification policy than FMLA requires

12/01/2003

Can your organization require employees to give notice of their need for FMLA in a way that’s more stringent than the standards set by federal law? Courts are split on this …

Steer clear of cutting sick worker’s job in half

12/01/2003

Q. One of our full-time employees, age 60, is ill and expected to be out six months. We’d like to make her position part time, because we need to hire an additional part-timer in another department. Essentially, we’d like to split her full-time job into two part-time positions. Is this legal? —D.H., Texas

Compensation & Benefits

Credit union membership: a no-cost employee benefit

It’s time for a benefit-plan refresher course

Don’t fudge or exaggerate details of insurance coverage

Give notice before changing benefit terms

Court: ‘Serious health condition’ requires 3 full days of incapacity

Avoid stricter notification policy than FMLA requires

Steer clear of cutting sick worker’s job in half

Only 3 full days of incapacity will trigger FMLA leave

Don’t mandate direct deposit of employees’ pay

Be careful how you answer pleas for overtime pay

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