A COBRA compliance checklist has to cover six things: confirming the plan is subject to COBRA, issuing the general notice, catching every qualifying event, meeting each notice deadline, administering elections and premiums correctly, and ending coverage only on a permitted ground with the right notice. Most COBRA failures are not misunderstandings of the law; they are steps that nobody owned. The checklist below is organized by stage so each item can be assigned to a specific person or ...
The FMLA gives employers real tools, not just obligations. An employer may require medical certification and, within limits, recertification; ask employees to schedule planned treatment to reduce disruption; temporarily transfer an employee on foreseeable intermittent leave; require paid leave to run concurrently; require status reports and a fitness-for-duty certification; and recover health premiums from an employee who does not return. Each right comes with conditions, and most FMLA ...
As information is gathered during an internal investigations, the amount of paper collected can be quite significant. This may include samples of employee's work products, spreadsheets, reports, work schedules, photocopies of time cards, security logs, etc. Listed below are some recommendations for Security Protocols:
COBRA administration involves a number of notice requirements and timelines, as well as a myriad of other COBRA rules. While anyone reading the COBRA rules can see that you have to identify QBs, send notices on a timely basis, etc., here are a couple of the specific issues that COBRA administrators must be aware of how to:
Benefits Of Participant Loans Participant loans from a Retirement Plan can be an attractive plan feature, allowing participants to access their benefit and then repay and restore it later. Note, however, that participant loans are rarely permissible under a defined benefit plan. However, to avoid being taxed as a distribution and other negative tax consequences, the plan loan program must be ...
This page describes what the program contains — the subject areas, how they fit together, and what a participant can do afterward that they could not before.
Who Attends
People new to HR, including those moving from administration or another function, who need the framework of the field rather than depth in one corner of it.
Practitioners who learned on the job and have expertise with gaps — competent at what their
...An employee returning from FMLA leave is entitled to the same or an equivalent job, but that right has defined exceptions. Restoration is not required when the job would have ended anyway (a layoff, a completed project or term), when a qualifying key employee's restoration would cause substantial and grievous economic injury, when the employee cannot perform an essential function of the job, when leave was obtained by fraud, or when the employee breaches a uniformly applied ...
Restoration must occur immediately upon the employee's return from leave. Delaying reinstatement violates FMLA unless:
Note: This is an excerpt from
...Career development in HR comes down to three things done deliberately: choosing a direction (generalist, specialist or leadership), building the technical knowledge and credentials that direction requires, and collecting the experience that proves you can do the next job before you have it. Most HR careers stall not for lack of ability but because development happens by accident. The steps below turn it into a plan you can review each year.
Understand the HR Career Path
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