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  • Re: Premium Only Plans and Layoffs

    I would think you'd still have to comply with IRS regs. Change in job status (hours, pay, etc.) is considered a qualifying event. The employee must still make the change within the 30 day period.
    Posted to Benefits & Leave (Forum) by dblum on April 5, 2013
  • Re: Communicating termination reasons to other employees

    I'd be willing to bet a great many of your employees know about the termination , and why, before it even occurs. Having said that, I don't believe there are any laws prohibiting it specifcally. However, think about it. Would you really want your supervisor to be talking about why you were terminated? Why would you want to do that to anyone else? If a reason really has to be given, why not just go with "it wasn't working out" and leave it at that? I don't really see much good coming from this.
    Posted to Performance & Termination (Forum) by dblum on March 22, 2013
  • Re: unions and voting

    Only if they're members of the union, and must be designated so in the bargaining unit/CBA.
    Posted to Unions (Forum) by dblum on February 22, 2013
  • Re: Spreading pay over 12 months?

    Thank you. That article addresses exactly the question I have, except we are a private employer, not a school district and we all know government employment laws are different than private sector employment laws. However, the issue of deferred compensation is definitely relevant. Thanks, again.
    Posted to Compensation (Forum) by dblum on September 12, 2007
  • Spreading pay over 12 months?

    We employ bus drivers and bus assistants, who of course work on the school calendar schedule. This means they only work about 10 months out of the year. Some have asked if we can spread their pay over the full 12 months of the year. I am thinking this may be a violation of the FLSA or some other regulation. Does anyone have any specific informatiion on this subject? Thanks!
    Posted to Compensation (Forum) by dblum on September 12, 2007
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