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Can an employer legally offer an employee and his spouse the option of two single plans rather than the costlier family plan?


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2015-07-15 18:39:09
2015-07-15 18:39:09

No. However if both spouses work there, then it would be OK. For more information see


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An employer can not force you to take the FMLA leave. However, if your employer knows you have a lot going on with your health or that of a close family member, they may suggest it.

As an employer, you can write "Merry Christmas and a Happy New Year" in a Christmas card to an employee. You can also wish your employee and their family a safe and enjoyable time over the holiday period.

In many cases an employer does not have to hold a position for an employee on temporary disability. In some cases companies companies are exempt from the Family Medical Leave Act. Employees must also meet certain certain requirements.

Most likely not, as long as your employer is bound by the FMLA and you have been with the Employer long enough.

Qualities of a successful employeeQualities that would makes you a successful employee:1. Think as an employer & not an an employee2. Assume that all other employees know & will do their job3. Always put your family first

Absolutely not. Someone in my family is going through a similar situation. An employee can not be fired while on worker's compensation.WC law prohibits ONLY firing workers for CLAIMING WC. If you deserve firing for other reasons, the employer will act.However, If the employer can prove without a doubt that the claims filed by employee were false, then the employer has the right, and obligation, to report this, resulting in the termination of the employee.The standard of evidence is not "beyond a doubt", but much lower.The problem is when the employee comes off of the worker's compensation program. Frequently this is when the employee is most at risk for being unfairly fired. This is because the U.S. still has a few "right to fire" laws in effect.No law in America prohibits an employer from firing an employee for conduct, performance, or attendance. A few laws prohibit firing based on race, sex, age, religion, of color.It is an unfortunate situation, not only because the employer has to right to terminate the employee, but it is nearly impossible to prove that the reason was discriminatory. *nearly*Because everybody in America supposedly get's their 'day in court', the employee can try to subpena the employer and have the case heard in front a judge.Being on worker's compensation is necessary but it can be a tedious process to maintain a good standing with the employer. $ is especially important to people, especially now with the economy in such a bad state.

It depends. If it is using a company-owned phone, then all the employer would have to do is phone up the telecoms provider and ask them for transcripts of calls made. If it is with his mobile, you cannot request information about transcripts legally due to the Data Protection Act. If you believe he is partaking in illegal or questionable activities, contact the Police and they will be able to deal with the matter.

In the limited case where the available job would be in a position reporting to your daughter, or to which your daughter reports, her employer can refuse to hire her brother because of potential conflicts of interest and management and employee relations difficulties. One member of a family reporting to another is considered nepotism and is generally to be avoided, except in family owned businesses.

Residents and their families should have a voice as to those that are supposed to be caring for them, but it is usually in addition to an employer evaluation. Check your state employement office for applicable laws.

A person can legally move in with another family member if they go to court. An attorney can represent a minor.

If not legally separated, you will probably have to wait until open enrollment through your employer to cancel her insurance. If you do get legally separated, you can cancel insurance as you have had "change in status." Usually insurance companies will process changes outside of open enrollment when you have a change in family status. An example of this would be getting married, having a baby, or getting divorced/legally separated.

Fire them unless they have a family .

the medici family and the pope of italy

An adopted family is a family that is not a family by berth but a family that has legally said they will take care of you and accept you as a family member.

Employees with 1 yrs service must be allowed time off for serious medical events - their own or close family - even if the employer has no sick leave plan, or even if the employee has zero sick leave left. It means more employee absence days than if FMLA did not exist. That means lower productivity.

If you're not married you need to establish your paternity legally and petition the family court for custody.If you're not married you need to establish your paternity legally and petition the family court for custody.If you're not married you need to establish your paternity legally and petition the family court for custody.If you're not married you need to establish your paternity legally and petition the family court for custody.

It depends on what he said. He cannot divulge non-public information to a 3rd party...(Employer, family members)

Working conditions What is a Rostered Day Off (RDO)? When are you entitled to receive a RDO?Generally speaking, an entitlement to a rostered day off is the result of an arrangement between an employer and an employee. The arrangement will generally specify that if the employee works additional hours within a working week then those hours will accrue to entitle them to a paid day off.Arrangement regarding rostered days off may only be implemented within a workplace where they are in accordance with the relevant award or agreement that provides coverage for the employee.How do I apply for flexible working arrangements, and what can I do if my employer says no?Under the Fair Work Act 2009 a request for flexible working arrangements must be made in writing to the employer and clearly outline the change sought and the reason for the change.Employers must give the employee a written response to the request within 21 days, stating whether the employer grants or refuses the request. The employer may refuse the request only on reasonable business grounds.In the instance that an employer refuses an employee's request and the employee would like to pursue this further, the employee can contact us for further assistance.Can my employer direct me to go home without pay when there is not enough work?Under the Fair Work Act an employer may stand down an employee without pay during a period in which the employee cannot be usefully employed because of:industrial action (not including action taken or organised by the employer); ora breakdown of machinery or equipment, if the employer cannot reasonably be held responsible for the breakdown; ora stoppage of work for any cause which the employer cannot reasonably be held responsible.The Fair Work Act does not specifically deal with stand down due to inclement weather. However, one of the examples in the explanatory memorandum to the Fair Work Act includes a flash flood as being a legitimate cause for stand down.The Fair Work Act allows for an enterprise agreement or a contract of employment to provide for stand down in a wider range of circumstances. Therefore, any provisions that apply may be dependent on agreement that applies to the employee.Am I required to work overtime?Under the NES an employer may request that an employee work reasonable additional hours. An employee may refuse on the grounds that the additional hours are unreasonable.In determining whether additional hours are reasonable or unreasonable the following must be taken into account:any risk to employee health and safety from working the additional hoursthe employee's personal circumstances, including family responsibilitiesthe needs of the workplace or enterprise in which the employee is employedwhether the employee is entitled to receive overtime payments, penalty rates or other compensation for, or a level of remuneration that reflects an expectation of, workingadditional hoursany notice given by the employer of any request or requirement to work the additional hoursany notice given by the employee of his or her intention to refuse to work the additional hoursthe usual patterns of work in the industry, or the part of an industry, in which the employee worksthe nature of the employee's role, and the employee's level of responsibilitywhether the additional hours are in accordance with averaging terms included under a modern award or enterprise agreement that applies to the employee, or with an averaging arrangement agreed to by the employer and employee under the Fair Work Actany other relevant matter.

Obamacare does not have a specific percentage that employers and workers have to pay. However, an employee cannot pay more than 9.5 percent of his income to join the employer's plan and cover himself. (The amount he pays for family coverage can be higher than 9.5 percent of his income or his household income.)

Bob is Scrooge's clerk. He's a kind, mild-mannered man. His life style is poor, he has a large family. Though treated harshly by his employer, Cratchit remains a humble, honest and dedicated employee.

This would depend. Under the Family Medical Leave Act, , an eligible employee who availed of leaves under the FMLA, has the right to return to the same or equivalent position, pay, and benefits upon the conclusion of their leave. This means that the employer is mandated to restore his employee to his job after his leave. However, if the employee took a leave of absence not allowed under the FMLA or other state laws, or is not eligible for such job-protected leave, the management has no legal obligation to take him back.

call the nw pass bureau 800-692-1233 or check employee radar for employee use only

The legal age to be considered an employee is 14 years old, however, if it is a family owned business then it is common for young children to "work." This may include helping out with little things like setting up tables and cleaning, however, they may not be legally paid with a salary. For example, the grandparents may give the child say twenty bucks, but they can not legally hire them as an employee and say your salary is 10 bucks an hour.

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