Your employer cannot change your pay plan as he or she does not have the authority. However, in certain instances a change of plan may be necessary but will be done after you are informed or consulted.
The rules generally include a provision that you get approval for vacation time off by requesting it in advance and providing the dates you will be out so the employer can plan for adequate coverage during your absence. Deciding on your own to take a vacation and simply not showing up for work can be reason for dismissal.
No. Under ERISA (a federal law for employer health plans), an employer has to give at least 60 days notice before ending a health plan. The bummer is that COBRA coverage will not be available if the employer ends the plan. The carrier may offer you an individual (non-group) plan.
No, it is not illegal. If it is a group plan (through an employer), the employee could submit the enrollment change without the spouse's signature. The employer or insurer would not question it, since he or she is still married to the person. The spouse would know that he or she had been dropped when a COBRA notice arrives, assuming the employer offers COBRA coverage.
Probably. Does the new employer have a health plan? The maternity is probably covered -
(tacit = understood without being said or otherwise expressed)"He had a tacit agreement with the police that he would not be arrested if he helped to identify the ringleaders.""She gave her tacit approval to the change by not rejecting the board's plan."
A 401(k) plan is a retirement plan. It is offered to you through your employer. You decide how much to invest, and your employer deducts that amount from your payroll. This has tax benefits.
Yes, there are several different circumstances where this could happen. If the employer has discontinued the plan entirely, then there is no COBRA coverage to be offered. If the company has fewer than 20 employees, the plan does not have to offer COBRA coverage. If the company is a church, it is not required to offer COBRA. Last, if you were fired from the job for gross misconduct, the employer does not have to offer you COBRA coverage.
The second requirement is that the employer have no other qualified retirement plan. For example, an employer with a defined benefit pension plan cannot establish a SIMPLE plan. However, as we shall see an employer that currently sponsors a 401(k) plan and has no other plan can easily modify their 401(k) plan to meet the rules for SIMPLE plans.
He gave his approval for the plan to go ahead. She decided to take the goods on approval.
a 401k is an employer plan for the benefit of the employees, and an IRA is an individual plan
Employer Group Health Plan
That is a guideline of the plan document and varies by the manner by which an employer transfers the funds to the plan. Ask your employer or the plan reperesentative for specifics.
Where I work, the employer plan would be secondary and medicare would be primary. It might depend on how the company has it set up but I can't imagine any company today wanting to be the primary insurer.
Yes an employer can terminate a 401k plan. The contributions you made to the plan are yours, and you could take that money and roll it to your Traditional IRA using a trustee to trustee transfer. If your employer made any matching contributions to your 401k, you may be able to keep all or part of these contributions. This would depend on the vesting part of the 401k plan. Typically employer contributions are vested over a period of time, like 20% per year for 5 years. At which time the enitre matching contribution would be vested and eligible to be rolled to your Traditional IRA. Vesting requirements and many other rules are specified in the 401k Summary Plan. Each employer's Summary Plan will have some unique rules. Read the Summary Plan for your 401k plan. A copy of this plan should have been given to you when you signed up for the 401k. But ask for a new copy as this plan may change over time.
large group health plan
A 401(k) is a retirement savings plan that is sponsored by an employer.
A health insurance plan is designed based on what the employer wants. So if a plan says that domestic partners are covered then the employer group is the one that put that wording in the policy. So if an employer wont cover a domestic partner then domestic partners aren't covered company wide.
Assuming you are talking about your employer's health plan post termination, the employer has that responsibility.
If the employer is the one that is relocating the employee to an area where they don't accept Kaiser's insurance, then I believe that you should be able to pay for your services/prescriptions upfront and then claiming it straight through the employer. You should check with your employer first, but they SHOULD do it. If not, you're going to be out of luck UNLESS they will pay for your premiums on your new plan. Every employer is different. They are not required to provide insurance to you, so you just have to ask about their policy on that.
Your plan is required to make that determination for you based on actuarial analysis. Each year, that analysis needs to be completed by 9.30 for the next calendar year's plan. If you are covered by your employer, your employer likely received a statement of creditable coverage from the plan.
If it is a traditional pension plan, it depends on the terms of the plan. Call your former employer or look through the plan documents to find out. If it is a plan like a 401k, then you should be able to obtain the money after you leave your employer. Remember that you will pay taxes on the distribution plus possibly and additional penalty of 10%. Your employer will withhold 20% but the chances are good that you will owe a lot more when you fill out your tax return at the end of the year.
That's a real tough question. You might get stuck in a Guaranteed Issue plan There are protections though for Employer Group plans
yes you can but getting it without a plan will cost you more
yes. there are many phones that you can have without a plan