I believe the answer to that is no, although once the payment is made, there is an exta amount that can be paid to cover the time in between the termination of employment, and the beginnign of COBRA coverage.
a fatty
A letter of transfer letter is a letter from a previous employer to be received by employee's new employer for recommendation. This usually happens when the employee is transferring to the same franchise just a different location.
From Minn. Stat. s. 177.24: "Any gratuity received by an employee or deposited in or about a place of business for personal services rendered by an employee is the sole property of the employee. No employer may require an employee to contribute or share a gratuity received by the employee with the employer or other employees or to contribute any or all of the gratuity to a fund or pool operated for the benefit of the employer or employees. This section does not prevent an employee from voluntarily and individually sharing gratuities with other employees."
Legally? no, your employer has 60 days to mail you information on COBRA policies they offer. Your policy from your employment will terminate 30 business days after your employment ends
Reinstatement simply means getting your coverage back to active. Most policies cancel when payments are not received on a timely manner, causing a policy to cancel (no coverage). Once payment is received, a company will usually reinstate a policy, sometimes without lapse (depending on how many days the polilcy has been cancelled).
YES, if you are a full time employee and have been employed for 6 months. There are some other fine print but basically, the employee shall be entitled to the employee's usual compensation for time received from such employment (including travel and jury duty time). The employer has the discretion to deduct the amount of the fee or compensation the employee receives for serving as a juror from the court. No employer shall be required to compensate an employee for more time than was actually spent serving and traveling to and from jury duty.
Reinstate Hank - 2009 SUSPENDED is rated/received certificates of: USA:PG-13
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.
Yes. An employer can interview an employee regarding a theft from the company. The employee should carefully review the company policies received at the time of hire and that should be clearly posted at the place of employment. Generally, the employee can choose to have a union representative, lawyer or other person present during the interview or can refuse to be interviewed. However, if they refuse, they may be subject to termination depending on the posted company policy.If an employee is involved in theft from their employer, they should consult with an attorney before being questioned.
If you have requested cancellation of your policy then it would not be appropriate to reinstate it without an additional request from you so long as required notices of discontinutaion of coverage have been made to all interested parties.. There are times when it would be appropriate and in the best interest of the insured to automatically reinstate a policy without an additional request from you to do so. Especially if there is an express or implied desire for continuation of the coverage such as if an overdue payment is received after a policy lapse. Other Insured Parties such as Lienholders and Mortgage companies can also require an insurer to continue coverage for a specified period of time. Another insured parties interests could require the insurer to reinstate a policy until such time as they have been properly notified.
If there really were no complaints the employee can probably file for wrongful termination. HOWEVER, there's a good chance that the employee is just unaware of the complaints. The customers probably went over his head, straight to the manager.
If you have received a warning letter from your employer for not obeying the policies, you need to take it seriously. The next step may possibly be suspension.