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Benefit offering during extended introductory period
Benefits & Compensation
Benefit offering during extended introductory period
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
In a situation where an employer decides to extend the introductory period on a new hire, can the employer also hold off offering health benefits to the employee until he/she has completed the introdu
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Benefit offering during extended introductory period
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Benefit offering during extended introductory period
posted at 9/21/2000 10:33 AM EDT
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Posts: 1
First: 9/21/2000 Last: 9/21/2000 |
In a situation where an employer decides to extend the introductory period on a new hire, can the employer also hold off offering health benefits to the employee until he/she has completed the introductory period satisfactorily? The normal introductory period is 90 days. |
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Benefit offering during extended introductory period
posted at 9/22/2000 7:04 AM EDT
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Posts: 55
First: 5/4/2000 Last: 3/5/2001 |
This would probably be a good question for the legal forum. It sounds like a bad situation to me though from both ends. If you do extend the "introductory period" and do not allow him/her to sign up for benefits for another 90 days you might as well start looking to fill the position again. If the employee is not living up to expectations after the initial 90 day period and you are an at-will employment state why not just cut your losses and find a more suitable candidate? |
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Benefit offering during extended introductory period
posted at 9/26/2000 7:13 AM EDT
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Posts: 3
First: 9/26/2000 Last: 7/16/2002 |
Agree with bethw1, the employee has worked through your company's standard employment probationary period...either he/she cuts the mustard or doesn't. If it's a flip of the coin, and you are betting to the good - keeping the ee on - then they qualify for the benes per your company policy. I'm guessing your benes aren't treated like bonuses, they are part of your employment package. Either you keep the ee & sign them up, or you let them go. I would love to hear the legal opinion on this...can't see getting around not offering the benes unless you change the ee's status. Meaning, if you don't offer part-time ees benes, and your not sure whether to keep the ee, then one possibility is to offer them part-time. They continue to work and no benes....if they 'prove their worth' like it seems you are still waiting for...you can always put them back to full-time in the future. |
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Benefit offering during extended introductory period
posted at 9/26/2000 7:51 AM EDT
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Posts: 8
First: 9/26/2000 Last: 10/8/2001 |
Unless your health plan document specifies that the employee must satisfactorily complete the intro period, I would be very reluctant to withhold benefit eligibility. The risk of discrimination will be hard to defend. |
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Benefit offering during extended introductory period
posted at 9/27/2000 3:35 AM EDT
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Posts: 191
First: 7/27/2000 Last: 9/12/2005 |
More than likely, your plan documents will not have a provision allowing you to withhold benefits by extending the introductory period. Check there first, but my guess is that you can't do it without violating ERISA. |
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Benefit offering during extended introductory period
posted at 9/30/2000 8:12 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
You really need to be careful on this one. What was implied in the offer letter? Benefits after successful completion of a probationary period or after a certain amount of time?
Look out if you choose to deny benefits at this point in time, and something (God forbids) happens to this individual... |
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