How would an employer determine if an employee who has different job duties (i.e. teacher who is also a coach) is “covered” or “uncovered”?
If the employer reporting the gross wages on the quarterly report offers to pay a portion of a HC plan, for which the employee is eligible to enroll in, the employee would be “covered” and hours worked would be EXCLUDED from the FTE calculation provided he/she was enrolled in the plan or has coverage elsewhere. Please keep in mind, it does not matter how many tasks or job titles an employee has. What does matter is whether or not the employer offers to pay a portion of a health care plan.
Related Questions
- If an employee’s position is reclassified to a different job classification, will they continue to be covered by the current MOU and/or represented by the same Union?
- If an employee is terminated from their employer for cause and is not being offered a job, would a letter of explanation to the employee be sufficient?
- How would an employer determine if an employee who has different job duties (i.e. teacher who is also a coach) is "covered" or "uncovered"?
