Liberal Forum

Preface...I don't like "Human Resources" departments.  In most large companies (my experience), they are just a tool of Senior Management and are not there to help employees.  For even thinking that, my punishment was my having to absorb the responsibilities of HR when the person who reported to me and the SVP of HR for our parent suddenly quit.  Now add dealing with insurance companies.  In that area, for health insurance, we have a policy that only legal dependents and spouses can be covered.  Like almost everyone, making changes to who is covered during the plan year requires a "qualifying event" (adoption, birth, death, marriage, etc.).

This week I had an employee came in and request an insurance enrollment form.  He said "He and his fiance finally got married".  I gave him the form and told him we needed a copy of the marriage certificate.  I just now had the union rep come in (on his behalf) to talk about the request.  I found out the "fiance" is actually his common law wife and they have a kid.  She and the kid were covered by her insurance at her previous job.  Her employer relocated and she lost her job...new employer doesn't offer health insurance benefits.  The kid is easy...he is a legal dependent and the loss of coverage is a qualifying event.  Add the kid, no problem.  However, the wife...not so much.  We don't allow coverage of common law spouses.  The union rep said "Well I am a licensed minister and recognized by the state, I can marry them real quick."  I told him we still needed a copy of the marriage certificate (or the license after he signed it) to add coverage.  He replied, "I'll get you something".

I jumped in and said "I told you what we need.  I am not telling you what you or "X" can and cannot do.  I am telling you, insurance fraud is a crime and you can end up in jail if convicted of it."  He just looked at me and left.

The **** you have to deal with...geez.
 

ConsRule » 23 May 2023, 1:30 pm » wrote: ↑

23 May 2023, 1:30 pm

Preface...I don't like "Human Resources" departments.  In most large companies (my experience), they are just a tool of Senior Management and are not there to help employees.  For even thinking that, my punishment was my having to absorb the responsibilities of HR when the person who reported to me and the SVP of HR for our parent suddenly quit.  Now add dealing with insurance companies.  In that area, for health insurance, we have a policy that only legal dependents and spouses can be covered.  Like almost everyone, making changes to who is covered during the plan year requires a "qualifying event" (adoption, birth, death, marriage, etc.).

This week I had an employee came in and request an insurance enrollment form.  He said "He and his fiance finally got married".  I gave him the form and told him we needed a copy of the marriage certificate.  I just now had the union rep come in (on his behalf) to talk about the request.  I found out the "fiance" is actually his common law wife and they have a kid.  She and the kid were covered by her insurance at her previous job.  Her employer relocated and she lost her job...new employer doesn't offer health insurance benefits.  The kid is easy...he is a legal dependent and the loss of coverage is a qualifying event.  Add the kid, no problem.  However, the wife...not so much.  We don't allow coverage of common law spouses.  The union rep said "Well I am a licensed minister and recognized by the state, I can marry them real quick."  I told him we still needed a copy of the marriage certificate (or the license after he signed it) to add coverage.  He replied, "I'll get you something".

I jumped in and said "I told you what we need.  I am not telling you what you or "X" can and cannot do.  I am telling you, insurance fraud is a crime and you can end up in jail if convicted of it."  He just looked at me and left.

The **** you have to deal with...geez.

When my ol man died. I called ss to report it. Just in case. We were together for years.  The ss lady was very nice- she set out to help me... She came back and told me- sorry cyndi- your state doesn't recognize that! the only one....
i never did decide if not being married was a good thing or a bad one?
His debts weren't mine!
life goes on. lol
 

ConsRule » 23 May 2023, 1:30 pm » wrote: ↑

23 May 2023, 1:30 pm

Preface...I don't like "Human Resources" departments.  In most large companies (my experience), they are just a tool of Senior Management and are not there to help employees.  For even thinking that, my punishment was my having to absorb the responsibilities of HR when the person who reported to me and the SVP of HR for our parent suddenly quit.  Now add dealing with insurance companies.  In that area, for health insurance, we have a policy that only legal dependents and spouses can be covered.  Like almost everyone, making changes to who is covered during the plan year requires a "qualifying event" (adoption, birth, death, marriage, etc.).

This week I had an employee came in and request an insurance enrollment form.  He said "He and his fiance finally got married".  I gave him the form and told him we needed a copy of the marriage certificate.  I just now had the union rep come in (on his behalf) to talk about the request.  I found out the "fiance" is actually his common law wife and they have a kid.  She and the kid were covered by her insurance at her previous job.  Her employer relocated and she lost her job...new employer doesn't offer health insurance benefits.  The kid is easy...he is a legal dependent and the loss of coverage is a qualifying event.  Add the kid, no problem.  However, the wife...not so much.  We don't allow coverage of common law spouses.  The union rep said "Well I am a licensed minister and recognized by the state, I can marry them real quick."  I told him we still needed a copy of the marriage certificate (or the license after he signed it) to add coverage.  He replied, "I'll get you something".

I jumped in and said "I told you what we need.  I am not telling you what you or "X" can and cannot do.  I am telling you, insurance fraud is a crime and you can end up in jail if convicted of it."  He just looked at me and left.

The **** you have to deal with...geez.

In most cases HR will definitely protect the company over the employee, even though they always sing the tune to the employees that "we are here for you!".
​​​​​​
From my personal experiences, the HR Dept will almost exclusively side with the senior management over the clock puncher, even if senior management is 100% in the wrong. Anytime an employee that works in HR does choose to go against the flow and do the right thing, they usually aren't around very long themselves.

The last outfit I worked for was probably the worst example I have ever seen. It became pretty evident just in the first few months of working there that if a worker bee went to HR with a complaint, then their days were numbered with the company.

The company handbook was written so that it was impossible to follow the written rules without violating the written rules, so if they wanted you gone, then you were gone... and for a legit reason per the handbook to boot.

It became a running joke that whenever someone went to HR with an issue, it was considered as giving your two week notice, because that's about how long it would take for them to come up with a reason to fire you after you lodged the complaint.

 

ConsRule » 23 May 2023, 1:30 pm » wrote: ↑

23 May 2023, 1:30 pm

Preface...I don't like "Human Resources" departments.  In most large companies (my experience), they are just a tool of Senior Management and are not there to help employees.  For even thinking that, my punishment was my having to absorb the responsibilities of HR when the person who reported to me and the SVP of HR for our parent suddenly quit.  Now add dealing with insurance companies.  In that area, for health insurance, we have a policy that only legal dependents and spouses can be covered.  Like almost everyone, making changes to who is covered during the plan year requires a "qualifying event" (adoption, birth, death, marriage, etc.).

This week I had an employee came in and request an insurance enrollment form.  He said "He and his fiance finally got married".  I gave him the form and told him we needed a copy of the marriage certificate.  I just now had the union rep come in (on his behalf) to talk about the request.  I found out the "fiance" is actually his common law wife and they have a kid.  She and the kid were covered by her insurance at her previous job.  Her employer relocated and she lost her job...new employer doesn't offer health insurance benefits.  The kid is easy...he is a legal dependent and the loss of coverage is a qualifying event.  Add the kid, no problem.  However, the wife...not so much.  We don't allow coverage of common law spouses.  The union rep said "Well I am a licensed minister and recognized by the state, I can marry them real quick."  I told him we still needed a copy of the marriage certificate (or the license after he signed it) to add coverage.  He replied, "I'll get you something".

I jumped in and said "I told you what we need.  I am not telling you what you or "X" can and cannot do.  I am telling you, insurance fraud is a crime and you can end up in jail if convicted of it."  He just looked at me and left.

The **** you have to deal with...geez.

The only thing I would have done different is say "you're not married, denied". The Union Rep can stay in the hall and jack-off to the elevator music.