> Most benefits plans will detail the eligibility requirements to participate in the plan, including employee classification (full-time, part-time, regular, temporary, etc.) and/or numbers of hours worked per week or month. Once these classifications change for a covered employee, his or her eligibility will need to be reassessed.
> Short-term, temporary changes usually will not change an employee classification. For example, if a full-time employee goes on vacation for three weeks, most employers would not change the employee's full-time status. However, if an employee reduces his or her hours during the school year to accommodate his or her class schedule, employers may want to reclassify the employee to part time due to the length of the arrangement. It boils down to how the employer defines the classifications and how they are used in the eligibility requirements of each plan.
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Without getting to an attempt to measure productivity...
The nightmare scenario for HR in this situation is to have someone who is a full time worker and getting full time benefits is found to be splitting their time between two or more companies in a way practically means that they couldn't be working the necessary number of hours to be eligible for benefits at the company.
Having an insurance company or similar decides that your employee isn't eligible for the benefits that you claim they are and ask for an audit of employee time now and going forward, this gets into the "this is gonna suck" category.
There are also issues of IP assignment where one (or both) companies make claims to the inventions that were produced "during work hours" at the other company.
> Most benefits plans will detail the eligibility requirements to participate in the plan, including employee classification (full-time, part-time, regular, temporary, etc.) and/or numbers of hours worked per week or month. Once these classifications change for a covered employee, his or her eligibility will need to be reassessed.
> Short-term, temporary changes usually will not change an employee classification. For example, if a full-time employee goes on vacation for three weeks, most employers would not change the employee's full-time status. However, if an employee reduces his or her hours during the school year to accommodate his or her class schedule, employers may want to reclassify the employee to part time due to the length of the arrangement. It boils down to how the employer defines the classifications and how they are used in the eligibility requirements of each plan.
---
Without getting to an attempt to measure productivity...
The nightmare scenario for HR in this situation is to have someone who is a full time worker and getting full time benefits is found to be splitting their time between two or more companies in a way practically means that they couldn't be working the necessary number of hours to be eligible for benefits at the company.
Having an insurance company or similar decides that your employee isn't eligible for the benefits that you claim they are and ask for an audit of employee time now and going forward, this gets into the "this is gonna suck" category.
There are also issues of IP assignment where one (or both) companies make claims to the inventions that were produced "during work hours" at the other company.