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Other than emailing it and staying on the phone till the recipient gets it, I don't know what more to suggest then, other than to keep pushing on the DOI.

Has she tried mailing it certified, return receipt requested? Then she'd have proof of delivery and a name of the recipient. I've also accepted information by having someone email it to me while I was still on the phone with them.

If your wife worked for my employer, I am the one she would talk about this. Has she talked to her HR/Benefit department at all? They often have contacts they cannot share with employees, but who can cut through all the nonsense and get things moving. If she worked for my employer and she...

It's okay to take a 401(k) hardship withdrawal to pay medical bills that are not covered by insurance. If that's what you're going to use it for, there's no problem. It's if you were planning to use it for supplemental income, to pay household bills, that it would be at issue.

That is NOT an allowable hardship withdrawal reason under Federal law.

Once again, this is not illegal discrimination. They are not holding up the process because he is disabled; they are doing exactly the same thing they would do for anyone else. Once the POA is on file, they will speak with you.

Then you know that Federal law prohibits hardship withdrawals for any but six specific reasons. The payment of medical bills IS allowed. A supplement to LTD benefits is NOT.

Just for additional clarification; As I said, 401(k) plans are VERY heavily regulated by law. Each one has a plan document and that plan document is CARVED IN STONE. The requirements and the processes in that plan document, CANNOT, BY LAW, be varied one iota. If the requirement is that there...

Because 401(k)s are VERY heavily regulated at the Federal level and they could be in serious trouble if they released any funds without the proper signatures and other paperwork on file. This includes any POA's. It's not discrimination because they are holding him to exactly the same rules as...

I only just discovered it myself but I'll be using it from now on!

https://getyarn.io/yarn-clip/9386756d-cc26-48ec-b951-695c79c1959b

I have to use a VPN on my work computer, since it's the only way to access the home systems remotely and they want us working remotely these days. But it's an in-house VPN and our systems are SCOURED by IT regularly. I will not access a VPN on my personal computer. Not even one from a company I...

Since the responders here do not like hypotheticals, suppose you provide actual facts of an actual situation in which you are involved. If you cannot do that, please take your suppositions elsewhere.

@commentator - any advice?

Which is why I told him he was painting a target on his own back. But what do I know, I've only been in HR for 45 years.

On your own head be it. If your employer or your HR department takes exception to your actions, there isn't any law that's going to save your job. By insisting on doing things your way instead of letting HR handle it, you could be setting the employer up for a lawsuit. If you get fired, just...

A couple of reasons. Keep in mind that I am talking about your taking actions against the advice of HR, not if you have their backing. 1.) Insubordination, plain and simple 2.) By taking disciplinary action without following the same pattern of disciplinary actions that have been taking against...

And rightly so. There is a reason why best practice requires write ups before termination. You're digging a hole for yourself that could end up in YOUR termination.

I don't see much of an issue with your writing her up again although I'd prefer you to be including HR in what you are doing. That's what they're for (at least in part) and they know how to go about it in ways that will not have adverse affects on the company better than you do. But if you...

Has she done it again since she was written up?