Cemetery and Land Subdividing Operator Employee Benefits in Michigan

Where the Pressure Shows Up

• Seasonal crews return each spring with uneven hours
• Physical work raises strain and injury questions
• Commission-based counselors face emotional and income swings
• Bargaining agreements can fix contributions and plan terms

How CFH Helps

• Set rules for returning seasonal crews and rehires
• Explain workers compensation versus health plan coverage
• Coordinate plan design with bargaining agreements where they apply
• Add mental health and employee assistance resources

Seasonal Crews And Rehire Rules

Crews that leave in late fall and return in spring raise rehire questions. Decide in writing when a returning worker is treated as continuing or new, apply the look-back measurement method consistently, and make sure payroll, the plan and the carrier all use the same break-in-service rule every year.

Workers Compensation And Health Coverage

Digging, lifting and equipment work produce strains and injuries. Work injuries go to workers compensation, while ordinary illness and off-duty injuries go to the health plan. Explain the difference in onboarding, and give crews a contact so no one avoids treatment because they are unsure which coverage applies.

Commission-Based Counselors

Pre-need and family service counselors often earn commissions, so their income rises and falls with demand. Make eligibility depend on hours and employment status rather than sales results, explain how contributions come from pay in lean months, and check that tiered contributions follow real job classes.

Union And Bargaining Considerations

Where grounds or maintenance staff are covered by a collective bargaining agreement, contributions and plan terms may be set by contract. Bring the agreement into the renewal calendar, model changes well before negotiation, and keep communications consistent for represented and non-represented staff alike.

Grief And Mental Health Access

Counselors and administrators who work with grieving families face emotional strain, and groundskeepers may handle sensitive tasks around services. Employee assistance, telehealth counseling and a clear way to reach in-network behavioral health providers can lower barriers. Promote them in plain terms and early in employment.

Rural Sites And Network Reach

Many Michigan cemeteries and land tracts sit outside metro areas, from small townships to the northern lakeshore. Review hospital access, primary care and pharmacy networks near each site, and compare telehealth options so crews and counselors can reach care without long drives in winter weather.

Are seasonal groundskeepers eligible for the health plan?

That depends on the plan’s eligibility terms and ACA hours counting. A seasonal worker who averages thirty hours per week, or 130 hours per month, in the measurement period is full-time under the ACA and may need an offer of coverage. The plan document can extend eligibility to others, and the rule should be applied consistently to every crew.

How does a look-back measurement period help a cemetery with seasonal crews?

It lets the employer measure hours across a set period and then hold each worker’s status steady through a stability period. That avoids shifting people in and out of eligibility every month as weather changes the schedule. Choose lengths that match your seasonal pattern, and write the method into the policy so it is applied the same way. Reviewing the method each year keeps it aligned with how staffing actually works.

Can a collective bargaining agreement limit our plan design choices?

Yes. Where employees are represented, contributions, plan options or the carrier may be set by the contract, and changes may need bargaining. Bring the agreement into plan reviews, model proposals before talks, and keep non-represented employees’ benefits consistent where possible. We coordinate renewal timing so changes do not collide with contract dates. Include contract dates in the renewal calendar. Keep notes on every request the union makes about premiums or plan options.

Do commissioned counselors count as full-time for the ACA?

Full-time status depends on hours of service, not pay structure. A counselor who works thirty hours per week or 130 hours per month is full-time under the ACA regardless of commission income. Track hours for salaried, hourly and commissioned staff with the same method, and ensure payroll records are complete before the reporting season arrives. A quarterly check of the records is easy to schedule and prevents surprises in the annual filings.

What waiting period works best for returning crews?

A group health plan may impose a waiting period of no more than ninety days. For crews who return each spring, a shorter rule or one that credits prior service is easier to explain and helps retention. Choose a rule that fits your hiring pattern and apply it uniformly to the same job class, then put it in writing for supervisors. Ask whether the carrier will credit prior service for returning workers.

Should a cemetery with a small staff use a PEO?

A professional employer organization can handle payroll, benefits and compliance for a small staff and may appeal to family-run operators. Compare the PEO offering with a stand-alone fully insured or level-funded plan, including how seasonal workers and union employees are treated under each approach. Ask how plan documents, renewal rights and reports are handled if you leave.

Is level-funded coverage a good fit for a small cemetery team?

It can be when the year-round group is stable and the owner accepts some claim risk. A level-funded plan sets a fixed monthly amount, with stop-loss protecting against large claims and a possible refund if claims are low. We compare it with fully insured coverage using your census and risk tolerance, and present the tradeoffs clearly. We also review stop-loss limits and refund rules before the owner signs.

What happens to coverage when a worker is laid off for winter?

If a seasonal worker’s employment ends, coverage generally stops under the plan document, often at month end, and COBRA continuation may be offered where it applies. If the worker is only on a temporary break and remains an employee, different rules may apply. Define the status in writing and notify carriers promptly so billing stays accurate. Also tell the worker, in writing, what happens to any reimbursement account and when rehire coverage can begin.

Employer Shared Responsibility

The statute that sets the 50 full-time-equivalent threshold and the penalties for large employers.

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Employer Reporting

The statute behind the annual coverage reports that large employers file with the IRS.

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