Benefits Coverage During Leave. During a period of FMLA leave, an employee will be retained on Humboldt County’s health plan under the same conditions that would apply if the employee was not on FMLA leave. To continue health coverage, the employee must continue to make any contributions that s/he would otherwise be required to make. Failure of the employee to pay his/her share of the health insurance premium may result in loss of coverage. If the employee fails to return to work after the expiration of the FMLA leave, the employee may be required to reimburse Humboldt County for payment of health insurance premiums during the leave, unless the reason the employee cannot return is due to circumstances beyond the employee’s control. The definition of “beyond the employee’s control” includes a large variety of situations such as: the employee being subject to layoff, continuation, recurrence, or the onset of an FMLA-qualifying event; or the employee’s spouse’s unexpected worksite relocation of more than 75 surface miles from the current worksite. An employee is not entitled to the accrual of any seniority or employment benefits during any unpaid leave. An employee who takes FMLA leave will not lose any seniority or employment benefits that accrued before the date the leave began and will be entitled to any unconditional pay increase, such as cost of living increase granted to all employees during the FMLA leave period.
Benefits Coverage During Leave. During a period of family or medical leave, an employee will be retained on the City’s health plan under the same conditions that applied before leave commenced. To continue health coverage, the employee must continue to make any contributions that he was making to the plan before taking leave. If the employee fails to return to work after the expiration of the leave, the employee may be required to reimburse the City for payment of all health insurance premiums made by the City during the family or medical leave as provided by the Family and Medical Leave Act. An employee is not entitled to the accrual of any seniority or any other employment benefits that would otherwise have accrued during the period of leave. An employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began.
Benefits Coverage During Leave. During a period of family or medical leave, an employee will be retained on the Ketchikan Gateway Borough School District health plan under the same conditions that applied before the leave commenced. To continue health coverage, the employee must continue to make any contributions that he or she made to the plan before taking leave.
Benefits Coverage During Leave. An employee who takes family or medical leave will not lose any employment benefits, but those benefits, such as personal time off, will not continue to be accrued during the leave.
Benefits Coverage During Leave. Generally, an employee granted a leave with pay will receive all benefits related to employment that are granted when an employee is on pay status. Special limitations or requirements that apply to certain types of leaves are addressed in the provisions specific to those leaves.
a. An employee on Family and Medical Leave (FML) will continue to have coverage under the University’s health plans (medical, dental, and optical) as if on pay status as follows:
i. When the employee is on a FML leave that runs concurrently under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA): Continued coverage for up to twelve
Benefits Coverage During Leave. Generally, an employee granted a leave with pay will receive all benefits related to employment that are granted when an employee is on pay status. Special limitations or requirements that apply to certain types of leaves are addressed in the provisions specific to those leaves.
Benefits Coverage During Leave. During a period of family or medical leave, an employee will be retained on the District’s health plan under the same conditions that applied before leave commenced. To continue health coverage, the employee must continue to make any contributions that he or she made to the plan before taking leave. In addition, employees will be given a copy of the formula used to calculate how his/her salary may be prorated or otherwise affected as a result of the leave. The continuation of benefits pursuant to this policy ends on the effective date of the notification to the office of Human Resources of the employee's intent not to return to work. Benefits will also end when the employee fails to return to work on the scheduled date, unless an emergency exists preventing such a return, or if the employee exhausts his or her family and medical leave rights. Employees who fail to return to work without good cause shown, shall be required to repay the cost of all insurance benefits provided during the leave.
Benefits Coverage During Leave. 46 12.9.2. Outside Employment 46
Benefits Coverage During Leave. During a family or medical leave, the employee will be retained on the Company’s health plan under the same conditions that applied before the leave began. To continue health coverage, the employee must continue to make any contribution that he or she made for group insurance during the leave. Failure of the employee to pay his or her share of the health insurance premium may result in the loss of coverage. An employee who is granted FMLA leave shall retain and accumulate seniority during such leave. An eligible employee will not accrue any right, benefit or position of employment other than that which they would have been entitled to had a leave not been taken and such leave will not result in the loss of any benefit accrued prior to the date on which the leave began. If an employee fails to return to work after the expiration of the leave, the employee may be required to reimburse the Company for payment of health insurance premiums during the family or medical leave. Reimbursement will not be required if the employee does not return to work because of a serious health condition or other circumstances beyond the employee’s control.
