Common use of Continuation Coverage during Leaves of Absence Clause in Contracts

Continuation Coverage during Leaves of Absence. a. Family and Medical Leaves of Absence (FMLA). Under FMLA, a Subscriber may be entitled to up to a total of 12 weeks of unpaid, job-protected leave during each Calendar Year for the following: i. the birth of the Subscriber’s child, to care for the newborn child, or for placement of a child in the Subscriber’s home for adoption or xxxxxx care; ii. to care for a spouse, child or parent with a serious health condition; or iii. for the Subscriber’s own serious health condition. iv. If the FMLA leave is paid, such pay will be reduced by the Subscriber’s before-tax Premium contributions as usual for the coverage level in effect on the date FMLA leave begins. If FMLA leave is unpaid, the Subscriber will be required to pay Premium contributions directly to the employer until returning to active pay status. v. If a Subscriber notifies the employer that he or she is terminating employment during FMLA leave, coverage will end on the date of notification. If the Subscriber does not return to work on the expected FMLA return date, and the employer is not notified of the intent to either terminate employment or extend the period of leave, coverage will end on the date the Subscriber was expected to return. vi. Plan elections may not be changed during FMLA leave unless an open enrollment occurs and the Subscriber has a change in status event or a special enrollment event under The Health Insurance Portability and Accountability Act of 1996 (HIPAA).

Continuation Coverage during Leaves of Absence. a. Family and Medical Leaves of Absence (FMLA). Under FMLA, a Subscriber may be entitled to up to a total of 12 weeks of unpaid, job-protected leave during each Calendar Year for the following: i. the birth of the Subscriber’s child, to care for the newborn child, or for placement of a child in the Subscriber’s home for adoption or xxxxxx care; ii. to care for a spouse, child or parent with a serious health condition; or iii. for the Subscriber’s own serious health condition. iv. If the FMLA leave is paid, such pay will be reduced by the Subscriber’s before-tax Premium contributions as usual for the coverage level in effect on the date FMLA leave begins. If FMLA leave is unpaid, the Subscriber will be required to pay Premium contributions directly to the employer until returning to active pay status. v. If a Subscriber notifies the employer that he or she is terminating employment during FMLA leave, coverage will end on the date of notification. If the Subscriber does not return to work on the expected FMLA return date, and the employer is not notified of the intent to either terminate employment employment, or extend the period of leave, coverage will end on the date the Subscriber was expected to return. vi. Plan elections may not be changed during FMLA leave unless an open enrollment occurs and the Subscriber has a change in status event or a special enrollment event under The Health Insurance Portability and Accountability Act of 1996 (HIPAA).