It may be disruptive and expensive to provide an employee with up to 12 weeks ofand continue to cover your share of an employee’s health insurance premiums. But ignoring your obligation—or trying to find creative ways around it—can be even more costly to your organization.
Consider this recent Pennsylvania case in which the employee ended up losing her medical coverage during a health crisis. The employer has now been ordered to pay the employee’s medical bills directly.
Recent case: Melinda worked for a construction company for several years, rising from a laborer position to one in which she drove paving equipment. The company did not include any (register to read more)in . It did provide medical insurance coverage and maintained a casual disability leave policy. Essentially, it was up to the owner to decide whether an employee would get time off. If the owners okayed a request, the employ...
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