Q. Our company offers a health insurance opt-out incentive, paying employees $400 a month if they use their spouses’ insurance plans. We now have an employee going out on
A. Yes, the company will have to keep paying the $400 incentive if: (1) the employee continues to opt-out of the insurance plan; and (2) your company continues to pay the $400 per month incentive to employees who take non-FMLA leaves of absence.
The FMLA requires employers to treat employees in a fair and consistent manner, regardless of the need for . Stated differently, unless this employee has now enrolled in the company insurance plan, she is entitled to the same $400 opt-out benefit—as well as any other —provided by employer-established policies during her period of .
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8497/do-we-have-to-pay-health-insurance-opt-out-bonus-during-fmla-leave "
- How to handle habitually late workers
- You Can Change Workers' Hours on Short Notice
- Employee returning from FMLA leave? OK to assign her to different, equivalent job
- Start of absence, not approval date, sets 12-week FMLA clock ticking
- What are the rules for flexible spending accounts under the new health reform law?