Q. I have an employee who is taking leave under the
A. The answer depends on the reason the employee does not return to work.
Under the FMLA, an employer may not recapture premiums paid for maintaining an employee’s group health plan coverage during periods of unpaid leave if the worker fails to return to work because of his or her own serious health condition, the serious health condition of an immediate family member for whom he or she has to care, or for other circumstances beyond the worker’s control.
Note that the FMLA considers an employee to have returned to work for purposes of premium recovery if he or she has been back at work for at least 30 calendar days. Therefore, if an employee resigns after working for that period, the employer will not be able to recover the premiums.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- OK to transfer worker on FMLA intermittent leave, as long as compensation remains same
- OK to demand proof of full health after FMLA
- Warn bosses: No negative comments about FMLA leave
- Discovered performance problems while worker was on FMLA leave? You can fire him