• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Do we have to pay health insurance opt-out bonus during FMLA leave?

by on
in Employee Benefits Program,FMLA Guidelines,Human Resources,Maternity Leave Laws

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 FMLA maternity leave. Do we have to keep paying her $400 per month?

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 FMLA leave. Unless this employee has now enrolled in the company insurance plan, she is entitled to the same $400 opt-out benefit—and any other employee benefits—provided by employer-established policies during her period of FMLA leave.

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/8646/do-we-have-to-pay-health-insurance-opt-out-bonus-during-fmla-leave "

Leave a Comment