Not returning from leave

indivctr

My company's policy states that if someone does not return from FML, they must reimburse the company for all that was paid for their medical insurance, back to where their unpaid leave began.
What do other companies do?

LindaS

When an employee goes out on FMLA leave, they are notified that they are required to continue making their health premium payments. They are given a 5-week grace period to make these payments and if they don't, they are terminated from the insurance back to their first day off. This is clearly spelled out in the letter and as far as my interpretation of FMLA, we are not in violation of the law by doing this.

Brad Forrister

I think your question had to do with the employer's portion, not the employee's. You can require reimbursement of the employer's portion under certain circumstances, although you don't have to. You can NOT do so if the reason the employee doesn't return is because of:

* The continuation, recurrence, or onset of a serious health condition
of the employee or loved one; or
* Circumstances beyond the employee’s control, such as moving more
than 75 miles away due to a spouse’s job, the serious health condition
of a newborn, or some other event.

Our standard policy language provides for reimbursement, without mentioning the exceptions.

Brad Forrister
Director of Publishing
M. Lee Smith Publishers

indivctr

Thank you, you are right. I was referring to the employer's portion.
She was out on maternity leave and decided she wanted to stay home
right before she was scheduled to return. Our policy does not state any exceptions, just that they need to reimburse. After speaking with her,
she decided to return part time for awhile which took care of her problem, but wanted to see what others did, whether our policy was an exception or not.
thank you!
Donna Stout