Content Overview
- Summary
- What If I Need More Than 12 Weeks Off Of Work?
- What Happens To My Salary If I Take Leave Under The FMLA?
- Does An Employer Have To Pay Bonuses To An Employee Who Has Been On FMLA Leave?
- What's The Relationship Between The FMLA And The Continuation Of Health Coverage Under COBRA?
- Can My Employer Retaliate Against Me For Asking For Time Off Under The FMLA?
- What If A Collective Bargaining Agreement Requires More Than FMLA?
- Does FMLA Affect Employee-Pay-All Benefits?
- How Is The 12 Month FMLA Period Determined?
- How Is Time Off Counted?
- What Questions Can An Employer Ask To A Professional Who Certifies FMLA Need?
- What If I Accept A Light Duty Assignment When I Return To Work?
Family and Medical Leave Act (FMLA) -- Frequently Asked Questions
What's The Relationship Between The FMLA And The Continuation Of Health Coverage Under COBRA?
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The FMLA requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working.
- Coverage provided under the FMLA is not COBRA coverage.
- FMLA leave is not a qualifying event under COBRA.
However, a COBRA qualifying event may occur so COBRA applies when an employer's obligation to maintain health insurance benefits under FMLA stops. For example, when an employee notifies an employer of his or her intent not to return to work.
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