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Employees on leave are entitled to health and dental insurance benefits during the leave under the same conditions as active employees. The employee must make arrangements to pay the employee share of the premium whenever he/she is out of pay status for a full calendar month. The University’s obligation to provide insurance coverage stops if the employee’s premium payment is more than 30 days’ late, providing the University has given the employee written notice at least 15 days in advance advising that coverage will cease if payment is not received.
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f an employee does not return to work after a FMLA leave, the University may exercise its right to recover any amounts paid by the University for those health and dental benefits. This would not be true if the employee does not return to work because of the recurrence, continuation, or onset of a serious health condition or some other factor beyond the employee’s control.
An employee returning from FMLA leave will be reinstated to all benefits, with no change in coverage, even if coverage has lapsed during the leave period due to the employee’s failure to pay a required premium.
Employees on FMLA leaves for other than their own serious health condition will be required to pay the full cost of the Life Insurance and Long Term Disability Insurance, if coverage is to be kept in force during the leave. The employee must pay the premium for any full month in which the employee is not in pay status. University and employee contributions to TIAA-CREF and IPERS and any voluntary Tax Sheltered Annuities (SRA’s) will be suspended during any full month in which the employee is not in pay status.
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