EANE Weekly: HR Hotline Question; MA PFML Town Hall; COVID Vaccine Communication Plan

Hotline Call of The Week

QUESTION:

My employee is out on FMLA and has not been paying their portion of their health insurance premiums. Can I terminate their coverage?

ANSWER:

The FMLA regulations have very specific rules for canceling an employee’s group health plan benefits while they are on FMLA leave. Generally, an employer may terminate an employee’s health coverage if an employee’s premium payment is more than 30 days late (unless there is an established employer policy that provides for a longer grace period). However, before terminating coverage, the employer must provide written notice to the employee that the payment has not been received and that coverage will end in 15 days if the premium is not paid. If the employer has established policies regarding other, non-FMLA, forms of unpaid leave that provide for the employer to cease coverage retroactively to the date the unpaid premium payment was due, the employer may drop the employee from coverage retroactively in accordance with that policy, provided the 15-day notice was given. In the absence of such a policy, coverage for the employee may be terminated at the end of the 30-day grace period, where the required 15-day notice has been provided.

Do You Have a Hotline Question? CCUA Member Benefit – Call the hotline today!  877-662-6444


MA PFML Town Hall (Virtual) FREE March 30 @ 8:30 am - 10:00 am EDT

This open forum town hall format is designed to solicit suggestions that EANE will share with the Department of Family and Medical Leave on how the program is being implemented. If you have had challenges and found solutions we want to hear about those so we can share best practices with our members and the state.


Foundations of an Organizational COVID Vaccine Communication Plan 

Your employees are talking about the vaccine. They’re talking about who wants it and who doesn’t, they’re sharing stories they’ve heard on the news and through the grapevine. They’re sharing information and making decisions with the data that they’ve got access to. Employers who are committed to maintaining safe workplaces, have an obligation to be one of the voices in these conversations – to be a source of reliable information and data. But how?

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