Membership in University Insurances while on Family Medical Leave

An employee who is on an approved leave under the FMLA shall continue to be eligible for membership in all group medical insurance plans at the employee rates.

• An employee receiving paid leave (using sick, family sick days, accumulated vacation, personal holiday, service days, and compensatory time off) shall continue to have the employee costs for all group insurance plans in which enrolled deducted from their paycheck
• An employee who is not receiving paid leave will be billed directly for the employee cost of University insurance while on an approved FMLA leave.
• Discontinuation of coverage may result if payments are not kept current.
• Employees may choose to discontinue participation in group insurance plans while on leave. However, a decision not to continue insurances is considered a break in continuous benefits participation and may have an adverse effect on the employee's eligibility to continue the insurances after retirement (see HR54). If coverage is not continued during the leave and is requested at a later date the following restrictions will apply.
• Except as provided by law, proof of eligibility will be required for re-enrollment in life insurance, long-term disability/annuity premium benefit and long-term care.
• Except as provided by law, medical, dental, vision, Voluntary Accidental Death and Dismemberment (VAD&D) coverage can be requested when the employee returns to work. Your coverage becomes effective on your date of return from leave, provided you have completed the necessary enrollment forms no later than thirty-one (31) days following your date of return to work. If this time period is not met then coverage can only be requested during the annual open enrollment period and will be effective January 1 of the following year. There are not exceptions to enrollment if you lose your coverage as a result of failure to pay for premiums during the leave period.