Managers’ P Checklist If an Employee Doesn’t Return From Leave o I determined why the employee did not come back to work. o If the employee did not return to work because of the continuation of a serious health condition, I o asked the employee to provide a medical certification, and o did not seek reimbursement for premiums the company paid to continue the employee’s health insurance. o I did not seek reimbursement for health insurance premiums if the employee could not return to work for reasons beyond the employee’s control. o If the employee’s failure to return from work was voluntary, I determined what amount (if any) we can recover from the employee for what we spent on benefit premiums while the employee was on leave. o I included in this amount our company’s share of the premium for health insurance continuation during the employee’s leave. o If the employee did not pay his or her share of the premium for health insurance, I included any part of the employee’s share that we paid during the employee’s leave. o If we continued any other insurance benefits (such as life or disability coverage), I included any amounts we paid towards the employee’s share of the premium during the employee’s leave. o I did not include the company’s share of the premium for any other insurance benefits. o Regardless of whether or not we are entitled to seek reimbursement from the employee, I offered the employee continued health care coverage under COBRA and, if we are self-insured, paid any claims the employee incurred while on FMLA leave. o Before seeking reimbursement via withholding from money we still owe the employee, I made sure that this is allowed by state law.
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