Managers’ Checklist If an Employee Doesn’t Return From Leave by WorkSession

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									    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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