When an employee goes on a Leave of Absence (LOA) and starts missing paychecks, the employee will be invoiced for their benefits. If an invoice is not received by the employee within a couple of weeks from the date of when the LOA begins, please contact, by phone or email, Alma Jones at (239) 337-8317 in Insurance & Benefits Management.
It is important to do this ASAP as it may result in a very large invoice for over a long period of time.
Here's A Tip - When going on a leave of absence, we would suggest that you contact, by phone or email, Carol Powers at (239) 337-8153 in Human Resources to inquire about FMLA (Family Medical Leave Act). FMLA can assist you with your medical premium for a limited amount of time, if you are eligible. There is paperwork that would need to be completed in a timely manner.
DO NOT WAIT UNTIL YOU HAVE RECEIVED AN INVOICE TO DECIDE TO INQUIRE ABOUT FMLA. If you wait too long, your FMLA could be denied. Law states you are to apply for it prior to going on your leave, or at the very least when you first go out.
If you are eligible for FMLA, the District will continue to provide the Board Contribution of $291.70 (or $25.00 for dental, vision, cancer, accident, and/or critical illness if applicable, if medical insurance was waived) per paycheck towards medical premiums. You would still be invoiced for any portion of the medical insurance that you normally pay (i.e dependent premiums) along with life insurances and any voluntary benefits you may have(dental, vision, cancer, disability). Once the FMLA has run out, then you are invoiced for the entire medical premium, plus all other benefits mentioned above.
KEEP IN MIND.....if enrolled in a benefit(s) that exceeds the Board Contribution, the employee is still responsible for the difference. If the difference is not paid , then the Board Contribution credit is null & void, and the benefit(s) is cancelled.
****Maternity Leave of Absence****
When going on a leave of absence for maternity, you should be aware of the following:
Do you plan to add the newborn to your medical insurance?
To enroll a newborn child who is an Eligible Dependent, you must obtain and complete a Member Status Change Request form located in the Insurance & Benefits Management Department. Along with the form, you will need proof of birth (i.e. copy of birth record or letter requesting the baby's social security number).
Coverage for newborns is NOT automatic. You have 60 days from the date of birth to add a newborn child to your health plan.
If the required paperwork is completed and received within 30 days of the date birth, no premium will be charged for the first 30 days of the newborn child's coverage. Coverage will be effective as of the date of birth.
If the required paperwork is completed and received between the 31st and 60th day after the date of birth, you will be charged the applicable premium for the newborn child from the date of birth. Coverage will be effective as of the date of birth.
If the required paperwork to add the newborn is NOT received within 60 days of birth, then you will not be able add the newborn child until the following Annual Open Enrollment or if there is a Qualifying Event. The effective date of coverage for changes made during the District's Annual Open Enrollment period will be April 1st of that year.
When an employee goes on Workers' Compensation (WC), the District will continue to provide the Board Contribution of $291.70 (or $25, if medical insurance was waived) per paycheck towards their benefit premiums except for any life insurance above $20,000 and/or disability benefits.
The employee will receive an invoice for all other benefits.
KEEP IN MIND.....if enrolled in a benefit(s) that exceeds the Board Contribution, the employee is still responsible for the difference. If the difference is not paid , then the Board Contribution credit is Null & Voided and the benefit(s) is cancelled.
What Happens If I Do Not Pay My Benefits Invoice While On Leave:
If you do not pay the invoice you receive by the due date on the invoice, then your benefits will be canceled. When you return to work, the following benefits, if you had them when you went out on leave, would automatically be reinstated after one payroll deduction:
- Medical (including dependent coverage, if you had it when cancelled)
- $20,000 Employee Life Insurance
If you had one of the following benefits & allowed it to cancel while on leave, you DO NOT get that benefit back upon return to work. You would have to wait until the following open enrollment to re-apply for the benefit by completing a medical questionnaire (Evidence Of Insurance) and you can be denied the benefit(s).
- Additional Employee Life Insurance
- Spouse Life Insurance
- Children Life Insurance
- Cancer Insurance
- Short Term Disability
- Long Term Disability
If you have any questions, please contact Alma Jones in Insurance & Benefits Management at (239) 337-8317.