Little Help Here, Please!
martman99
56 Posts
Full-time employee went on maternity 09/29/03. Expended the last of her PTO Hours on 12/15/03. She had originally indicated she would return initially as part-time and work into full-time. Situation is currently she has informed us she will not be returning to work.
Two items:
1. She was written a letter informing her she needed to keep her premium paid up (50% is paid by the employee). To date she is about one month behind.
2. In conjunction, when is her last day worked considered to be for COBRA purposes? 12/15/03?
09/29/03? or 01/07/04 when she informed us she will not return?
Thoughts? Need more info?
Let me hear it!
Marty
Two items:
1. She was written a letter informing her she needed to keep her premium paid up (50% is paid by the employee). To date she is about one month behind.
2. In conjunction, when is her last day worked considered to be for COBRA purposes? 12/15/03?
09/29/03? or 01/07/04 when she informed us she will not return?
Thoughts? Need more info?
Let me hear it!
Marty
Comments
1) The issue of the month behind of premium should be treated as a separate issue from her termination of employment COBRA qualifying event. Send her a letter indicating that she has 14 days to provide payment that will bring her health insurance account current (you are required to do this).
2) Since you have time before you send out the COBRA paperwork see if she makes the payment owed and if not, terminate her insurance back to the last day payment was made for. Offer her COBRA from that date.
If she makes the payment, her termination date would be 1/7/04.
That will happen this year THOUGH!
Can you expound on the ramifications if FMAL is involved?
Just curious and looking forward.
Marty