COBRA
JustHR
6 Posts
Scenario:
F/T employee is out on an approved LOA that exceeded FMLA limit of 12 weeks; employee exhausts all time-off benefits and is now receiving disbility coverage from TPA. Employee plans to return to work in eight weeks. Can we discontinue benefit coverage and offer COBRA until employee returns to work?
F/T employee is out on an approved LOA that exceeded FMLA limit of 12 weeks; employee exhausts all time-off benefits and is now receiving disbility coverage from TPA. Employee plans to return to work in eight weeks. Can we discontinue benefit coverage and offer COBRA until employee returns to work?
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