How does unpaid Administrative leave effect new hire healthcare enrollment?
After 2 weeks of employment we placed a new hire on involuntary "administrative" unpaid leave to restest for a drug screening.
Employee was hired and working before "pre-employment" drug screening. We then did the "pre" employment screening, and put him on unpaid leave for two weeks and terminated him at the end if the leave.
It was during those two weeks that he would have become eligible for medical benefits. As we knew we were going to termintate him, we told the healthcare provider NOT to initiate his enrollment. We then sent the employee a termination letter backdating his termination date by two weeks to the date unpaid leave began.
Can we set the termination date back to last "paid" workday?
Can we deny medical benefits because we placed him on leave right before activation date?