Questions to ask HR

I know I get the 3 months no pay
State disability
What other questions should I ask?
Health ins…. Am I covered the whole 3 months I am out? DO I pay them back for the 3 months? What if I don’t come back do I still pay them back for the health ins? (Can I even ask these questions?)

Re: Questions to ask HR

Yes, you can and should most definitely ask the questions...... Also, I would ask your HR Rep what else there might be that you need to be aware of (i.e. life insurance payments, etc.) as they should be well versed enough to tell you everything you need to be aware of before you go out...

Also, a good question to ask is will your vacation/sick/personal still accrue while you are on leave... if you are on an accrual system....

Re: Questions to ask HR

Re: Questions to ask HR

I'm not sure where you work or what your policies are. Every company is different.

In my company, we have a standard disability policy (assuming you've been here over 2 years). You are 100% covered for 6-8 weeks depending on the type of birth you had. After that you go out on unpaid leave/FMLA for up to 6 more weeks.

During unpaid leave, you send checks for family coverage (if you opt for family ins) for the amount of what would be deducted from your paycheck.

If you opt not to come back, we wish you the best of luck. You don't have to repay anything.

While you are out on FMLA, you are still an employee of the company.

Re: Questions to ask HR

thanks girls :)

Re: Questions to ask HR

BUMP

Re: Questions to ask HR

im in HR. If there is anything specifically i can help you with please let me know. im not in benefits but i am a nationally certified in hr.
Important things:
most compnaies will not make you pay back your health insurance cost if you do not come back. but it is Legally acceptable for them to do so.

any and all questions are OK to ask dont let anyone make you feel that it is not ok. that said if you are ubnclear as to if you will bet coming back i would try to be tactful bc although legally they cant hold any pregenancy time ff against you in anyway you want to protcet yourself. Ex: you work as a manager for group A which you love. you go out on leave. when you return you could be out as manager of grooup B. in your opinion this may not be equilivant. if both positions are a manager they can do this which could interfere with your careear path (if you wanted a careear path).

as far as accrued perks while out you are still a full time employee and althoguh im not 100% sure i belive you have to be treated as such. you wil be considered disabled and not allowing you to accru vacation does not sound leagal.

you can ask for more time off unpaid. many compnaies will do this for a good employe but they dont have to. 6 mos is commonly requested and granted at many companies.

you may have a parental leave + a maternity leave. again not mandatory that our co has this. this will almost definatly run concurrently with your FMLA but will allow you to get more than LTD salary.

if you have sick days or vaction days unused but earned these can be used during your elimination period before disabilty kicks in.
hope this is helpful.