» A change in your dependent ’ s eligibility ;
» A change in your or your dependent ’ s place of residence or work ;
» Your requirement to cover your dependent child ( ren ) according to a judgment , decree , or order resulting from your divorce , legal
separation , annulment , change in legal custody , or death of your spouse ( that requires health coverage for your dependent child ( ren ));
» Approved leave of absence ;
» Your or your dependent ’ s eligibility for COBRA ;
» Your or your dependent ’ s eligibility for Medicare or Medicaid ( you may change the current election for the eligible person only );
» Your or your dependent ’ s entitlement to special enrollment rights ;
» A significant reduction in coverage or increase in contributions ;*
» The addition or elimination of a new coverage option ;* and
» A change in your spouse ’ s or dependent ’ s coverage during another employer ’ s annual enrollment when the other plan has a different period of coverage .*
* These IRS-qualified life status changes do not apply to the Health Care Spending Account . You cannot change your spending account contribution once it has been set . To change your contribution amount , you would have to wait until the next annual Open Enrollment period .
If you experience an IRS-qualified life status change , you may only make benefit changes that are consistent with the life status change . For example , if you get married , you may add your new spouse to your medical coverage , but you cannot switch medical plans until the next annual Open Enrollment period . To make a benefit change as a result of an IRS-qualified life status event , you must do so within 31 days of the life status event ; otherwise , you will have to wait until the next annual Open Enrollment period to make the change .
Family and Medical Leave Act of 1993
This section provides you with information on requesting and using leave under the Family and Medical Leave Act of 1993 ( FMLA ), including the expansion of FMLA under the National Defense Authorization Act for Fiscal Year 2008 , allow employees , under certain circumstances , to take unpaid leave from work to care for themselves or family members .
Who is Eligible for FMLA ?
You are eligible for leave under FMLA if you meet the following eligibility requirements :
» Under FMLA , you must have been employed by HRCentral for 12 months and must have worked at least 1,250 hours to take leave .
What is FMLA ?
FMLA Leave FMLA provides eligible employees with two types of job-protected unpaid leave :
» General FMLA Leave — Up to 12 weeks of certain job-protected , unpaid leave within a rolling 12-month period of time :
– For incapacity due to pregnancy , prenatal medical care , or childbirth ;
– To care for your child after the birth , placement for adoption , or foster care ;
– To care for your spouse , child , or parent who has a serious health condition *;
– For a serious health condition * that makes you unable to perform your job ; and / or
– For any qualifying immediate need for assistance ( i . e ., “ qualifying exigency ”) because your spouse , child , or parent is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation .
» Covered Service member FMLA Leave — Up to a total of 26 weeks of leave during a single 12-month period to an eligible
employee who is the spouse , child , parent , or next of kin of a covered service member to care for that service member during a period of recovery from a serious injury or illness incurred in the line of duty . This total of 26 weeks of leave includes any other type of leave granted under the General FMLA 12-week leave provision .
* A serious health condition is a period of incapacity or treatment that requires inpatient care or continuing treatment by a health care provider .
When Can You Take FMLA ?
The FMLA regulations include treatment for a serious illness that would result in an absence from work of three days or more due to a serious health condition . The serious condition may be yours , your child ’ s , your spouse ’ s , or your parent ’ s . In the case of Covered Service member FMLA Leave , leave may be used by an eligible employee who is the spouse , child , parent , or next of kin of a covered service member to care for that service member during a period of recovery from a serious injury or illness incurred in the line of duty .
Generally , FMLA leave can be taken all at once , intermittently , or on a reduced work schedule in any 12-month period . Leave may be taken on a continuous basis ( greater than a week ) or intermittently ( days or hours ).
HRCentral may require you to use paid leave , such as PTO , simultaneously with FMLA leave .
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