FMLA Benefits Continuation & Health Insurance During FMLA Leave

Question 1

Under FMLA, for how long must an employer maintain group health insurance coverage for an employee on approved FMLA leave?

Accepted Answer

For the entire duration of the FMLA leave period

Answer

For the first 12 weeks of leave only, then COBRA applies

Answer

For a maximum of 6 months from the leave start date

Answer

Until the employee elects COBRA continuation coverage

Question 2

Before an employer may terminate health insurance coverage due to an employee's failure to pay premiums during FMLA leave, what must the employer provide?

Accepted Answer

At least 15 days' advance written notice before terminating coverage

Answer

Immediate termination is permissible with no advance notice required

Answer

At least 30 days' advance written notice per COBRA requirements

Answer

Notice only if the employee is on unpaid leave

Question 3

Which of the following best describes the 'same terms and conditions' standard for health benefit continuation during FMLA leave?

Accepted Answer

Coverage is maintained at the same co-pays, deductibles, and premium contributions as active employees

Answer

The employee pays a higher administrative premium to offset leave costs

Answer

The employer pays 100% of premiums during any unpaid FMLA leave

Answer

The employee must elect COBRA and the employer subsidizes the cost

Question 4

An employee is on paid FMLA leave. How must their share of health insurance premiums be collected?

Accepted Answer

Through the normal payroll deduction process from the paid leave wages

Answer

By direct payment from the employee to the insurance carrier

Answer

Via COBRA election during the paid leave period

Answer

The employer must absorb the employee's share during paid leave

Question 5

If an employer offers dental and vision benefits in addition to medical insurance, what is the FMLA obligation regarding these supplemental benefits during leave?

Accepted Answer

All group health benefits, including dental and vision, must be maintained under the same terms as for active employees

Answer

Only group medical health insurance must be continued; dental and vision may be suspended

Answer

Dental and vision are governed solely by COBRA and not by FMLA continuation rules

Answer

Supplemental benefits continue only if the employee pays the full premium cost

Question 6

What is an employer's obligation regarding group health plan benefits when an employee returns from FMLA leave?

Accepted Answer

Benefits must be restored immediately upon return with no waiting period or requalification requirements

Answer

The employee must re-enroll during the next open enrollment period

Answer

The employer has up to 30 days to reinstate benefits after the return date

Answer

The employee may face a new pre-existing condition exclusion period upon reinstatement

Question 7

An employer switches group health insurance carriers while an employee is on FMLA leave. What must the employer do?

Accepted Answer

Enroll the employee in the new plan under the same terms as active employees

Answer

Provide the employee the option to remain on the prior carrier's plan

Answer

Treat the plan change as a COBRA qualifying event for the absent employee

Answer

Suspend benefit continuation until the employee returns and re-enrolls