You have questions, we have answers

Q. When can I change or cancel my insurance benefits?
This year, SAHA offered all medical, dental, and vision benefits – as well as medical reimbursement and dependent care reimbursement accounts -- on a pre-tax basis. In order to make any changes or to cancel a benefit at any time other than during the annual enrollment period, the participant must have a verifiable “qualifying event.”  Change requests must be made within 30 days of the qualifying event.

What are “qualifying events?”
8   Birth
8   Death
8   Adoption
8   Legal Separation
8   Change in Employment Status
8   Change in Spouse's Employment Status
8   Divorce
8   Dependent is no longer eligible
If you need further information, please contact Connie Gonzales @ 477-6117.

Q. What is FMLA? 
FAMILY MEDICAL LEAVE ACT OF 1993
       FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons.  Employees are eligible if they have worked for a covered employer for at least one year and for 1,250 hours over the previous 12 months and if there are at least 50 employees within 75 miles.

REASONS FOR TAKING LEAVE
Unpaid leave must be granted for any of the following reasons:
8   To care for a child after birth, or placement for adoption or foster care;
8   To care for the employee's spouse, son or daughter, or parent who has a serious health condition; or
8   For a serious health condition that makes the employee unable to perform  the employee's job.

Employees may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.
8   Employees ordinarily must provide 30 days notice when the leave is "foreseeable."
8  SAHA may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report  (Return to Work Certificate) to return to work.
8  Employees requesting FMLA for an extended or intermittent leave, or returning from FMLA leave, must go to Human Resources to insure all required paperwork is complete so that FMLA leave is properly credited to the employee.

Eligible employees are allowed up to 12 weeks of unpaid leave in a 12-month period.  If you have accrued Sick Leave or Annual Leave, it must be taken in conjunction with FMLA.  FMLA may be taken for 12 straight weeks or intermittently. The 12-month entitlement period is based on a "rolling" 12-month period measured backward from the date you first use any FMLA leave.

If you need further information, please contact Connie Gonzales @ 477-6117 or Dena Wilson @ 477-6118. 

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