Benefits Protection and Employment. During the leave, the team member will pay for health benefits at the active premium rate for up to a maximum of 6 months. If a team member is enrolled in voluntary supplemental benefits, the team member is solely responsible for making payment arrangements with the respective insurance company. If the team member has a 401(k) loan, the team member must contact Human Resources to make payment arrangements so that the loan does not go into default. Team members should consult with Human Resources prior to taking an approved leave. If the team member fails to return to work after the FMLA leave for any reason except for medically-related extenuating circumstances beyond the team member’s control, the team member must pay back all unpaid health insurance premiums. Guidelines on performance evaluation eligibility while on a qualified leave of absence can be found in Performance Management Policy.
Benefits Protection and Employment. During the leave, the team member will pay for health benefits at the active premium rate for up to a maximum of 6 months. If a team member is enrolled in voluntary supplemental benefits the team member is solely responsible for making payment arrangements with the respective insurance company. Team members who have a 401(k) loan, must contact Human Resources to make payment arrangements so that their loan does not default. If the team member fails to return to work after their NJFLA leave for any reason except for extenuating circumstances beyond the team member’s control, the team member must pay back all unpaid health insurance premiums. Guidelines on performance evaluation eligibility while on a qualified leave of absence can be found in the Performance Management Policy.
Benefits Protection and Employment. If a team member is enrolled in voluntary supplemental benefits the team member is solely responsible for making payment arrangements with the respective insurance company. If the team member has a 401(k) loan, the team member must contact Human Resources to make payment arrangements so that the loan does not go into default. Team members should consult with Human Resources prior to taking an approved leave. If the team member fails to return to work after the NJ SAFE Act leave for any reason except for circumstances beyond the team member’s control, the team member must pay back all unpaid health insurance premiums. Subject to some exceptions, most team members will be returned to the position they left or to a position equivalent in pay, benefits and other terms of employment. A failure to return from NJ SAFE Act leave for reasons other than the team member's own serious health condition and/or disability may result in termination of employment. In the event that a team member cannot return to work at the end of NJ SAFE Act leave due to a continuation of his/her own serious health condition and/or disability, they must contact Human Resources before the expiration of the leave to discuss their options under state and federal law. Guidelines on performance evaluation eligibility while on a qualified leave of absence can be found in the Performance Management Policy.
Benefits Protection and Employment. Team members on extended military leave will have all accrued and unused PTO and holiday time paid out to them at the beginning of their leave. Human Resources will collect any applicable insurance premiums from the team member. Medical coverage will continue for the team member for up to 30 days at the active team member rate providing the team member elects to continue coverage and pays his/her portion of the premium. Team members have the option to continue with HMH's health insurance at their expense after 30 days on leave at 100 percent of the full cost for up to 24 months. However, their military medical benefits become effective on the date of deployment or enlistment. Team members are responsible to contact vendors directly for any voluntary benefits while out on a military leave of absence. Time spent on Leave of Absence is counted in determining years of service recognition. Military Leave of Absence will not constitute a break in service for purposes in the Pension Plan. Life Insurance and Accidental Death & Dismemberment coverage will terminate following 12 months leave of absence or on the date the team member enters active military duty in any armed service during a time of war (declared or undeclared). Guidelines on performance evaluation eligibility while on a qualified leave of absence can be found in the Performance Management Policy.
