If the employee is a current participant in the University’s medical plan, the employee can keep this coverage in effect during the paid and unpaid portions of the leave. During any paid leave, the elected payroll deductions will continue. During unpaid leave, the employee can keep the coverage in effect by paying the employee portion of the cost (the amount of the payroll deduction). The payment will be due on the 25th of each month for the following month’s coverage. If premiums change during the leave, the employee will be required to pay the new rate. If the employee has not paid the premiums, and the University has maintained coverage during the leave, the University may recover the employee’s share of any payments missed during the period that coverage was maintained.

The University’s obligation to maintain coverage will end if the premium payment is more than thirty (30) days late. If the coverage lapses because the employee has not made the required payments, upon the employee’s return to work from leave, the University will restore the coverage to the employee. If the employee does not return to active employment (for at least thirty (30) days) after the leave, the employee will be responsible for reimbursing the University for its portion of the cost of medical coverage that was in effect during the leave, except if the failure to return is because of:

1. The continuation, recurrence, or onset of a serious health condition, either the employee’s own or a family member’s, or

2. Other circumstances beyond the employee’s control.

While on FMLA leave, an employee’s life insurance and long-term total disability coverage will be treated in the same way as medical coverage.