Employee Benefits Blog

With fluctuating infection rates, predictions of a second wave, and conflicting official guidance, organizations need to adapt quickly if they want to survive, yet alone succeed in the midst of, and even after, the coronavirus pandemic subsides.

HR teams stand at the forefront of these efforts. For years, HR departments have been tasked with ushering in fundamental workplace changes, and this moment is no different.

While this list could be far longer, here are just five ways the coronavirus is reshaping HR and how departments can adapt to these new challenges.

Employees who take qualifying leaves of absence are provided multiple protections by way of the Family and Medical Leave Act (FMLA), the Uniformed Services Employment and Reemployment Act (USERRA), and many state laws.

The most well-known protection is the guarantee of the same or an equivalent job when employees return to work, but there are also other protections. For example, many of these laws stipulate employers’ obligations regarding health insurance during employees’ qualifying leaves of absence.

The following is a breakdown of FMLA, USERRA, and some general state laws with regards to employer-provided health insurance coverage.

FMLA and Health Insurance

In order to meet the requirements for an FMLA-qualifying leave of absence, employees must meet four criteria.