Mike Kohl's Personal Meeting Room - Shared screen with speaker view
Hard to hear speaker. thank you
I can't hear him
Can't hear speaker
Thank you - We'll have him move the microphone closer
Are you able to hear him now?
yes i can hear him now
No. Still can't hear him
Could speaker repeat questions asked in the room? TY
Will do - The last question is being covered on this slide. The question was "what are the next steps to do"
The participant is stating they were told by their legal to not have a hard line on the ADA leave.
Not setting a specific time.
THe comment was that the employee stated they werent coming back but wanted their 12 months' coverage.
Another comment - they tie their coverage to termination date. No extension.
Like the idea of period certain, but if an unpaid leave unrelated to the employees health, will ADA even come up - can you still apply this parameter?
Would it be feasible under plan document to have separate rules for employment and for health plans?
Can you give an example...
does adding anti assignment language in the SPD help?
Can you explain what you're addressing...
Have their been any court cases on this?
Is this more common under Reference Based Pricing programs?
Comment - This is their first thought is to NOT have anti-assignment language.
Short of an RFP - what am I getting for your rates on my plan?
Regarding municipalities creating policies around leave, what do you do?
Is there a federal ERISA pre-emption for these leave policies?
Do PTO banks satisfy these requirements?