The return to work date does not automatically return a person to work. A transactor must enter the Actual Return Date via the Administer Extended Absence page.
FMLA and CFRA eligibility, as well as Eligibility Hours, are displayed at the top of the Extended Absence request. Eligibility Hours is a rolling count of hours worked over the last 12 months, calculated every quadiweekly cycle for biweekly or every month (calculated in arrears) for monthly.
All hours and eligibility also need to be calculated and confirmed by the Benefits & Leaves or Workers Comp team.
It is not necessary to return an employee from a LOA in order to process a termination. However, if the employee is on an unpaid leave of absence and needs to be paid out, then the employee must be returned to active status to be paid. If the employee is on a paid LOA, then it is not necessary to return the employee to process final pay.
The Extended Leaves of Absence module in UCPath allows transactors to submit and manage long-term leave requests, such as medical leave, worker’s comp, parental bonding, FMLA, CFRA, PDLL, Sabbatical, etc.
Recently, clarifications were given around Benefits Billing for employees on leaves without pay, furlough, and short work break.
New FAQ Questions:
When will employee billing notices be sent out; are these on the same schedule as employees on all other leaves?
Billing notices are prepared during the final week of the month and mailed to the employee on the last day of the month. Employees should receive the bill the first week of the month and is due by the end of the month...
Upon returning to work, employees can review their Benefits enrollment summary to ensure everything is correct.
Plans that were discontinued during the leave without pay, furlough or short work break will be reinstated when the employee returns to active status (this process can take a few weeks to be reflected within the employee’s Benefits summary).
Highlights from this Newsletter: