Is an employee responsible for any costs associated with returning to work after FMLA leave?
No, an employee is not responsible for any costs associated with returning to work after FMLA leave in Utah. The Family and Medical Leave Act (FMLA) of 1993 requires employers to provide certain employees with unpaid, job-protected leave for specified family and medical reasons. It also requires employers to continue health insurance coverage during the leave and to reinstate the employee to the same or an equivalent job upon return from leave. The employee is not required to pay the employer back for any of the health insurance premiums, wages, or benefits that the employee would have received while on leave. All of these costs are the responsibility of the employer. Employers must also restore any seniority or service credit that the employee accumulated before taking leave. Lastly, the employee may use accrued paid leave, such as vacation or sick leave, in conjunction with FMLA leave. However, employers may not require employees to use paid leave in conjunction with FMLA leave. The employee will not be held responsible for any costs associated with returning to work after FMLA leave in Utah.
Related FAQs
Does the FMLA provide job protection for employees affected by the closure of a business?Does an employee's job status affect his/her eligibility for FMLA leave?
Can I take FMLA leave for an employee's death or for bereavement?
Can I take FMLA leave to care for a newborn or adopted child?
Is an employee required to provide documentation to verify FMLA leave?
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Can an employee take FMLA leave for a family member's medical appointment?
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Are there any exemptions to FMLA employee eligibility?
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