Page 2 - Aegion LoA and Benefit Premiums
P. 2
Premium Payments
Coverage
• Benefits will be maintained as long as the employee premiums continue to be paid, up to the end of the FMLA approved time. For
employees not eligible for FMLA, the period of time shall be 12 weeks.
• The employer share will continue to be paid. During approved FMLA leave, Aegion will maintain health benefits as if the employee
continued to be actively employed.
Payment
• If employee is eligible for salary continuance, employee share will continue to come out of checks as per the usual process.
• If the employee is not eligible for salary continuance, then premiums owed will be billed to the employee.
• If paid leave is substituted for unpaid FMLA leave, the employee must pay his/her portion of the premium to Aegion.
• Premiums owed will be collected via a voucher from Accounts Receivable.
• Employee’s health care coverage will cease if your premium payment is more than 30 days late.
• If payment is more than 15 days late, Aegion will send the employee a letter to this effect.
• If Aegion does not receive the premium payment within 15 days after the date of this letter, coverage may cease.
• If the employee elects not to return to work for at least 30 calendar days at the end of the leave period, he/she will be required
to reimburse Aegion for the cost of the health benefit premiums paid by Aegion for maintaining coverage during the unpaid
leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond his/her
control.
Extended Leave
• If employee returns up to or at the 12 week point: Premiums owed will have been previously collected by Accounts Receivable. Any
outstanding amount will be billed to the employee a week after his/her return to work date.
• If employee is unable to return to work at the 12 week point but employment is not terminated: Employee will be offered COBRA.
If employee chooses to elect COBRA, they will pay the full premium plus a 2% administration fee, and payments will be payable to the
COBRA administrator. Any unpaid premiums from the first 12 weeks will again be billed by Accounts Receivable.
• If employee is unable to return to work at the 12 week point and employment is terminated: Employee will be offered COBRA. If
employee chooses to elect COBRA, they will pay the full premium, and payments will be payable to the COBRA administrator. If any
unpaid premiums from the first 12 weeks out remain outstanding, employee will be invoiced for those unpaid premiums.
Coverage
• Benefits will be maintained as long as the employee premiums continue to be paid, up to the end of the FMLA approved time. For
employees not eligible for FMLA, the period of time shall be 12 weeks.
• The employer share will continue to be paid. During approved FMLA leave, Aegion will maintain health benefits as if the employee
continued to be actively employed.
Payment
• If employee is eligible for salary continuance, employee share will continue to come out of checks as per the usual process.
• If the employee is not eligible for salary continuance, then premiums owed will be billed to the employee.
• If paid leave is substituted for unpaid FMLA leave, the employee must pay his/her portion of the premium to Aegion.
• Premiums owed will be collected via a voucher from Accounts Receivable.
• Employee’s health care coverage will cease if your premium payment is more than 30 days late.
• If payment is more than 15 days late, Aegion will send the employee a letter to this effect.
• If Aegion does not receive the premium payment within 15 days after the date of this letter, coverage may cease.
• If the employee elects not to return to work for at least 30 calendar days at the end of the leave period, he/she will be required
to reimburse Aegion for the cost of the health benefit premiums paid by Aegion for maintaining coverage during the unpaid
leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond his/her
control.
Extended Leave
• If employee returns up to or at the 12 week point: Premiums owed will have been previously collected by Accounts Receivable. Any
outstanding amount will be billed to the employee a week after his/her return to work date.
• If employee is unable to return to work at the 12 week point but employment is not terminated: Employee will be offered COBRA.
If employee chooses to elect COBRA, they will pay the full premium plus a 2% administration fee, and payments will be payable to the
COBRA administrator. Any unpaid premiums from the first 12 weeks will again be billed by Accounts Receivable.
• If employee is unable to return to work at the 12 week point and employment is terminated: Employee will be offered COBRA. If
employee chooses to elect COBRA, they will pay the full premium, and payments will be payable to the COBRA administrator. If any
unpaid premiums from the first 12 weeks out remain outstanding, employee will be invoiced for those unpaid premiums.
