Employment Law/Insurance



Hi, I am currently on unpaid maternity leave through FMLA (took 12 weeks and I have 4 weeks left) and I do not plan on returning to work. My baby girl and my health insurance is through my work. We are going through my husbands insurance instead after my leave.. I paid my portion of the premium for the insurance with cash each month.

What do I have to worry about when I tell them I'm not coming back and when should I tell them. I heard you might have to pay back the companies part of the insurance, but if you work one day you don't. I don't want to burn bridges since this employer has been good to me for the past 3 years that I have worked there. Any advice would be greatly appreciated!

Thank You

If you want to keep in good graces the proper thing to do would be to return to work after your leave and give a two week notice. You may have to leave your child with a sitter or a daycare for a couple of weeks, but it would be the right thing to do.


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Shirley McAllister, CPP, PHR


I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state. If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency. Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources. Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).


30 years in Payroll and Human Resources

SHRM (Society of Human Resources) APA (American Payroll Association) DOLEA (Department of Labor Employers Association) CPA (Canadian Payroll Association) NAPW (National Association of Professional Women) The Mentoring Network

PHR Certification in Human Resources CPP Certification in Payroll in U.S. Payroll Administrator and Payroll Supervisor certification in Canada

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