Yes, they are eligible because COBRA does not exclude undocumented workers. All employees are eligible for COBRA continuation benefits under federal law if they participated in a group health plan with an employer having 20 or more employees.
Yes. Employers who are covered by the Family and Medical Leave Act (FMLA) are required to grant leave to employees who are seeking adoption and who must be absent from work prior to an adoption.
The Family and Medical Leave Act (FMLA) allows eligible employees to use their 12 weeks of FMLA leave for the care and bonding of a newborn, adopted, or foster child for up to one year after birth or placement.
You are not required to but may, as the employer is permitted to designate qualifying leave as time off under the Family and Medical Leave Act (FMLA) without the employee’s consent.
Strategic HR planning is important to the success of any organization. It involves analyzing the need for and availability of human resources in meeting the organization’s goals and objectives.
Eligibility for voluntary benefits (vacation, sick leave, medical insurance, retirement benefits, life insurance and most disability plans) is at the discretion of the employer.
When an employer offers a benefit plan and makes employee contribution deductions after taxes are deducted, they are relatively free to allow whatever additions or deletions they wish.
