Disability Benefits, FMLA and ERISA
During the course of your employment, your salary is not the only important compensation that you receive.
Your compensation package will often include health insurance, life insurance, pensions, profit sharing agreements, 401Ks, and disability plans. These “benefits” are designed to enhance the employment experience. After separation of employment, employees are entitled to temporary continuation of health insurance through COBRA for employees, spouses, and dependents. To obtain these benefits, oftentimes employees have to jump through administrative hoops such as electing coverage within the time period, filing claims, and paying premiums. ERISA prohibits employers from depriving employees of their rights to maintain benefit services. ERISA regulations require an in-depth understanding of its complexities and Case + Sedey, LLC has the in-depth knowledge of the statute to vigorously represent clients to protect their rights.
Additionally, the Family & Medical Leave Act (“FMLA”) requires that employers with 50 or more employees provide their staff with up to twelve weeks of unpaid, job-protected leave to care for their own serious health conditions or those of their children, spouses, or parents. The process of applying for FMLA – including providing your employer with the proper notice, successfully completing forms, and ensuring that your medical providers submit appropriate medical certification of your need for leave – can be complicated and it can sometimes be difficult for employees in the midst of a serious health condition to successfully navigate. Case + Sedey, LLC has assisted countless employees in this area and is happy to work with you to ensure you get the leave you are entitled to.
Case + Sedey, LLC provides assistance with obtaining disability benefits or medical leave through employer-sponsored plans. The disability application process can be cumbersome and tedious. While each plan is different, once enrolled, there are typically more supplemental forms and paperwork concerning the receipt of benefits.
Case + Sedey, LLC has extensive experience directing employees through the process from start to finish. We assist employees in understanding their rights under employer-sponsored plans, as well as providing assistance through any appeals.
Contact Us Today ›Related Articles
HAPPY BIRTHDAY TO THE ADA
The ADA turns 28 today.
The Americans with Disabilities Act (ADA) was signed into law 28 years ago today by President George H.W. Bush. (Remember when we used to have presidents who believed people with disabilities were worthy of respect and protection rather than ridicule?)
Since 1990 the Act has provided people with disabilities protections from discrimination at work and access …
Illness in the Workplace Part II: Avoiding Financial Disaster
In my last post I talked about getting the time off work you need for treatment and to care for yourself when faced with a serious illness. Now let’s look at maintaining your income while seeking treatment and/or recovering.
First, this article addresses conditions that are unrelated to work. If your injury or illness resulted at work …
Illness in the Workplace: Part I
How to care for yourself without derailing your career
In honor of Breast Cancer Awareness Month the following is the first part of a three-part series regarding coping with a serious health condition, like cancer, in the workplace.
This first part deals with the immediate: getting time off work for treatment without losing your job.
Oftentimes illnesses …
