Source: http://www.evilhrlady.org/2016/02/applying-for-new-jobs-while-on-fmla.html
Timestamp: 2019-04-23 10:07:24+00:00

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I work in a hospital where we just hired a new boss 15 months ago. She has literally run people off and fired several others. Her expectations are unreasonable. I have been hoping they were going to get rid of her, but it doesn’t look that way.
I have been needing shoulder surgery and have put it off. I decided to get the surgery done in hopes she might not be there when I come back. That doesn’t look like it is going to happen.
While I am out for surgery, I was informed of a new job in another hospital. It looks like no one has applied for the position.
My dilemma is, my employer does not know if I am out longer than the 12 weeks, that I will have my job when I get back. (That is in 3 weeks) My doctor states I will not be able to do CPR until after that time. Human Resources has stated they can not promise me the job after the time FMLA is done. They will not let me do direct patient care with any restrictions.
Can I apply for this job while I am on leave? What is the consequence of doing so? Can they take my pay back? On one of the FMLA paperwork, it states no job hunting while on FMLA. Is that true? I do not want to be in some legal battle.
I do not want to miss this opportunity. I really would love this opportunity.
I am answering this question even though I’m not 100 percent sure of the answer. I’m hoping someone with a lot more knowledge will weigh in in the comments.
Here’s what I do know. FMLA leave itself doesn’t prohibit someone from job hunting. It does prohibit people from doing things that they shouldn’t be able to do, due to the terms of their leave. So, in your case, if you were out shoveling snow with your shoulder that is incapable of performing CPR, that would be an FMLA violation–since you’re clearly lying about your shoulder abilities.
But interviewing for a job doesn’t aggravate your shoulder, so it’s not a violation of your leave.
Now, the thing I don’t know about is your paperwork stating that you can’t apply for jobs while you’re on FMLA. I don’t know whether that is legal or not. Personally, I would never, ever, not in a million years approve putting that language on FMLA paperwork. Why? Because it seems like FMLA interference to me.
Why? Because are other employees prohibited from looking for new employment? Is it company policy that they fire everyone who goes on a job interview? If so, then there’s no need to put it in the paperwork. If not, then isn’t it a restriction on people on FMLA?
You hate where you work. You want to pursue this new opportunity. It’s doubtful your current company would find out. I’d interview.
But, I’d really like to learn more about the legalities of having that restriction on FMLA paperwork. Anyone?
From what I’ve seen on SHRM and the DOL, if you have a policy that which applies to people on FMLA (the examples they keep using are people with second jobs), you have to apply it to anyone no on FMLA or it’s a violation.
Your company can ask for their portion of health insurance cost back if you do not return to work from your FMLA. This could be thousands of dollars. My advice: return from your FMLA, even if it is to give and work out your 2 weeks notice. If you are unable to return without restrictions make sure that you have the proper documentation on the restrictions and get the company to document if they are unable to accommodate them. Keep all documentation.
Does this still apply if you’re declared permanently disabled from your job, or just if you leave for another job?
I also wonder if the new hospital is a different employer. I don’t know the system where the ops works, but I wonder if both hospitals are run by the same employer.
The employer may not ask for their portion of the health insurance to be reimbursed to them. Please refer to the following found directly on the Federal Register. These are two small excerpted portions of a much more lengthy and detailed section. In my 20+ years of managing LOA’s, it’s important an employer address this in their documentation and/or Section 125 documents regarding the collection of payment for the employee’s portion of their premiums to mitigate losses while the employee is out on FMLA.
§825.209 Maintenance of employee benefits.
(a) During any FMLA leave, an employer must maintain the employee’s coverage under any group health plan (as defined in the Internal Revenue Code of 1986 at 26 U.S.C. 5000(b)(1)) on the same conditions as coverage would have been provided if the employee had been continuously employed during the entire leave period. All employers covered by FMLA, including public agencies, are subject to the Act’s requirements to maintain health coverage. The definition of group health plan is set forth in §825.800.
§825.210 Employee payment of group health benefit premiums.
(a) Group health plan benefits must be maintained on the same basis as coverage would have been provided if the employee had been continuously employed during the FMLA leave period. Therefore, any share of group health plan premiums which had been paid by the employee prior to FMLA leave must continue to be paid by the employee during the FMLA leave period. If premiums are raised or lowered, the employee would be required to pay the new premium rates. Maintenance of health insurance policies which are not a part of the employer’s group health plan, as described in §825.209(a), are the sole responsibility of the employee. The employee and the insurer should make necessary arrangements for payment of premiums during periods of unpaid FMLA leave.
(b) If the FMLA leave is substituted paid leave, the employee’s share of premiums must be paid by the method normally used during any paid leave, presumably as a payroll deduction.
(5) Another system voluntarily agreed to between the employer and the employee, which may include prepayment of premiums (e.g., through increased payroll deductions when the need for the FMLA leave is foreseeable).
(d) The employer must provide the employee with advance written notice of the terms and conditions under which these payments must be made. See §825.300(c).
(e) An employer may not require more of an employee using unpaid FMLA leave than the employer requires of other employees on leave without pay.
(f) An employee who is receiving payments as a result of a workers’ compensation injury must make arrangements with the employer for payment of group health plan benefits when simultaneously taking FMLA leave. See §825.207(e).
condition.” This is the part I was referring to.
Wow. Thank you ….that was a lot of reading..but worth it. I am in this situation now..
Damaged right ankle at work..
foot rolled over while working.
Job taking me to court.
Found new opportunities while I’m out that I have pursued.
●●●Can I truly interview and what to you say to the new employer??
“Can I truly interview and what do you say to the new employer??
Our FMLA says you cannot perform work for another employer while on the leave. Possibly the wording is confusing for her.
I’m curious – “Can they take my pay back?” Does this mean this particular company pays someone their salary while on FMLA? If so, I could see how that factors in–basically, you’re getting paid over your FMLA leave, so you should only be focusing on getting better, not on leaving. But it doesn’t truly hold water since you’re allowed to job hunt while employed. I’m curious about more of the details and what an employment law attorney would say.
The employer is a different hospital. I am keeping my insurance premiums paid.
I am using PTO and sick leave hours I have accumulated in my sick time bank.
I was concerned about the paying the insurance company back. I be leave that has been answered.
My plan is to return back to work to give my two weeks notice, if I am offered the job. The new place will be notified of my time off and make their decision. My start time would have to be after i am of FMLA. I would not work in another job, until I am cleared by my doctor. That would not be right.
I just do not want to end up going back to a night shift job, because I was off work for too long. I am trying to cover my ***.
FMLA and compensation are very different issues. They need to clarify their situation. I work as a contractor – we have no disability benefits or paid FMLA. They employ a 3rd party to handle their FMLA requests. I just took FMLA to cover my job status while on maternity leave. I used a week of accrued PTO to cover one week, so that I would have at least one week of pay. The FMLA handlers were VERY clear that I could not overlap paid time off and FMLA. I had to take the week of PTO before reporting that my FMLA needed to start. Why? Because you can take PTO for any reason – childbirth, skiing, hot air ballooning – but it could not overlap with the much more specific parameters of the unpaid FMLA leave.
I explain this because they said they asked if their pay would get taken back. Are they sure they’re on FMLA or is this term getting used loosely? Or are they actually using disability coverage provided by their company? Or if their company ELECTED to pay them on FMLA, that’s incredible, and I’m sure there would be a consequence to violating it. If the company was electing to pay, I guess they can add any wording they want. It’s a hard position to be in, but if they had taken unpaid FMLA, I think they would be able to job search.
The citation also states that if the FMLA leave is paid (either through use of paid leave, or disability insurance plan, or workers’ comp, the employer may not recover the premiums.
Concerning “returning to work”, the DOL defines this as returning for a period of at least 30 days.
I do think that with FMLA it is unpaid and with STD (short term continuous leave) you and eligible for paid time out of office (up to) a certain date. I have the same question as the original poster, but I am on an actual leave from my office.
I am in a similar situation too, whereby my employer and the office environment are so hostile and unhealthy, that I cannot maintain emotional stability to work in the office itself. My claim states anxiety. Now I am on short term disability with pay (up to a point).
I am looking for new work (work from home if I can). I want to apply, and I would not accept a position during dates out of office. I just don’t know if that is allowed or not.
Hi! Im currently in the same position and wondering what happened to your situation?
I am out on SDI for a previous work injury that was rated permanent and stationary by workers compensation (so I am no longer eligible for workers compensation). Permanent and stationary means you aren’t going to get any better, you may get worse, you may stay the same. Occassionally I have flare ups, like now, so I am out for a couple of months. I was made a contingent job offer to transfer to another job within the state entity I work for. I did the interview, I can do the drug test, but now I am not sure if I should go through the physical process until I am released by my doctor. I could go to the physical and make sure it is noted that I am off now on SDI. My flare ups are caused by repetitive activity which isn’t the case at a brief physical. At the same time, I don’t want to get in any trouble! I appreciate any feedback.
I m on injury leave. I happen to have a job interview.can I still go? Can I give my notice while on injury leave.broke my wrist whole I was on duty. New job interview is different duties.
I dont know I have FMLA for a year now dr put me on short term for two weeks then i gst fired that day i tell company i am going to a lawyer for sure now he has taking me off work should i look for another job while i am going tbrough this?
I did not tell my current employer that I had a previous injury years ago. Occasionally I get back pain and spasms, Am I able to apply for Fmla with the current employer for this injury? This would be for days I can not work due to back pain and spasms.
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