Citi Benefits Handbook
During a Family and Medical Leave Act (FMLA) Leave
FMLA entitles an eligible employee to take a job-protected leave for specified family and medical reasons such as for your own serious health condition; to care for a spouse/partner, child or parent who has a serious health condition; or for your child's birth or placement with you for adoption or foster care.
Consult the Citi Employee Handbook for details of the FMLA policy, including eligibility, duration and compensation related to your leave.
If you are eligible for an FMLA leave, you may take up to a total of 13 weeks of leave each year, except where state law mandates a different leave period.
If you take an unpaid leave of absence that qualifies under the FMLA, you may continue medical, dental and vision coverage for yourself and your spouse/partner and/or dependent children and continue participating in the Health Care Spending Account (HCSA) or Limited Purpose Health Care Spending Account (LPSA) as long as you continue to contribute your share of the cost of coverage during the leave. Your monthly contributions during a leave are made on an after-tax basis. You will be billed directly for them, and failure to pay the billed amount will result in a loss of coverage.
If you lose any coverage during an FMLA leave because you did not make the required contributions, you may re-enroll when you return from your leave. Your coverage will start again on the first day after you return to work and pay the required contributions.
If you do not return to work at the end of your FMLA leave, you will be entitled to enroll in COBRA to continue your medical, dental, vision and HCSA or LPSA coverage.
If you continue coverage during an FMLA leave, you will have access to the entire amount of your HCSA or LPSA annual election, less any reimbursements you have received. If you stop contributing, your participation in the HCSA or LPSA will be terminated while you are on an FMLA leave. In that case, you may not be reimbursed for any health care expenses you incur after your coverage was terminated.
If your HCSA or LPSA participation is terminated during a paid leave and you return to work during the same year in which your leave began, your contributions will resume. You can choose to resume contributions at the same level in effect before your paid FMLA leave or elect to increase your contribution level to make up for the contributions you did not make during your leave. If your HCSA or LPSA participation is terminated during an unpaid leave, your contributions will not resume when you return to work. However, you may elect to begin contributing to the HCSA or LPSA, providing you are eligible, when you return to work following an unpaid leave. You must re-enroll within 31 days of your return.
If you resume your prior contribution level, then the amount available for reimbursement for the year will be reduced by the contributions you missed during the leave.
Regardless of whether you choose to resume your prior contribution level or to make up missed contributions, you cannot use your HCSA or LPSA for expenses incurred during the period in which you did not participate.