FMLA (Family and Medical Leave Act) - Policy & Compliance Guide

Last updated: May 13, 2026

Overview

The Family and Medical Leave Act (FMLA) is a federal law that entitles eligible employees to take unpaid, job-protected leave for qualifying family and medical reasons while maintaining group health benefits.

This article outlines how Finni Health administers FMLA across its employees.

Eligibility Criteria

Employees must meet all of the following:

  • Employed for at least 12 months

  • Worked at least 1,250 hours in the prior 12 months

Qualifying Reasons for FMLA

Employees may take FMLA for:

  • Their own serious health condition

  • Care for a spouse, child, or parent with a serious health condition

  • Birth, adoption, or foster placement of a child

  • Certain military-related exigencies

Key Employee Protections

  • Up to 12 weeks of unpaid leave per 12-month period

  • Job protection (same or equivalent role upon return)

  • Continuation of group health benefits under the same terms

Employer Responsibilities 

  • Provide Notice of Eligibility within 5 business days of request

  • Track and designate leave appropriately

  • Maintain documentation on employee file

Employee Responsibilities

  • Provide sufficient notice of need for leave

  • Submit medical certification or military orders within 15 days

  • Maintain communication with HR 

  • Employees on an approved leave of absence will maintain benefit eligibility during the leave period, provided required premium contributions are made. 

    • Upon return, employees must meet applicable eligibility requirements, including minimum hours worked, to continue benefits coverage. 

    • If eligibility requirements are not met, benefits may be impacted in accordance with policy.

Continuation of Benefits During Leave

Team members enrolled in Finni Health’s benefit plan are responsible for continuing to pay their portion of benefit premiums while on an approved leave of absence, including FMLA or a personal leave.

If an employee is in an unpaid status or does not have sufficient earnings to cover benefit premiums through payroll deduction, the employee will be required to submit payment directly to Finni Health via check on a timely basis.

Checks should be made payable to Journey Health Technologies US Inc. and mailed to the following address:
3621 Marion LN, Las Cruces, NM 88012.

Employees are responsible for ensuring that payments are received by the applicable due dates.

Finni Health will provide advance notice of the amount due, payment due dates, and acceptable payment methods.

Grace Period and Non-Payment

If a required payment is not received, the following will apply:

  • A grace period of up to 30 days from the original due date will be provided for payment.

  • If payment is not received within this timeframe, Finni Health will issue a written notice advising that coverage will be terminated if payment is not received. This notice will provide an additional 15 day grace period to remit payment.

  • If payment is not received by the deadline stated in the notice, benefit coverage may be discontinued, consistent with applicable law.

Coverage termination may be applied retroactively to the last date for which premiums were paid, where permitted.

Reinstatement of Benefits

If an employee returns from leave, benefits will be reinstated in accordance with applicable laws and plan terms, provided eligibility requirements are met.

Recovery of Unpaid Premiums

If an employee returns to active employment following a leave of absence and has outstanding benefit premium amounts, Finni Health reserves the right to recover any unpaid premiums through payroll deductions from future wages, to the extent permitted by applicable federal and state law.

Where required, appropriate written authorization will be obtained prior to making such deductions. Repayment may be structured over multiple pay periods, where appropriate, to avoid undue financial hardship on the employee.

Outstanding Premiums Upon Separation of Employment

If an employee separates from employment while premium amounts remain outstanding, Finni Health reserves the right to:

  • Deduct any unpaid premiums from the team member’s final paycheck, to the extent permitted by applicable law and with any required authorization; and/or

  • Seek repayment directly from the former employee for any remaining balance.

Failure to remit outstanding premium amounts may result in appropriate collection actions, where permitted by law.