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the same group health insurance benefits, including employer contributions to premiums, that would exist if the employee were not on leave. restoration to the same position upon return to work. If the same position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits, and responsibility.
Domestic partnerships were established in the state of Maine by statute in April 2004, [1] taking effect on July 30, 2004. This placed Maine in the category of U.S. states that offered limited recognition of same-sex relationships, but not all of the legal protections of marriage, as Maine does not recognize common law marriages.
For example, if an employee covers his or her partner under an employer health insurance plan, the estimated amount the employer pays to cover the partner will be added to the employee's salary for tax purposes, unless the employee's partner is a qualifying dependent under Section 152. The same is not true for married couples. [5]
A Health Reimbursement Arrangement, also known as a Health Reimbursement Account (HRA), [1] is a type of US employer-funded health benefit plan that reimburses employees for out-of-pocket medical expenses and, in limited cases, to pay for health insurance plan premiums.
Wages of an employee working for one's spouse are exempt from federal unemployment tax [5] Joint and family-related rights: Joint filing of bankruptcy permitted; Joint parenting rights, such as access to children's school records; Family visitation rights for the spouse and non-biological children, such as to visit a spouse in a hospital or prison
Learn about Original Medicare (Parts A and B), Medicare Advantage (Part C), prescription drug (Part D), and supplemental (Medigap) coverage in Maine.
The website to find ACA plans in Maine is www.CoverME.gov. Open enrollment for 2024 plans started on Nov. 1 and continues through Jan. 16. About 63,000 Maine people ... Maine Bureau of Insurance ...
Yes, similar to federal FMLA, you are allowed to take the time off with job protections, but Connecticut’s paid law does not explicitly protect health insurance.