Employee who RTW after an Unpaid LOA

[Guest hcadi]

I am curious what the most common practices are for employees who RTW after an unpaid FMLA LOA.

Our company policy is to reinstate employees benefits when an employee RTW after exhausting their FMLA. We continue benefits through the FMLA period, once the FMLA exhausts, the benefits do too. However the cost of keeping the benefits is the employee responsibilty, and premiums are recouped upon return.

Here's the senerio: An employee chooses to revoke elections for health benefits and FSA's (SECT 125) when going on an unpaid FMLA leave. But when an employee chooses to revoke the elections do most companies place responsibility on the employee to reinstate themselves?

Any thoughts?