Continuation of Benefits

Employee Benefits During an Approved PLOA or FMLA

DriveTime will pay its portion and will advance the employee's portion of the benefits plan cost (including health, dental, vision, supplemental life, and disability insurance benefits) while on an approved leave of absence or FMLA. The employee will be responsible for paying their portion of the premiums upon their return to work through payroll deduction. 

See Leave of Absence and FMLA to learn more about your benefit premium payments.

If the employee fails to pay his or her portion of the benefits for the length of the leave, the employee's coverage will be retroactively terminated and he/she will be offered COBRA effective the first day of the leave.  Please contact DriveTime's Benefits Department for more information. Refer to the Summary Plan Description for each employee benefit plan for the terms, conditions, limitations and exclusions.

Compensation During Personal Leaves of Absence

There is no provision for advancing PTO time based on future accruals, unless required by state law. Time off will be without pay unless the employee has available PTO time accrued. Subject to state law, employees will be required to use 40 hours of accrued PTO time or available balance if less; unless the employee specifically requests to be paid additional accrued PTO, the remainder of the leave of absence will then be unpaid. 

For example, if you have 80 hours of available, accrued PTO at the time your leave begins, Payroll will automatically pay 40 hours of the accrued PTO.  The remainder of the leave will be without pay unless the employee requests to be paid the additional accrued PTO.  The employee is then eligible to be paid for up to the remaining 40 hours of accrued PTO before going unpaid. 

Compensation During FMLA

The same policy applies for FMLA: employees requesting FMLA leave will be required to use 40 hours of accrued PTO time or available balance if less. Once 40 hours (or available balance) of accrued Paid Time Off hours are used, the remainder of the FMLA leave will be without pay unless the employee specifically requests to be paid additional accrued PTO. Under this policy, there is no provision for advancing PTO time based on future accruals, unless state law requires this allowance.

Substituting paid leave time for unpaid leave time does not extend the leave period. Accrued PTO and FMLA run concurrently.

*For California employees, please reference the Employee Handbook for details on the California FMLA policy.*