Employers are not necessary to cover the same healthcare benefits for all employees. But they cannot discriminate between employees of the same company based on their medical history.
However, employers can offer different health care benefits to different classes of employees, as long as the benefits are related to the job. For example, a company may offer full medical benefits to management-level employees and offer only a prescription drug plan to lower-level employees.
Employees can also have different health care plans according to their status with the company. For example, a company may offer two health plans – one for regular part-time employees and another for full-time employees. In some cases, it is more economical for the employer to offer health care coverage only to full-time employees. If a company chooses not to provide any health care coverage at all, it must inform its employees of this in writing.
Examples of Employees’ Healthcare Benefits
Employees are not necessary to accept their employer’s health care plan. However, if they choose not to accept their employer’s health care plan, they will likely have to pay higher premiums to enroll in a plan offered by the government.
The premiums offered by the government may be significantly higher than the premiums of the employer-sponsored health plan.
Employment Discrimination Laws
Employment discrimination laws are to protect employees from any type of discrimination basing on an employee’s medical history. It is unlawful for an employer to refuse to hire an individual or fire an individual because of a pre-existing condition.
It is also illegal for an employer to deny an employee a promotion. Because they have a medical condition or because they are entitled to receive certain medical treatments under the company’s health care plan.
Discrimination Against Employees with Medical Conditions
Employers may not discriminate against employees with medical conditions that require regular medication. Such as insulin and diabetes medications, or employees who will be receiving surgery in the future. However, employers may require that employees take time off work for surgery. Perhaps if this is not under the company’s health care plan.
Although an employer cannot discriminate against an employee based on a pre-existing condition. An employer can require that employees begin contributing towards their health care premiums once they have been employed for a certain period.
If an employee has been employed for more than six months, employers can legally ask employees. For instance, to contribute towards their insurance coverage. This does not apply if all workers in the company are necessary to make contributions towards self-insurance or if all workers in the company have access to low-cost insurance through their spouse’s employment.
Employers must also allow employees time off work if they need time away from work to receive medical treatment or recover from surgery related to a pre-existing condition. Employees must be provided with a reasonable amount of time off work based on the circumstances of their particular case.
This can also include time off work during regular business hours and/or overtime pay when an employee is required to work during medical leave. An employer may also ask the employee for documentation regarding their medical leave and may be able to request periodic reports regarding the employee’s recovery process.