decorative photograph
You Return from a Leave of Absence
If you go on a leave of absence (such as a disability, long-term disability, or paid or unpaid leave) and you return to work in a work status that makes you eligible for benefits, then:
For medical, dental, and vision coverage: The coverage that you had before your leave of absence will be reinstated.
For the Health Care Spending Account (HCSA):
  • If you return to work from an unpaid leave of absence in the same plan year in which your leave began, before-tax contributions from your pay will automatically continue, and your total remaining amount will be prorated over the remaining pay cycles. If you return to work from a paid leave of absence in the same plan year, there is no interruption to your HCSA contributions while you are on a paid leave.
  • If you return to work from a paid or unpaid leave of absence of absence or a paid or unpaid disability leave in a different plan year than the one in which your leave began, or if you return to work from a leave in which you were receiving benefits under the JPMorgan Chase Long-Term Disability Plan, you may enroll in the HCSA within 31 days of the date you return to work.
For the Dependent Care Spending Account (DCSA):
  • If you return to work from a leave of absence (paid or unpaid) or a disability leave (paid or unpaid) in the same plan year in which your leave began, and want to participate in the DCSA, you have 31 days from your return to work date to re-elect to participate in DCSA. Contributions automatically stop when you begin your leave (of any type) and will not start automatically.
  • If you return to work from a paid or unpaid disability leave or other leave of absence in a different plan year than the one in which your leave began, or if you return to work from a leave in which you were receiving benefits under the JPMorgan Chase Long-Term Disability Plan, you may enroll in the DCSA within 31 days of when you return from your leave.
For the Transportation Spending Account (TSA): Contributions automatically stop when you begin your leave (of any type). If you return to work from a leave and wish to participate in TSA, you must enroll in this account when you return to work. The effective date of your participation depends on the date of your enrollment. Please wait approximately ten days for your return to work information to reach WageWorks. Changes to your TSA elections become effective as of the first of the month for the following month's expenses (i.e., April deductions for May expenses).
For LTD Benefits:
  • If your Total Annual Cash Compensation (TACC) is less than $60,000, you will be reinstated in LTD coverage immediately.
  • If your TACC is equal to or greater than $60,000, generally, you have to re-enroll for LTD coverage within 31 days of your return from your leave, and you may be required to provide evidence of insurability (EOI). Your coverage will resume on the first pay cycle after EOI is approved. If you don't re-enroll within 31-days, your next opportunity to enroll will be Annual Benefits Enrollment. Contact HR Answers for specific questions.
    • If you are on an approved medical leave, your LTD coverage remains in effect throughout your leave
    • If you are on a paid parental leave, your LTD coverage ends after 16 weeks
    • If you are on an unpaid leave, your LTD coverage ends after 16 weeks
    • If you are on any other type of nonmedical, paid or unpaid leave, coverage ends after 16 weeks
Total Annual Cash Compensation (TACC)
Total Annual Cash Compensation (TACC) is your annual rate of base salary/regular pay plus any applicable job differential pay (e.g., shift pay) as of each August 1, plus any cash earnings from any incentive plans (e.g., annual incentive, commissions, draws, overrides and special recognition payments or incentives) that are paid to or deferred by you for the previous 12-month period ending each July 31. Overtime is not included. It is recalculated as of each August 1 to take effect the following January 1 and will remain unchanged throughout the year. For most employees hired on or after August 1, it will be equal to your annual rate of base salary/regular pay plus applicable job differentials.