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Newborns’ and Mothers’ Health Protection Act Notice
Group health plans and health insurance issuers may not, under federal law, restrict benefits for any hospital
length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following
vaginal delivery or less than 96 hours following a cesarean section.
However, federal law generally does not prohibit the mother’s or the newborn’s attending provider, after
consulting with the mother, from discharging the mother or her newborn earlier than 48 hours, or 96 hours as
applicable. In any case, plans and insurers may not, under federal law, require that a provider obtain
authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours/96
hours.
Rights under COBRA
As an RP Management employee, you are eligible for COBRA (Consolidated Omnibus Budget Reconciliation
Act of 1985 as amended). This gives employees and their qualified beneficiaries the opportunity to continue
health insurance coverage for specified periods of time under the Company’s health plan when a “qualifying
event” occurs. Some common qualifying events are resignation, termination of employment (other than for
gross misconduct), or death of an employee; a reduction in an employee’s hours or a leave of absence; an
employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the employer’s group rates plus
an administration fee.
Family and Medical Leave Act – FMLA
The Family and Medical Leave Act of 1993 (“FMLA”) requires RP Management to provide eligible employees
with up to 12 weeks per year of leave in a 12-month period for:
 the birth of a child and to care for the newborn child within one year of birth;
 the placement with the employee of a child for adoption or foster care and to care for the newly placed
child within one year of placement;
 to care for the employee’s spouse, child, or parent who has a serious health condition;
 a serious health condition that makes the employee unable to perform the essential functions of his or
her job;
 any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a
covered military member on “covered active duty;” or
Twenty-six work weeks of leave during a single 12-month period is permitted to care for a covered service
member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter,
parent, or next of kin (military caregiver leave).
An eligible employee is one who:
 Works for a covered employer;
 Has worked for the employer for at least 12 months;
 Has at least 1,250 hours of service for the employer during the 12 month period immediately preceding
the leave*; and
 Works at a location where the employer has at least 50 employees within 75 miles.
Source:
Please contact Human Resources if have any questions or need to request leave.