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Federal and Employment Law


Revised and restated: March 9, 2018

Download the FMLA document



The Consolidated Omnibus Budget Reconciliation Act (COBRA) signed into law on April 7, 1986, requires that most employee group plans allow qualified persons covered under the plan the day before the qualifying event to continue group health coverage after it would otherwise end.  The term “group health coverage” includes any medical, dental/vision care, and medical reimbursement plan coverage that is included in the group health plan.  All full-time employees receive details on COBRA events as they begin employment and at termination. Full details are available in the Human Resources Office.


The Kassbaum-Kennedy Act of the Health Insurance Portability and Accountability Act (HIPAA) was designed to improve the availability and portability of health insurance coverage.  Provisions of HIPAA include:

a.  Limited exclusions for preexisting medical conditions;

b.  Credit for prior health care coverage and a process for transmitting certificates and other information concerning prior coverage to a new group health plan or issuer;

c.  New rights that allows individuals to enroll for health coverage when they lose existing health coverage or have new dependents.  Full details are available in the Human Resources office.


The Americans with Disabilities Act (ADA), as amended, is a federal law that requires employers not to discriminate against qualified applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.

 It is the policy of Simpson College to comply with all applicable federal and state laws concerning the employment of persons with disabilities. Furthermore, it is our policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

 Simpson College will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so creates an undue hardship to the college.  Please visit with the Director of Human Resources with any questions or requests for accommodation.