Reso 2010-1529 - Laserfiche WebLink

Home Browse Search

t") ) limited due to a pre-existing condition exclnsion; this Plan will be primary for the pre-existing condition and secondary for all other eligible health care expenses, provided contributions for COBRA coverage continue to be paid. Coverage may only continue for the remainder ofthe original COBRA period; 2) Fails to make required contributions when due; 3) First becomes entitled to Medicare benefits after the initial COBRA qualifying event; or 4) Is extending the 18-month coverage period because of disability and is no longer disabled as defined by the Social Security Act. 8.05 Continuation Coverage during Leaves of Absence. 8.05.01 (.) \ } Family and Medical Leaves of Absence (FMLA). Under FMLA, you may be entitled to up to a total of 12 weeks of unpaid, job-protected leave during each calendar year for the following: a) the birth of your child, to care for your newbom child, or for placement of a child in your home for adoption or foster care; b) to care for your spouse, child or parent with a serious health condition; or c) for your own serious health condition. d) If your FMLA leave is a paid leave, your pay will be reduced by your before-tax contributions as usual for the coverage level in effect on the date your FMLA leave begins. If your FMLA leave is unpaid, you will be required to pay your contributions directly to the employer until you return to active pay status. e) If you notify your employer that you are terminating employment during your FMLA leave, your coverage will end on the date of your notification. If you do not return to work on your expected FMLA return date, and you do not notify your employer of your intent either to terminate your employment or to extend the period of leave, your coverage will end on the date you were expected to return. f) You may not change your Plan elections during your FMLA leave unless an open enrollment occurs or you are on a paid FMLA leave and you have a change in status event or a special enrollment event under The Health Insurance Portability and Accountability Act of 1996 (HlPAA). Military leaves of absence. If you are absent from work due to military service, you may elect to continue coverage under the Plan (including coverage for enrolled Dependents) for up to 18 months from the first day of absence (or, if earlier, until the day after the date you are required to apply for or retum to active employment with your employer under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)). Your contributions for continued coverage will be the same as for similarly situated active participants in the Plan. a) Whether or not you continue coverage during military service, you may reinstate coverage under the Plan option you elected on your return to employment under USERRA. The reinstatement will be without any waiting period otherwise required under the Plan, except to the extent that you had not fully completed any required waiting period prior to the start of the military service. 8.06 Conversion after Continuation Coverage. See Section 8.04. 8.05.02 A V-CHOICE-2009 MP-5320 (10/09) 20