Continuation Of Coverage During An Approved Leave

If A&B, in accordance with the Federal Family and Medical Leave Act of 1993 (FMLA), grants you an approved family or medical leave of absence (approved FMLA leave), you may, during the continuance of such approved FMLA leave, continue your health care coverage for you and your eligible dependents.*

* This information is provided in accordance with the requirements of the Federal Family and Medical Leave Act of 1993. Under the actual leave programs offered by A&B, your coverage may continue beyond the period discussed here and for reasons other than those outlined here. For information regarding specific leaves of absence and the affect of that leave on your health care coverage, see Leaves of Absence.

At the time you request the leave, you must agree to make any contributions required by the Company to continue coverage. Note that the amount you must pay toward this coverage will not exceed the amount an active employee pays for coverage under the same plan.

If you are granted continued coverage while on an approved FMLA leave, your coverage will end on the earliest of the following: The date...

  • You are required to make any contribution and you fail to do so;

  • A&B determines your approved FMLA leave is terminated; or

  • The program (or a particular coverage within the program) is discontinued; however, coverage for health expenses may be available to you under another plan sponsored by A&B.

If your health coverage ends because your approved FMLA leave is deemed terminated by A&B, you may, on the date of such termination, be eligible for COBRA coverage on the same terms as though your employment terminated, other than for gross misconduct, on such date. If this Plan provides any other continuation of coverage (for example, upon termination of employment, death, divorce, or ceasing to be a defined dependent), you (or your eligible dependents) may be eligible for such continuation on the date A&B determines your approved FMLA leave is terminated or the date of the event for which the continuation is available.

If you acquire a new dependent while your coverage is continued during an approved FMLA leave, the dependent will be eligible for the continued coverage on the same terms as would be applicable if you were actively at work (and not on an approved FMLA leave). Note that coverage for a dependent will not be continued under the terms of this provision beyond the date it would otherwise end.

If you return to work for A&B following the date A&B determines the approved FMLA leave is terminated, your coverage under this Plan will be in force as though you had continued in active employment rather than going on an approved FMLA leave, provided you make request for such coverage within 31 days of the date A&B determines the approved FMLA leave to be terminated. If you do not make such a request within 31 days, coverage will again be effective under this Plan only if and when this Plan gives its written consent.

If any coverage being continued terminates because A&B determines the approved FMLA leave is terminated, any Conversion Privilege will be available on the same terms as though your employment had terminated on the date A&B determines the approved FMLA leave is terminated.

You should know that under the Company's actual leave programs, your health care coverage may continue beyond 12 weeks. For information regarding the affect on your health care coverage when you take a leave of absence, see Leaves of Absence or contact your local Human Resources representative.

If you are on a military leave, your coverage may also continue; however, it may be coordinated with any military coverage you are eligible to receive.

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