COBRA and HIPPA Sample Clauses

COBRA and HIPPA. REI shall be responsible, through the Distribution Date, for compliance with the health care continuation coverage requirements of COBRA, the portability requirements under the Health Insurance Portability and Accountability Act of 1996 ("HIPPA") and the REI Health and Welfare Plans with respect to employees of the members of the Resources Group and qualified beneficiaries (as such term is defined under COBRA). REI shall provide all necessary notices, or cause the notices to be provided, as soon as administratively practical, but in no event later than required under COBRA. Resources shall be responsible for providing REI or its agents with all necessary employee change notices and related information for covered dependents, spouses, qualified beneficiaries (as such term is defined under COBRA), and alternate recipients pursuant to QMCSO, in accordance with applicable REI COBRA policies and procedures. As soon as administratively practicable after the Distribution Date, REI shall provide Resources, through hard copy, electronic format or such other mechanism as is appropriate under the circumstances, with a list of all qualified beneficiaries (as such term is defined under COBRA) that relate to the members of the Resources Group and the relevant information pertaining to their coverage elections. Effective as of the Distribution Date, Resources shall be solely responsible for compliance with the health care continuation coverage requirements of COBRA and the portability requirements under HIPPA for the Resources Health and Welfare Plans for Resources Employees and their qualified beneficiaries (as such term is defined under COBRA).
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COBRA and HIPPA. (a) Patriot shall be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Patriot Health and Welfare Plans (i) with respect to Patriot Employees and, (ii) with respect to FRP Employees and their dependents who incur a COBRA qualifying event other than under an FRP Assumed Plan prior to the Distribution Date. (b) Effective as of Immediately after the Distribution Date, FRP shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the New FRP Health and Welfare plans with respect to FRP Employees and their dependents who incur a COBRA qualifying event (i) under an FRP Assumed Plan prior to the Distribution Date, and (ii) in all cases on or after the Distribution Date. (c) For periods before the Distribution Date, Patriot shall be responsible for administering compliance with the portability requirements under the Health Insurance Portability and Accountability Act of 1996 with respect to FRP Employees and beginning not later than Immediately after the Distribution Date FRP shall be responsible for filing all necessary employee change notices with respect to FRP Employees in accordance with applicable FRP policies and procedures. Effective Immediately after the Distribution Date, FRP shall be solely responsible for administering compliance with such health care continuation coverage and portability requirements with respect to FRP Employees, and Patriot shall be solely responsible for administering compliance with such requirements with respect to Patriot Employees.
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COBRA and HIPPA. 23 6.06 LEAVE OF ABSENCE PROGRAMS AND FMLA...................................24 6.07 REI WORKERS' COMPENSATION PROGRAM....................................24
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COBRA and HIPPA. (a) Xxxxxx Oil shall be solely responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Xxxxxx Oil Health and Welfare Plans (i) with respect to Xxxxxx Oil Employees and, (ii) with respect to Xxxxxx USA Employees and their dependents who incur a COBRA qualifying event other than under a Xxxxxx USA Assumed Plan prior to the Distribution Date. (b) Effective as of Immediately after the Distribution Date, Xxxxxx USA shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the New Xxxxxx USA Health and Welfare plans with respect to Xxxxxx USA Employees and their dependents who incur a COBRA qualifying event (i) under a Xxxxxx USA Assumed Plan prior to the Distribution Date, and (ii) in all cases on or after the Distribution Date. (c) For periods before the Distribution Date, Xxxxxx Oil shall be responsible for administering compliance with the portability requirements under the Health Insurance Portability and Accountability Act of 1996 with respect to Xxxxxx USA Employees and beginning not later than Immediately after the Distribution Date Xxxxxx USA shall be responsible for filing all necessary employee change notices with respect to in accordance with applicable Xxxxxx Oil policies and procedures. Effective as of Immediately after the Distribution Date, Xxxxxx Oil shall be solely responsible for administering compliance with such health care continuation coverage and portability requirements with respect to Xxxxxx Oil Employees, and Xxxxxx USA shall be solely responsible for administering compliance with such requirements with respect to Xxxxxx USA Employees.
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COBRA and HIPPA. (a) AUSHC shall be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the AUSHC Health and Welfare Plans with respect to all members of the AUSHC Employee Group. (b) Effective as of Immediately after the Distribution Date, AI shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the New AI Health and Welfare plans with respect to AI Employees who have a qualifying event within the meaning of COBRA at any time beginning Immediately after the Distribution Date. (c) For periods before the Distribution Date, AUSHC shall be responsible for administering compliance with the portability requirements under the Health Insurance Portability and Accountability Act of 1996 with respect to AI Employees and other employees and former employees of the AI and beneficiaries and dependents thereof and AI shall be responsible for filing all necessary employee change notices with respect to AI Employees in accordance with applicable AUSHC policies and procedures. Effective immediately after the Distribution Date, AI shall be solely responsible for administering compliance with such health care continuation coverage and portability requirements with respect to AI Employees, and AUSHC shall be solely responsible for administering compliance with such requirements with respect to members of the AUSHC Employee Group.
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COBRA and HIPPA. Seller shall be solely responsible for any and all liabilities relating to health care continuation coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended ("COBRA") and the portability requirements under the Health Insurance Portability and Accountability Act ("HIPPA") with respect to employees of the Business whose coverage under Seller's group health plan terminates as a result of or in connection with this transaction or the events contemplated by this Agreement. Purchaser shall be responsible for administering compliance under COBRA and HIPPA for those employees of the Business who terminate subsequent to their becoming eligible to participate in the group health plans of Purchaser.
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Related to COBRA and HIPPA

  • COBRA and HIPAA (a) The Parent Group shall administer the Parent Group’s compliance with the health care continuation coverage requirements of COBRA, the certificate of creditable coverage requirements of HIPAA and the corresponding provisions of the Parent H&W Plans with respect to SpinCo Participants who incur a COBRA “qualifying event” occurring before the applicable Benefits Commencement Date entitling them to benefits under a Parent H&W Plan; provided that, for the avoidance of doubt, any Liabilities related thereto (i) in connection with a “qualifying event” occurring before the Separation Time shall constitute Parent Retained Employee Liabilities and (ii) in connection with a “qualifying event” occurring on or after the Separation Time shall constitute SpinCo Assumed Employee Liabilities. (b) The Company shall be solely responsible for all Liabilities incurred pursuant to COBRA and for administering, at the Company’s expense, compliance with the health care continuation coverage requirements of COBRA, the certificate of creditable coverage requirements of HIPAA, and the corresponding provisions of the SpinCo H&W Plans with respect to SpinCo Participants who incur a COBRA “qualifying event” that occurs at any time on or after the applicable Benefits Commencement Date entitling them to benefits under a SpinCo Plan and, for the avoidance of doubt, any Liabilities related thereto shall constitute SpinCo Assumed Employee Liabilities. (c) The parties agree that neither the Separation, the Distribution nor any assignment or transfer of the employment or services of any employee or individual independent contractor as contemplated under this Agreement shall constitute a COBRA “qualifying event” for any purpose of COBRA, and the parties shall cooperate in good faith to give effect to such intent.

  • COBRA Benefits Executive and Executive’s qualified beneficiaries, as applicable, shall be entitled to continuation of group health coverage following the Termination Date under the Employer’s group health plan, to the extent required under the Consolidated Omnibus Budget Reconciliation Act of 1986, with Executive required to pay the same amount as Executive would pay if Executive continued in employment with the Employer during such period as described in Section 4(e) of the Employment Agreement.

  • COBRA Premiums If Executive timely elects continued coverage under COBRA, the Company will pay Executive’s COBRA premiums to continue Executive’s coverage (including coverage for Executive’s eligible dependents, if applicable) (“COBRA Premiums”) through the period starting on the termination date and ending twelve (12) months after the termination date (the “COBRA Premium Period”); provided, however, that the Company’s provision of such COBRA Premium benefits will immediately cease if during the COBRA Premium Period Executive becomes eligible for group health insurance coverage through a new employer or Executive ceases to be eligible for COBRA continuation coverage for any reason, including plan termination. In the event Executive becomes covered under another employer’s group health plan or otherwise ceases to be eligible for COBRA during the COBRA Premium Period, Executive must immediately notify the Company of such event.

  • COBRA Coverage Subject to Section 3(d), the Company will provide COBRA Coverage until the earliest of (A) a period of twelve (12) months from the date of the Executive’s termination of employment, (B) the date upon which the Executive (and the Executive’s eligible dependents, as applicable) becomes covered under similar plans, or (C) the date upon which the Executive ceases to be eligible for coverage under COBRA.

  • COBRA “COBRA” means the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended.

  • COBRA Continuation Coverage Upon the termination of Executive’s active employment with the Company, Executive shall be entitled to elect continued medical and dental insurance coverage in accordance with the applicable provisions of COBRA and the Company shall pay such COBRA premiums.

  • Health Plans A. The health plans offered and benefits provided by those plans shall be those recommended by the JLMBC, approved by the City Council, and administered by the Personnel Department in accordance with LAAC Section 4.

  • COBRA Severance As an additional Severance Benefit, the Company will continue to pay the cost of your health care coverage in effect at the time of your Separation from Service for a maximum of twelve (12) months, either under the Company’s regular health plan (if permitted), or by paying your COBRA premiums (the “COBRA Severance”). The Company’s obligation to pay the COBRA Severance on your behalf will cease if you obtain health care coverage from another source (e.g., a new employer or spouse’s benefit plan), unless otherwise prohibited by applicable law. You must notify the Company within two (2) weeks if you obtain coverage from a new source. This payment of COBRA Severance by the Company would not expand or extend the maximum period of COBRA coverage to which you would otherwise be entitled under applicable law. Notwithstanding the above, if the Company determines in its sole discretion that it cannot provide the foregoing COBRA Severance without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company shall in lieu thereof provide to you a taxable monthly payment in an amount equal to the monthly COBRA premium that you would be required to pay to continue your group health coverage in effect on the date of your termination (which amount shall be based on the premium for the first month of COBRA coverage), which payments shall be made on the last day of each month regardless of whether you elect COBRA continuation coverage and shall end on the earlier of (x) the date upon which you obtain other coverage or (y) the last day of the twelfth (12th) calendar month following your Separation from Service date.

  • Health and Welfare Benefits applies to full-time nurses only)

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

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