Common use of Continuation of Health Benefits Clause in Contracts

Continuation of Health Benefits. A benefits-eligible employee on Pregnancy Disability Leave shall be entitled to continue participation in health plan coverage (medical, dental, and vision) as set forth in Section B.1.h.4., above, whether or not the Pregnancy Disability Leave also qualifies as FML under the FMLA.

Continuation of Health Benefits. A benefits-eligible An employee on Pregnancy Disability Leave shall be entitled to continue participation in health plan coverage (medical, dental, and visionoptical) as set forth in Section B.1.h.4., aboveDE.4.b. below, whether or not the Pregnancy Disability Leave also qualifies as FML under the FMLA. Other group insurance coverages and retirement benefits shall be continued in accordance with the provisions of the applicable group insurance and retirement system regulations.

Continuation of Health Benefits. A benefits-eligible An employee on Pregnancy Disability Leave shall be entitled to continue participation in health plan coverage (medical, dental, and visionoptical) as set forth in Section B.1.h.4., aboveD.4.b. below, whether or not the Pregnancy Disability Leave also qualifies as FML under the FMLA. Other group insurance coverages and retirement benefits shall be continued in accordance with the provisions of the applicable group insurance and retirement system regulations.

Continuation of Health Benefits. A benefits-eligible employee on Pregnancy Disability Leave shall be entitled to continue participation in health plan coverage (medical, dental, and vision) as set forth in Section B.1.h.4D.1.h.4., above, whether or not the Pregnancy Disability Leave also qualifies as FML under the FMLAFML.

Continuation of Health Benefits. A benefits-eligible employee on Pregnancy Disability Leave shall be entitled to continue participation in health plan coverage (medical, dental, and vision) as set forth in Section B.1.h.4B.1.i.4., above, whether or not the Pregnancy Disability Leave also qualifies as FML under the FMLA.