Dependent's Eligibility for Benefits. A covered Eligible Employee also may enroll his or her Eligible Dependents for coverage under the Plan if dependent coverage is offered for that particular Plan and such dependents qualify as "Eligible Dependents" as defined in the Adoption Agreement and under the provisions of the applicable Benefits Guide. Generally, you must be covered by the applicable Plan, as an Eligible Employee, before an Eligible Dependent's coverage will take effect. If you timely elect dependent coverage, their coverage generally begins on the same date your coverage begins as specified in the Adoption Agreement. No person may be covered as both an Eligible Employee and an Eligible Dependent and no person may be covered as an Eligible Dependent by more than one Eligible Employee. Please read the Adoption Agreement and the applicable Benefits Guide carefully to determine whether your dependent is eligible for coverage under the Plan. The Adoption Agreement or Benefits Guide may provide that your dependent (e.g. Spouse) may only be covered under this Plan if he or she does not otherwise have coverage available through another group health plan. Notwithstanding anything to the contrary in the Adoption Agreement or Benefits Guide, the continued eligibility of children until age 26 pursuant to the Health Care Reform Act shall apply. The Plan Administrator has full and final discretion to determine if, and require you to verify that, a dependent satisfies the eligibility requirements of the Plan, and to determine whether a dependent has been timely enrolled in the manner which satisfies Plan requirements. In this regard, the Plan Administrator may require that you submit documentation to verify the relationships of the dependents whom you wish to enroll. The Plan Administrator will notify you of any dependent verification procedures. You also must notify the Plan Administrator within 30 days of any change to dependent's qualification (e.g. attainment of limiting age, disabled status, etc). Failure to timely notify the Plan Administrator within 30 days of a change may result in disciplinary action up to and including termination of employment and loss of your benefit coverage under the Plan. To the extent permitted under the Health Care Reform Act's restrictions on rescinding group health coverage, the Plan Administrator retains the right to retroactively or prospectively terminate coverage of a dependent as of the date that he or she no longer satisfies each of the Plan's eligibility ...
