Group Health Plan Coverage. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the County contribution by maintaining their employment in pay status as described in Section 10.8 -
Group Health Plan Coverage. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the County contribution by maintaining their employment in pay status as described in Section 16.12. During the eighteen (18) weeks of an approved medical or family care leave under Section 16.5 above, the County will continue its contribution for such health plan coverage even if accruals are not available for use to maintain pay status as required under Section 16.12. In order to maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage, either through payroll deduction or by paying the County directly.
Group Health Plan Coverage a. During Leave of Absence. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the County contribution by maintaining their employment in pay status as described in Section 14.6. In order to maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage, either through payroll deduction or by paying the County directly.
Group Health Plan Coverage. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with CCCERA contribution by maintaining their employment in pay status as described in Section 12.3.
Group Health Plan Coverage. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the District contribution by maintaining their employment in pay status as described in Section 13.11. During the twelve (12) weeks of an approved FMLA/CFRA under Section 13.4 above, the District will continue its contribution for such health plan coverage even if accruals are not available for use to maintain pay status as required under Section 13.11. In order to maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage, either through payroll deduction or by paying the County directly.
Group Health Plan Coverage. As further consideration, TRW will continue to provide medical coverage under the TRW Executive Health Care Plan through the end of the month following the month of the Termination Date, provided you continue to make contributions in accordance with the Plan. You may elect within sixty (60) days of the date your Executive Health Care Plan coverage ends to continue group health coverage under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) for a period of up to 18 months after the date your Executive Health Care Plan coverage ends based on either the TRW Executive Health Care Plan or any TRW ChoicePlus medical plan option. You will be responsible for the COBRA costs of the plan.
Group Health Plan Coverage. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the County contribution by maintaining their employment in pay status as described in Section 10.11 - Leave Without Pay-Use of Accruals, below. During the approved FMLA, CFRA, or PDL leave the County will continue its contribution for such health plan coverage even if accruals are not available for use to maintain pay status as required under Section 10.11 – Leave Without Pay-Use of Accruals. In order to maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage, either through payroll deduction or by paying the County directly.
Group Health Plan Coverage. The Employer will continue its contributions to group health plan insurance for an Employee who is out on family or medical leave. The Employee must continue to pay their share of such premium during the leave period.
Group Health Plan Coverage. Employee will be covered under the Company's group health plan (in which Employee and any eligible dependents were enrolled) through the last day of the month in which the Separation Date occurs. Effective on the first day of the month following the Separation Date, Employee will be eligible to continue Employee's current coverage for Employee and Employee's covered dependents under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”), provided that Employee timely elects such coverage. For the avoidance of doubt, such election and the payment of any premiums to maintain COBRA coverage shall be the sole responsibility of Employee.
Group Health Plan Coverage. Pendrell will pay all fees, expenses, premiums and other charges to continue all group health insurance, under COBRA, at the same level of coverage of group health insurance received prior to the Resignation Date, including without limitation all medical, dental and vision coverage for Employee and his covered eligible dependents for so long as he elects and remains eligible for COBRA. This obligation will expire on the second anniversary of the Resignation Date.
