Health Benefit Continuation. For twelve (12) months following the Date of Termination, the Executive and his spouse and other dependents shall continue to be covered by the medical, dental, vision and prescription drug plan(s) maintained by the Company in which the Executive and his spouse or other dependents were participating immediately prior to the Date of Termination; provided that to the extent such continued coverage is not permitted under the Company's plans, for each of the twelve (12) months beginning in the month the Date of Termination occurs, the Company will provide substantially similar benefits or, at the Company's option, pay to Executive an amount, grossed up for income and employment taxes thereon, equal to the dollar amount that would have been paid by the Company for such coverage for the Executive and/or the Executive's family under the Company's plan(s) during such period; provided, however, that if the Executive becomes reemployed with another employer and is eligible to receive medical or health benefits under another employer-provided plan, program, practice or policy the medical and health benefits described herein shall be immediately terminated upon the commencement of coverage under the new employer's plan, program, practice or policy.
Health Benefit Continuation. Group health plan coverage and premium payment shall be maintained on the same basis as if the unit member were in paid status. District and unit member will continue to pay normal cost. However, if the unit member fails to return to work after the expiration of FMLA leave, the District has the right to recover from the unit member its cost of premium payments for group health plan benefits paid during periods of unpaid FMLA leave.
Health Benefit Continuation. For eighteen (18) months following the Date of Termination, the Company shall pay the COBRA premiums for the Executive and his spouse and other eligible dependents for the medical, dental, vision and prescription drug plan(s) maintained by the Company in which the Executive and his spouse or other dependents were participating immediately prior to the Date of Termination; provided, however, that if the Executive becomes reemployed with another employer and is eligible to receive medical or health benefits under another employer-provided plan, program, practice or policy the Company’s COBRA premium payments benefits described herein shall be immediately terminated upon the commencement of coverage under the new employer’s plan, program, practice or policy. In addition, to the extent that the COBRA premiums paid by the Company are taxable to the Executive, the Company shall pay to the Executive a gross-up payment for applicable taxes. Such payment shall be made monthly during the period the COBRA premiums are paid by the Company.
Health Benefit Continuation. For twelve (12) months following the Date of Termination, the Executive and his spouse and other dependents shall continue to be covered by the medical, dental, vision, and prescription drug plan(s) maintained by the Company in which the Executive and his spouse or other dependents were participating immediately prior to the Date of Termination; provided that to the extent such continued coverage is not permitted under the Company’s plan(s), for each of twelve (12) months beginning in the month the Date of Termination occurs, the Company will provide substantially similar benefits or, at the Company’s option, will pay to the Executive an amount, grossed up for income and employment taxes thereon, equal to the dollar amount that would have been paid by the Company for medical, dental, vision, and prescription drug coverage for the Executive and the Executive’s family under the Company’s plan(s) during such period; provided, however, that if the Executive becomes reemployed with another employer and is eligible to receive such benefits under another employer-provided plan, program, practice or policy the health benefits described herein shall be immediately terminated upon the commencement of coverage under the new employer’s plan, program, practice or policy.
Health Benefit Continuation. For a period of six (6) months following the Separation Date, MSC shall either pay or reimburse Xxxxx for one hundred percent (100%) of Xxxxx’ COBRA premiums to continue for such period the same or reasonably equivalent medical coverage for Xxxxx (and, if applicable, Xxxxx’ eligible dependents) as in effect immediately prior to the Separation Date. For a period of six (6) months following the Separation Date, Xxxxx shall also be entitled to continued supplemental medical benefit coverage under MSC’s executive medical benefit program.
Health Benefit Continuation. In the event Executive’s employment is terminated by the Company other than for cause prior to December 31, 2007, Executive will be provided with the opportunity to receive Company-paid health benefit continuation. Specifically, if Executive elects to continue his medical and dental insurance coverage after the Retirement Date under the law known as COBRA, the Company shall pay a percentage of the medical and dental insurance premiums for Executive and his dependents equal to the same percentage of such premiums paid by the Company during the Executive’s employment from the Retirement Date until the earlier of: (i) December 31, 2007, (ii) the date Executive and his dependents become eligible for health or dental insurance through another employer, or (iii) the date Executive and his dependents become ineligible for COBRA for any reason (the “Benefit Continuation Period”). Executive shall promptly notify the Company upon becoming eligible for health or dental insurance from another employer or upon becoming otherwise ineligible for COBRA. If Executive elects COBRA continuation coverage, he may continue coverage for himself and any dependents after the end of the Benefit Continuation Period at his own expense for the remainder of the COBRA period, to the extent he and they remain eligible.
Health Benefit Continuation. During any period that an eligible employee takes unpaid family care leave, the District shall continue to provide health and welfare benefits to the same extent provided to other similarly situated employees for not more than twelve (12) weeks per year. The District may recover from the employee, the costs of maintaining coverage during the unpaid family care leave if the employee fails to return from leave after the period of leave has expired and the failure to return is for reasons other than the continuation, recurrence or onset of a serious health condition or other circumstances beyond the control of the instructor, such as the employee’s death.
Health Benefit Continuation. The Company will pay the COBRA premiums for continuation of healthcare benefits for you and your eligible dependents for so long as you are otherwise eligible for such coverage during the 12-month period following a Qualifying Termination. You will be responsible for all other costs, such as co-payments and deductibles.
Health Benefit Continuation. If Executive becomes entitled to a Separation Payment, Executive shall have the opportunity to continue his health care benefits, and those of his eligible dependents, in accordance with COBRA. The parties agree that during the six calendar months following the month in which the Termination Date occurs, Compaq shall make any necessary payments or adjustments such that Executive shall have the opportunity to continue these health care benefits at the employee premium rate. After this six-month period, Executive shall have the opportunity to continue such coverage at the COBRA premium rate.
Health Benefit Continuation. Employee’s health (medical, dental, vision, health care flexible spending), AD&D and life insurance benefits will continue in a manner substantially the same as those benefits were provided immediately prior to the termination and at substantially the same cost to the employee, but subject to increases applied to active salaried employees until either (a) the first of the month after Employee becomes eligible for coverage by another employer or (b) the end of the month in which the final Income Protection Payment is made, whichever is shorter. Employee agrees to inform Exide immediately if he becomes eligible for health insurance coverage by another employer. During the period described above, the difference between the cost for benefit continuation of coverage that Employee would be required to pay for such continuation coverage under COBRA and the amount Employee is required to pay for such coverage during such period will be considered imputed income to Employee. Employee will be responsible for the payment of income tax as a result of such imputed income. During the period between termination of employment and commencement of Income Protection Payments, Employee will pay to Exide monthly payments equal to the amount Employee is required to pay for such coverage during such period; thereafter, Employee’s cost will be withheld from such Income Protection Payments. Employee may, but is not required, to continue participating in Exide’s medical and dental plans for a limited period of time by electing COBRA continuation coverage. Additional information about COBRA may be obtained by contacting Ms. Xxxxx Xxxxx, Director Employee Benefits, Exide Technologies, 00000 Xxxxxxxxx Xxxxxxx, Xxxx. 000, Xxxxxx, GA 30004.
