Maintenance of Health Benefits. The District shall maintain the unit member's health benefits coverage during the leave period as if the unit member were still actively working.
Maintenance of Health Benefits. A covered employer is required to maintain group health insurance coverage, including family coverage, for an employee on FMLA leave on the same terms as if the employee continued to work.
Maintenance of Health Benefits. The College is required to maintain group health insurance coverage for employees on FMLA leave on the same terms as if the employee had continued to work. Employees shall pay their share of dependents health insurance premiums while on leave. If the employee fails to return to work, the College may recover premiums it paid to maintain his or her health coverage.
Maintenance of Health Benefits. Health insurance benefits in effect on January 1, 2014 shall be maintained at their current levels, except for changes required by federal and/or state law or the vendor, unless changes are agreed to by the Board and Association. In order to comply with federal mandates or to avoid penalties or taxes imposed by the Affordable Care Act, the Board may offer additional plans which will meet the requirements of the Affordable Care Act. the same provider will be used for all offered plans, and these plans shall be priced in the aggregate with the intent of keeping each plan viable. The Association will be notified in writing by Human Resources in the event of any vendor-required changes.
Maintenance of Health Benefits. The suspended Instructional Employee may exercise the option of maintaining group insurance coverages, at the Instructional Employee's expense, during his/her suspension and if allowable by the insurers under the provision of Article VII - Insurance.
Maintenance of Health Benefits. The University will continue coverage under the Eligible Employee's group health plan(s) (medical, dental, vision, medical reimbursement account) for the duration of the twelve (12) workweeks at the level and under the conditions coverage would have been provided if the Eligible Employee had continued in employment continuously during the Leave.
Maintenance of Health Benefits. The City will maintain coverage for the employee and (if applicable) the employee’s family under the group health plan during family and medical leave. This coverage will be provided if the employee or the employee’s family were covered under the plan at the time the leave was taken and on the same terms as if the employee had continued to work. Employees must make arrangements with the Human Resources/Risk Management Department to pay the family health plan premiums while on unpaid FMLA leave.
Maintenance of Health Benefits. The College will maintain group health insurance coverage for an employee on FMLA leave on the same terms as if the employee continued to work. An employee on unpaid FMLA leave must make arrangements to pay his or her normal portion of the insurance premiums to maintain insurance coverage. Duration of College’s obligation is as defined in Section 13.7. The College's obligation to maintain health benefits under FMLA stops if and when an employee informs the College of intent not to return to work at the end of the leave, or if the employee fails to return to work when the FMLA leave entitlement is exhausted. The College's obligation also ceases if the employee's premium payment is more than thirty (30) days late and the College has given the employee written notice at least fifteen (15) days in advance advising that coverage will cease if payment is not received. The College may recover premiums if paid to maintain health insurance coverage for an employee who fails to return to work from a FMLA leave.
Maintenance of Health Benefits. 1. The City shall maintain the member's exact level of health benefits, at no cost to the member, for a period of one (1) year.
Maintenance of Health Benefits. An employee granted leave under this policy shall continue to be covered for health care benefits at the same level and conditions of coverage (including contribution to premium), which existed prior to the commencement of leave. If an employee voluntarily fails to return to service upon the expiration of the leave, except for reasons of a continuing serious health condition or circumstances beyond the employee's control, the employee must reimburse the School District for health care premiums paid by the School District during the period of the unpaid leave. The employee, in order to avoid a refund obligation, may waive the School District's obligation to continue health care benefits.
