Status of Employee Benefits. While on FMLA leave, employees may continue to participate in the Town's group health insurance in the same manner as employees not on FMLA leave. In the event of unpaid FMLA leave, an employee shall pay to the Town of Derry the employee's share of any medical insurance premiums once per month in advance on the first day of each month. In the event that the employee elects not to return to work upon completion of a FMLA leave of absence, the Town may recover from the employee the cost any payment to maintain the employee's medical coverage, unless the employee's failure to return to work was for reasons beyond the employee's control. Employees shall accrue benefit entitlements based on length of service while on paid status. Employees on unpaid leave will not accrue earned time benefit entitlements based on length of service. At the end of an authorized FMLA leave, an employee will be reinstated to his or her original or a comparable position.
Status of Employee Benefits. Except for any right you may have to continue your participation and that of your eligible dependents in the Employer’s group medical, dental, and vision plans under the federal law known as “COBRA”, your participation in all employee benefit plans of the Employer will end as of the Separation Date, in accordance with the terms of those plans. You will not continue to earn paid time off or other similar benefits after the Separation Date.
Status of Employee Benefits. While on FMLA leave, employees may continue to participate in the Town’s group health insurance in the same manner as employees not on FMLA leave. In the event of unpaid FMLA leave, an employee shall pay to the Town Finance Director the employee’s share of any medical insurance premiums once per month in advance on the first day of each month. For contributions to a flexible spending account, if any, during any unpaid FMLA leave, such amounts must be withheld from the employee’s last paycheck or checks. In the event that the employee elects not to return to work upon completion of a FMLA leave of absence, the Town may recover from the employee the cost of any payments to maintain the employee’s medical coverage, unless the employee’s failure to return to work was for reasons beyond the employee’s control. Benefit entitlements based on length of service will be calculated as of the last paid work day prior to the start of the leave of absence; for example, an employee on leave will not accrue vacation. At the end of an authorized FMLA leave, an employee will be reinstated to his or her original or a comparable position.
Status of Employee Benefits a. Any teacher who is granted an approved leave of absence under the Board policy shall retain all insurance benefits, as such benefits may be modified for the group, for the duration of the leave.
b. In the event that a teacher elects not to return to work upon completion of an approved leave of absence, the District may recover from the employee, the cost of maintenance of the teacher’s coverage, unless the failure to return was for reasons beyond the teacher’s control. These reasons may include the continuation, recurrence, or onset of a serious health condition affecting the employee’s spouse, child, parent, or himself or herself that entitles the employee to take leave under FMLA.
c. If a teacher claims that he or she cannot return from leave because of a serious health condition, the teacher must provide certification from a health care provider of the teacher or of the son, daughter, spouse, or parent of the teacher, as appropriate, that he or she is unable to return to work because of a serious health condition. The teacher must provide a copy of the certification to the District within five (5) days of the expiration date of the leave.
Status of Employee Benefits. The Executive’s participation in all employee benefit plans of the Company will cease in accordance with the terms of those plans, except as expressly provided herein.
Status of Employee Benefits. Except as expressly provided otherwise in this Agreement, Employee’s participation in all employee benefits plans of the Company shall end as of the Separation Date in accordance with the terms of those plans.
Status of Employee Benefits. Except for any right Consultant and her eligible dependents may have to continue participation in the Company’s group medical, dental, and vision plans under the federal law known as “COBRA” or under the Severance Agreement, Consultant’s participation in all employee benefit plans of the Company shall end as of the Effective Date. In accordance with the terms of those plans, Consultant will be given timely notice of eligibility for continuation coverage through COBRA and Consultant will need to actively elect COBRA in order for any health insurance benefits to continue after the Effective Date.
Status of Employee Benefits. Throughout the Term, you and your eligible dependents will remain eligible to participate in all employee benefit plans of the Company that are made available generally to senior executive officers of the Company, subject to the terms of such plans; provided that you will not earn vacation or other similar benefits at any time.
Status of Employee Benefits. Following the First Transition Date, you and your eligible dependents will remain eligible to participate in all employee benefit plans of the Company that are made available generally to senior executive officers of the Company, subject to the terms of such plans; provided that you will not earn vacation or other similar benefits at any time after the First Transition Date. As of the Second Transition Date, except for any right you may have to continue your participation and that of your eligible dependents in the Company’s group medical, dental, and vision plans under the federal law known as “COBRA”, your participation in all employee benefit plans of the Company will end in accordance with the terms of those plans. To the extent you properly elect COBRA continuation coverage, beginning on May 1, 2014, the Company shall, to the extent permitted under applicable law, reimburse you on a monthly basis for the full cost of the premiums due for such coverage for a period that ends on the earlier to occur of (i) expiration or early termination of COBRA continuation coverage in accordance with the requirements of COBRA, and (ii) December 31, 2014. In the event the Company’s payment obligations end based on clause (ii) of the foregoing sentence, you shall be responsible for properly paying the full cost of the premiums due for any future COBRA continuation coverage to which you are then entitled.
Status of Employee Benefits. While on FMLA leave, employees may continue to participate in the Department's group health insurance in the same manner as employees not on FMLA leave. In the event of unpaid FMLA leave, an employee shall pay to the City's Finance Director the employee's share of any medical insurance premiums once per month in advance on the first day of each month. In the event that the employee elects not to return to work upon completion of a FMLA leave of absence, the Department may recover from the employee the cost of any payments to maintain the employee's medical coverage, unless the employee's failure to return to work was for reasons beyond the employee's control. Benefit entitlements based on length of service will be calculated as of the last paid work day prior to the start of the leave of absence; for example, an employee on leave will not accrue vacation or sick time. At the end of an authorized FMLA leave, an employee will be reinstated to his or her original or a comparable position.
