FMLA

Family and Medical Leave Act (FMLA)

Under the Family and Medical leave Act of 1993 (FMLA), you may be entitled to family or medical leave. If you are eligible and elect to take FMLA leave, your coverage under the Plan will continue with no interruption of active employment until the earlier of the end of such leave, or the date you notify your employer you do not intend to return to work at the end of the FMLA leave.

Continued active participation in the Plan while on FMLA leave will be at your option. Employers are responsible for funding the same portion of the employee's premium that they paid before FMLA leave. Employees are responsible for funding the same portion of the premium that they paid before the FMLA leave. If you elect not to continue your benefits during the FMLA leave, your coverage will be reinstated without regard to any pre-existing condition limitation on your return to active working status on or before the end of the FMLA leave.

A leave taken under FMLA does not constitute a COBRA qualifying event unless the employee fails to return to work at the end of the FMLA leave. In that case, the last day of FMLA leave would be the qualifying event date for COBRA. You must contact your employer to determine your eligibility for FMLA leave.

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