Common use of Continued Eligibility and Payment of Premiums Following Layoff or Furlough Clause in Contracts

Continued Eligibility and Payment of Premiums Following Layoff or Furlough. Notwithstanding anything in Sections I.A.1 and I.A.6 to the contrary, employees who have been furloughed (a furlough is a temporary lay-off for a specified period with a definite return date) shall remain eligible to receive benefits under the Health Benefits Program, and shall continue to be entitled to the District’s contribution towards the premium costs of the plans in which they and their dependents are enrolled, during the period of their furlough. When an employee is laid off (a layoff is a separation from regular service for lack of work or lack of funds, or because of a reduction in force) CalPERS’ business rules stipulate termination of coverage for layoff beginning the next month after separation date. Employees who have been laid-off shall, upon applying and qualifying for COBRA (see section I.A.9 below), continue to be entitled to the District’s contribution towards the COBRA premium costs of their plans, according to the following table: Years of Service Months of Continuation Following Layoff 6-10 4 months 11 or more 6 months These rules for furlough and lay-off do not apply to employees who are in temporary or limited status.

Continued Eligibility and Payment of Premiums Following Layoff or Furlough. Notwithstanding anything in Sections I.A.1 I.A. l and I.A.6 to the contrary, employees who have been furloughed (a furlough is a temporary lay-off for a specified period with a definite return date) shall remain eligible to receive benefits under the Health Benefits Program, and shall continue to be entitled to the District’s 's contribution towards the premium costs of the plans in which they and their dependents are enrolled, during the period of their furlough. When an employee is laid off (a layoff is a separation from regular service for lack of work or lack of funds, or because of a reduction in force) CalPERS’ ' business rules stipulate termination of coverage for layoff beginning the next month after separation date. Employees who have been laid-off shall, upon applying and qualifying for COBRA (see section I.A.9 l.A.9 below), continue to be entitled to the District’s 's contribution towards the COBRA premium costs of their plans, according to the following table: Years of Service Months of Continuation Following Layoff 6-10 4 months 11 or more 6 months These rules for furlough and lay-off do not apply to employees who are in temporary or limited status.

Continued Eligibility and Payment of Premiums Following Layoff or Furlough. Notwithstanding anything in Sections I.A.1 and I.A.6 to the contrary, employees who have been furloughed (a furlough is a temporary lay-off lay−off for a specified period with a definite return date) shall remain eligible to receive benefits under the Health Benefits Program, and shall continue to be entitled to the District’s contribution towards the premium costs of the plans in which they and their dependents are enrolled, during the period of their furlough. When an employee is laid off (a layoff is a separation from regular service for lack of work or lack of funds, or because of a reduction in force) CalPERS’ business rules stipulate termination of coverage for layoff beginning the next month after separation date. Employees who have been laid-off laid−off shall, upon applying and qualifying for COBRA (see section I.A.9 I A 9 below), continue to be entitled to the District’s contribution towards the COBRA premium costs of their plans, according to the following table: Years of Service Months of Continuation Following Layoff 6-10 6−10 4 months 11 or more 6 months These rules for furlough and lay-off lay−off do not apply to employees who are in temporary or limited status.

Continued Eligibility and Payment of Premiums Following Layoff or Furlough. Notwithstanding anything in Sections I.A.1 and I.A.6 to the contrary, employees who have been furloughed (a furlough is a temporary lay-off for a specified period with a definite return date) shall remain eligible to receive benefits under the Health Benefits Program, and shall continue to be entitled to the District’s contribution towards the premium costs of the plans in which they and their dependents are enrolled, during the period of their furlough. When an employee is laid off (a layoff is a separation from regular service for lack of work or lack of funds, or because of a reduction in force) CalPERS’ business rules stipulate termination of coverage for layoff beginning the next month after separation date. Employees who have been laid-laid- off shall, upon applying and qualifying for COBRA (see section I.A.9 I A 9 below), continue to be entitled to the District’s contribution towards the COBRA premium costs of their plans, according to the following table: Years of Service Months of Continuation Following Layoff 6-10 4 months 11 or more 6 months These rules for furlough and lay-off do not apply to employees who are in temporary or limited statusstatus or classified specially funded program (SFP) status unless they hold regular or permanent status in another position in the District.

Continued Eligibility and Payment of Premiums Following Layoff or Furlough. Notwithstanding anything in Sections I.A.1 and I.A.6 to the contrary, employees who have been furloughed (a furlough is a temporary lay-off for a specified period with a definite return date) shall remain eligible to receive benefits under the Health Benefits Program, and shall continue to be entitled to the District’s contribution towards the premium costs of the plans in which they and their dependents are enrolled, during the period of their furlough. When an employee is laid off (a layoff is a separation from regular service for lack of work or lack of funds, or because of a reduction in force) CalPERS’ business rules stipulate termination of coverage for layoff beginning the next month after separation date. Employees who have been laid-off shall, upon applying and qualifying for COBRA (see section I.A.9 below), continue to be entitled to the District’s contribution towards the COBRA premium costs of their plans, according to the following table: Years of Service Months of Continuation Following Layoff 6-10 4 months 11 or more 6 months These rules for furlough and lay-off do not apply to employees who are in temporary or limited status.