Dependent Children. City contributions for dependent children will end the month during which the dependent child turns age 23. The dependent child may continue on the plan until age 26, in accordance with plan provisions; however, the City will not pay any contributions toward the dependent child’s medical premium past age 23. The following examples illustrate the impact to the City contribution when a dependent child turns age 23:
Dependent Children. In the event an employee is killed during the performance of his/her job duties, the State shall pay the tuition of his/her dependent children who are accepted as students through the normal admission process to attend the University of Maine, the Maine Community College System or the Maine Maritime Academy. Each dependent child shall be eligible for the benefit for five (5) years from his/her first admission date to either system or until the requirements for degree have been met, whichever comes first.
Dependent Children. “Dependent children” includes the employee’s natural children, stepchildren, legally adopted children, xxxxxx children and the dependent children of a registered domestic partner. The following dependent children are covered:
Dependent Children. After employee completes four (4) months of service: Fifty percent (50%) tuition remission. For employees hired prior to January 1, 1997, one hundred percent (100%) tuition remission after employee completes sixteen (16) months of service. For employees hired on or after January 1, 1997, ninety percent (90%) tuition remission after employee has completed sixteen (16) months of service. The two (2) summer terms will count as one (1) semester for the purpose of this Article. The University may refuse to allow an employee who is delinquent in making tuition payments to continue under the Tuition Remission Program. The University reserves the right to refuse to allow an employee to attend a class under the Tuition Remission Program where such attendance would conflict with work schedules. Further, no employee will receive pay while attending class during scheduled work hours. Employees may make the required tuition remission co-payment through payroll deductions; to be paid in full by the end of the semester for which the co-payment is due. Other limitations and special conditions relating to the University’s plan description, as set forth in the University’s Application for Tuition Remission, shall also be applicable under this Article.
Dependent Children. A dependent child includes any unmarried dependent under age twenty-one (21) or under age twenty-five (25) if the child is a full-time student. A physically or mentally disabled child is covered regardless of age, provided the child is dependent on the employee for support.
Dependent Children. (i) The tuition fees waived shall be for full-time or part-time credit courses in any undergraduate degree, diploma or certificate programme or their equivalent;
Dependent Children. Dependent children under the age of 21 may be members of the Club as part of a Couple, Family or Family Plus Membership. Dependent children 21 years or older must either have their own membership or use the facilities as a guest. Dependent children not part of a Couple, Family, or Family Plus Membership are not entitled to the rights and privileges of this category of membership but may be guests in accordance with this Agreement.
Dependent Children. Effective January 1, 1992, dependent children are covered through the end of the calendar year in which they reach age 26. They will be covered through the end of the calendar year in which they reach age 24-ONLY IF A FULL-TIME STUDENT.
Dependent Children. When your enrolled child no longer qualifies as a dependent, coverage will end on the last day of the month in which the dependent attains the age of 26 or otherwise ceases to qualify as an eligible dependent. See ”Eligibility and Enrollment” for information on when your dependent child is eligible beyond age 25. See State and Federal Continuation Coverage where you can find more information on other coverage options for those who no longer qualify for coverage. If You Die Coverage for your dependents will end on the last day of the month in which your death occurs. However, your dependents may extend their coverage on a self-pay basis. Refer to the State and Federal Continuation Coverage section for details on the extended coverage. State and Federal Continuation Coverage Under federal and state laws, you and your family members can have the right to continue this plan’s coverage for a specified time. The following sections describe your rights to continuation under state and federal laws, and the requirements you must meet to enroll in continuation coverage. Oregon State Continuation Under this plan, you may have continuation coverage rights under Oregon state law. State Continuation Eligibility When Employer has Less than 20 Employees If your employer has fewer than 20 employees, or if your group is not subject to the continuation of coverage provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) as amended, you can continue your coverage for up to nine months. You and your enrolled family members can continue coverage if you, the employee, no longer qualify for coverage under the plan (for example, if your work hours are reduced or you quit your job). Your spouse or domestic partner and dependent children can also continue coverage under this plan if you divorce, dissolve your domestic partnership, become eligible for Medicare benefits that results in a loss of coverage, or die. Your children can also continue coverage under this plan if they no longer qualify as a dependent under the terms of this plan. Continuation coverage can last a maximum of nine months. Premium for continuation coverage is the responsibility of you or your family member. The following restrictions also apply to anyone electing Oregon continuation coverage: • To qualify for continuation, you must have been covered under the plan for at least three months before the date of the qualifying event. If your employer recently switched to this Group Policy fr...