Continuation of Health Coverage. If at any time during or after the Employment Term, the Executive's employment by the Company is terminated for any reason other than (i) a termination for Cause under Section 5.2, or (ii) his death, then for the period beginning on the date of expiration of the Severance Benefit Period and continuing until the earlier to occur of (a) the Executive's obtaining other employment through which health, medical and dental insurance coverage are available to him and (b) the Executive reaching age 65, the Company will use all commercially reasonable efforts to make available, or to cause to be made available, to the Executive and/or his dependents, at his expense, health, medical and dental insurance coverage comparable to the coverage that is generally available to management personnel from the Company. If at any time during or after the Employment Term, the Executive's employment by the Company is terminated by the Executive's death, the Company will use all commercially reasonable efforts to make available, or to cause to be made available, to the Executive's dependents, at their expense, health, medical and dental insurance coverage comparable to the coverage that is generally available to management personnel from the Company.
Continuation of Health Coverage. The Board shall maintain health coverage for the duration of the 12‐week family and medical leave period at the same level and under the same conditions as though the leave had not occurred. Thereafter, with the approval of the insurance carrier, health care coverage may be continued at the sole expense of the eligible teacher.
Continuation of Health Coverage. If you are participating in the medical, dental or vision plan coverage under the Health Plan at the time you terminate, you may elect to continue that coverage for 18 months (or longer if required by law). This is known as COBRA coverage. If you file a timely election to take COBRA coverage, you will have to pay the applicable employee cost for that coverage on a monthly basis (i.e., the cost you are currently paying as an active employee) and, pursuant to the terms of the Severance Plan, McDonald’s will pay the remainder of the cost through April 2020. You will only be able to take the COBRA coverage if you pay the applicable employee cost on a monthly basis. McDonald’s will not withhold your share of these costs from your cash severance. Beginning on May 1, 2020, your COBRA premium for any remaining months of COBRA coverage will be increased to 102% of the full COBRA premium cost (including both the employee and employer costs for the coverage). If you fail to pay the required COBRA premium by the end of the month for which the premium is due, your coverage will terminate as of the last day of the month for which your last premium was paid. McDonald’s will not pay any portion of the cost of COBRA coverage beyond May 1, 2020, regardless of whether you or your eligible dependents have an additional qualifying event under COBRA. Notwithstanding the foregoing, if COBRA coverage is no longer required to be provided under the federal laws governing COBRA, all payments for COBRA coverage under the Plan will also end. Further information about COBRA coverage will be provided by the Health Plan Administrator.
Continuation of Health Coverage. An employee who is on a leave of absence in accordance with Article 6 or who is laid off in accordance with Article 10 shall continue to have the Board provide the insurance coverages set forth in Section A above for the first three months immediately following the month the leave of absence, or layoff becomes effective and after, subject to the approval of the insurance carriers. Such an employee on a leave of absence or who is laid off who elects to have these coverages continued during the following nine (9) months or until the termination of the layoff or leave of absence, whichever occurs sooner, shall pay directly to the Board the total and current monthly premium for the insurance coverages continued for the employee on this basis. The three (3) months of extended health insurance provided under this provision will not be applicable to employees on a leave pursuant to Article 6 (L), Union Business, and (N), General Leave, of a month or more in length.
Continuation of Health Coverage. After the Employment Period, or upon Executive’s termination of employment Without Cause, for Good Reason or due to Disability or death, Executive shall be entitled to continue to purchase health coverage under Bank’s health plan for active employees for himself and his spouse until he reaches the age at which he is eligible for Medicare and, upon his eligibility for Medicare (or his death, if earlier), his spouse shall be eligible to purchase such coverage, in each case at the same cost Bank charges to its active executive employees.
Continuation of Health Coverage. An employee who is on a leave of absence in accordance with Article VI or who is laid off in accordance with Article X shall continue to have the Board provide the insurance coverages set forth in Section A above for the first three months immediately following the month the leave of absence, or layoff becomes effective and after, subject to the approval of the insurance carriers. Such an employee on a leave of absence or who is laid off who elects to have these coverages continued during the following nine (9) months or until the termination of the layoff or leave of absence, which ever occurs sooner, shall pay directly to the Board the total and current monthly premium for the insurance coverages continued for the employee on this basis.
Continuation of Health Coverage. As referenced in paragraph 3 of this Agreement and subject to your signing this Agreement, if you are eligible for, and you timely elect COBRA continuation, for a period of twelve (12) months following the Termination Date, the Company shall continue to provide you and your eligible family members with group health insurance coverage at least equal to that which would have been provided to you if your employment had not been terminated (or at Company's election, pay the applicable COBRA premium for such coverage); provided, however, that if you become re-employed with another employer and are eligible to receive group health insurance coverage under another employer's plans, Company's obligations under this Section shall terminate and any such coverage shall be reported by you to the Company. If you do not sign this Agreement (and/or if you revoke it), your Company-provided health coverage will end on your Termination Date; in such case, if you are eligible for, and timely elect COBRA continuation, you may continue health coverage pursuant to the terms and conditions of COBRA at your own expense. Unless otherwise set forth in the Employment Agreement, all other insured benefit coverage (e.g., life insurance, disability insurance) will also end on your Termination Date.
Continuation of Health Coverage. The Company will, at its expense, continue to provide you and your eligible dependents with the Company’s paid portion of health care coverage under the Company’s medical/dental plan until the earlier of (i) the one year anniversary of the Employment End Date or (ii) the first date that you are covered under another employer’s health benefit program which provides substantially the same level of benefits without exclusion for pre-existing medical conditions. Such Health Care Coverage will be in lieu of any other continued health care coverage to which you or your dependents would otherwise be entitled at your own cost under Code Section 4980B by reason of your termination of employment.
Continuation of Health Coverage. You will receive information, under separate cover, regarding your rights under COBRA to a temporary extension of your group health coverage, as well as timeframes necessary for continuations, conversions and/or distribution of benefits under the Company’s benefit programs after your Termination Date and otherwise in accordance with the terms thereof.
Continuation of Health Coverage. If you are participating in the medical, dental or vision plan coverage under the Health Plan as of your Termination Date, you may elect to continue such coverage for 18 months (or longer if required by law). This is known as “COBRA” coverage. If you file a timely election to take COBRA coverage, you shall pay the applicable employee cost for that coverage (i.e., the cost you are currently paying as an active employee) and, pursuant to the Severance Plan, McDonald’s shall pay the remainder of the cost through May 31, 2020. You shall only be permitted to take the COBRA coverage if you pay the applicable employee cost. McDonald’s shall not withhold your share of these costs from any other payments due to you hereunder. Beginning on June 1, 2020, your COBRA premium for any remaining months of COBRA coverage shall be increased to 102% of the full COBRA premium cost (including both the employee and employer costs for the coverage). McDonald’s shall not pay any portion of the cost of COBRA coverage beyond May 31, 2020, regardless of whether you or your eligible dependents have an additional qualifying event under COBRA. Notwithstanding the foregoing, if COBRA coverage is no longer required to be provided under the federal laws governing COBRA, all payments for COBRA coverage shall also end. Further information about COBRA coverage shall be provided by the Health Plan Administrator.
