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LEAVE OF ABSENCE
Family and Medical Leave Act (FMLA). If you go on a qualifying leave under FMLA, to the extent required by the FMLA,
your Employer will continue to maintain your benefit package options providing health coverage (including the Healthcare
FSA) on the same terms and conditions as if you were still active (that is, your Employer will continue to pay its share of
the contribution to the extent you opt to continue coverage). Your Employer may require you to continue coverage while
you are on paid leave (as long as Participants on non-FMLA paid leave are required to continue coverage). If so, you will
pay your share of the contributions by the method normally used during any paid leave.
If your coverage ceases while on FMLA leave, you will be permitted to re-enter the plan upon return from such leave, and
to participate in the plan on the same basis as you had been prior to the leave or as otherwise required by the FMLA. You
may elect reinstatement in the plan at the same coverage level in effect before the FMLA leave (with increased
contributions for the remaining period of coverage) or at a reduced pro-rata coverage level for the period of FMLA leave
during which you did not make contributions. Your coverage may be automatically reinstated as well, but only if coverage
for employees on non-FMLA leave is automatically reinstated upon return from leave.
Unpaid FMLA Leave. If you are going on unpaid FMLA leave and you opt to continue your Medical and Dental Insurance
Benefits and Healthcare FSA Benefits, then you may pay your share of the contributions in one of three ways:
(1) Prepay. Your share of contributions due during your leave may be paid either pre-tax or after-tax before your
leave begins provided any pre-tax pre-payments do not fund coverage for the next Plan Year.
(2) Pay-as-you-go. Your share of contributions will be paid on the same schedule as if you were not on leave or
under another schedule. Per the Department of Labor regulations, if you fail to make payments under this
option, your Employer is not required to continue coverage. If your Employer chooses to make payment and
thereby continue coverage, your Employer is entitled to recoup these amounts from you after you return from
leave.
(3) Catch-up. Your Employer may advance your share of contributions while you are on leave. Upon your return
from leave, your Employer may recover the advanced amounts on either a pre-tax or after-tax basis. Check with
your Employer to determine if this option is available under your plan.
Non-FMLA Leave. If you go on an unpaid leave of absence that does not affect eligibility, then you will continue to
participate and the contribution due from you will be paid by pre-payment before going on leave, with after-tax
contributions while on leave, or with catch-up contributions after the leave ends, as determined by the Plan
Administrator. If you go on an unpaid leave that affects eligibility, then the Change in Status rules will apply.
Military Leave. If you take a leave of absence due to military service, you may continue coverage under this plan as
required by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

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