2021 Archdiocese of Atlanta Meritain Group Plan Doc - Manual / Resource - Page 11
at least 30 days’ advance written notice to you or your covered Dependent who is affected before coverage will be
retroactively terminated. As provided above, coverage may be retroactively terminated in cases where required
Employee contributions have not been paid by the applicable deadline. In those cases, no advance written notice
Continuation of Coverage under the Family and Medical Leave Act (FMLA)
An eligible Employee that qualifies for FMLA is entitled to a maximum of 12 weeks of unpaid leave in any 12-month
period for reasons that qualify under FMLA. The Employee must have worked for the Employer for at least 12
months, and have worked at least 1,250 hours during the 12 months preceding the start of the leave.
The National Defense Authorization Act (NDAA) expands FMLA to include leaves for military families. A Spouse,
son, daughter, parent, or next of “kin” will be allowed up to 26 weeks during a 12-month period to care for a member
of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment,
recuperation, or therapy, otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a
serious Injury or Illness.
An Employee may choose not to retain health coverage during the FMLA leave. However, when an Employee
returns from leave, the Employee is entitled to have coverage reinstated on the same basis as it would have been
if the leave had not been taken. Coverage will be reinstated without any additional qualification requirements
imposed by the Health Care Plan. (The Health Care Plan's provisions with respect to Deductibles and Coinsurance
amounts will apply on the same basis as they did prior to the FMLA leave.)
The Employer may offer FMLA payment options as follows: (1) in advance; (2) as the FMLA leave goes along; or
(3) upon return to active work. However, item number (1), payments in advance, may not be the only option offered.
Continuation of Coverage under State Family and Medical Leave Laws
To the extent this Health Care Plan is required to comply with a State family and medical leave law that is more
generous than the FMLA, continuation of coverage under this Health Care Plan will be provided in accordance with
such State family and medical leave law, as well as under FMLA.
Continuation of Coverage under USERRA
You may elect to continue Health Care Plan coverage under the Uniformed Services Employment and
Reemployment Rights Act (USERRA) if you are absent from work due to military service in the Uniformed Services
(as defined under USERRA). You may elect to continue coverage for yourself and any of your Dependents that
were covered under the Health Care Plan at the time of your leave. Your eligible Dependents do not have an
independent right to elect coverage under USERRA; therefore, unless you elect to continue coverage on their
behalf, your eligible Dependents will not be permitted to continue coverage under USERRA separately.
To elect coverage under USERRA, you must submit your election to continue coverage under USERRA, on a form
prescribed by the Employer to the Employer within 60 days after the date of your leave. Coverage under the Health
Care Plan will become effective as of the date of your leave and will continue for the lesser of (a) 24 months
(beginning on the date your absence begins); or (b) the period of time beginning on the date your absence begins
and ending on the day after the date you return to employment with the Employer or fail to apply for or return to
employment with the Employer within the time limit applicable under USERRA.
If your leave is 31 days or more, you will be required to pay up to 102% of the full contribution under the Health
Care Plan. If your leave is 30 days or less, you will not be required to pay more than the amount (if any) you would
have paid had you remained an active Employee of the Employer. Your Employer will notify you of the procedures
for making payments under this Health Care Plan.
Continuation coverage provided under USERRA counts towards the maximum coverage period under the
Continuation Coverage provision of the Health Care Plan (if applicable).
An Employee returning from USERRA-covered military leave who participated in the Health Care Plan immediately
before going on USERRA leave has the right to resume coverage under the Health Care Plan upon return from
USERRA leave, as long as the Employee resumes employment within the time limit that applies under USERRA.
No waiting period will apply to an Employee returning from USERRA leave (within the applicable time period) unless