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3. Family and Medical Leave Act (FMLA) If you take leave under the Family and Medical Leave Act, you may revoke or change your existing elections for health insurance and the Health Care Reimbursement Plan. If your coverage in these benefits terminates, due to your revocation of the benefit while on leave or due to your non - payment of contributions, you will be permitted to reinstate coverage for the remaining part of the Plan Year upon your return. For the Health Care Reimbursement Plan, you may continue your coverage or you may revoke your coverage and resume it when you return. You can resume your coverage at its original level and make payments for the time that you are on leave. For example, if you elect $1,200 for the year and are out on leave for 3 months, then return and elect to resume your coverage at that level, your remaining payments will be increased to cover the difference - from $100 per month to $150 per month. Alternatively your maximum amount will be reduced proportionately for the time that you were gone. For example, if you elect $1,200 for the year and are out on leave for 3 months, your amount will be reduced to $900. The expenses you incur during the time you are not in the Health Care Reimbursement Plan are not reimbursable. If you continue your coverage during your unpaid leave, you may pre -pay for the coverage, you may pay for your coverage on an after -tax basis while you are on leave, or you and your City may arrange a schedule for you to "catch up" your payments when you return. 4. Uniformed Services Employment and Reemployment Rights Act (USERRA) If you are going into or returning from military service, you may have special rights to health care coverage under your Health Care Reimbursement Plan under the Uniformed Services Employment and Reemployment Rights Act of 1994. These rights can include extended health care coverage. If you may be affected by this law, ask your Administrator for further details. 5. What Happens If I Terminate Employment? If you leave our employ during the Plan Year, your right to benefits will be determined in the following manner: -- You will remain covered by insurance, but only for the period for which premiums have been paid prior to your termination of employment. -- You will still be able to request reimbursement for qualifying dependent care expenses for the remainder of the Plan Year from the balance remaining in your dependent care account at the time of termination of employment. However, no further salary redirection and City contributions will be made on your behalf after you terminate. -- You may elect to continue your participation in the Health Care Reimbursement Plan for the remainder of the Plan Year. -- If you elect to continue your participation in the Health Care Reimbursement Plan, you must continue to make any required contributions to the Plan. -- If you elect not to continue participation in the Health Care Reimbursement Plan, participation will cease and no further salary redirection and City contributions will be contributed on your behalf. -- If your participation in the Health Care Reimbursement Plan ceases, you will be able to submit claims for health care expenses incurred prior to your date of termination. 7 __ . _