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Under Federal law, if you, your spouse, and /or your covered dependents ( "qualified beneficiaries ") lose coverage under this Plan, then you, your spouse, and /or your covered dependents may be entitled to continuation of health care coverage. The Administrator will inform you of these rights if you lose coverage for any reason other than divorce, legal separation or a covered dependent ceasing to be a dependent. Generally, if we (and any related companies) employed twenty (20) or more employees "on a typical business day" in the preceding calendar year, health plan continuation must be made available for a period not to exceed eighteen (18) months if a loss of benefits occurs because of your termination of employment or reduction of hours, or for a period that could be extended for a second eighteen (18) month period, not to exceed thirty -six (36) months for any of the other reasons given in (b) and (c) below, if these events happen while a qualified beneficiary is already on COBRA continuation coverage. Under certain circumstances, persons who are disabled at the time of termination of employment or reduction in hours and /or within the first 60 days of COBRA coverage may be eligible for continuation of coverage for a total of 29 months (rather than 18). You should check with the Administrator for more details regarding this extended coverage. However, in certain circumstances, this continuation coverage may be terminated for reasons such as failure to pay continuation coverage cost, coverage under another City's plan (whether as an employee or otherwise, provided the other City's health plan does not contain any exclusion or limitation with respect to any pre- existing condition of the beneficiary unless the pre- existing condition limit does not apply to, or is satisfied by, the qualified beneficiary by reason of the group health plan portability, access and renewability requirements of the Health Insurance Portability and Accountability Act or the Public Health Services Act), termination of our health plan, a "for cause" termination of coverage for reasons such as fraud, or you (or the person entitled to continued coverage) become enrolled in Medicare. However, if you become enrolled in Medicare, your covered dependents may still qualify for continuation coverage. The cost of continuation coverage must be paid by the individual choosing such coverage; however, the cost may not exceed 102% of the cost of the same coverage for a "similarly situated" employee or family member. When the continuation coverage for a disabled person is extended from 18 months to 29 months, the disabled person may be charged 150% (rather than 102 %) of the cost of the coverage after expiration of the initial 18 -month period. (a) If you would otherwise lose your health plan coverage under this Plan because of a termination of employment (other than for reasons of gross misconduct) or reduction in hours, you may continue the health plan coverage provided under this Plan. However, this will not be a tax - deductible expense to you, absent unusual circumstances. Your spouse or covered dependents may also continue health plan coverage for these reasons. (b) Your spouse may choose continuation coverage for himself or herself if he or she loses group health coverage for any of the following reasons: (1) your death; (2) your divorce or legal separation; or (3) you become enrolled in Medicare. (c) Your dependent children, including a child born to or placed for adoption with the Participant during the period of COBRA coverage, may choose continuation coverage for themselves if they lose group health coverage for any of the following reasons: (1) death of a parent - employee; (2) your divorce or legal separation; (3) you become enrolled in Medicare; or (4) your dependent ceases to be a "dependent child" under the Plan. It is your responsibility to notify the Plan Administrator of a divorce, legal separation or other change in marital status, change in a spouse's address, or a child losing dependent status under the plan, within sixty (60) days of the event. It is our responsibility to notify the Plan Administrator of your death, termination of employment or reduction in hours, The City's 0