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) or reduction in hours, the Medicare entitled person may elect up to 18 months of COBRA. If you are that Medicare entitled person, your Dependents may elect COBRA for the longer of 36 months frorn your prior Medicare entitlement date, or 18 months from the date of your termination or reduction in hours; or b) 36 months for your Dependents, if your Dependents lose eligibility for medical coverage due to your death, your divorce or legal separation, your entitlement to Medicare after your termination or reduction in hours, or your Dependent child ceasing to qualifY as a Dependent under the Plan; or c) 29 rnonths if you lose coverage due to a termination of employment or reduction in hours and you or a Dependent is disabled, as defIDed by Title 11 or Title XVI of the Social Security Act, within 60 days of the original qualifYing event. In this case, you may continue coverage for an additional II months after the original 18-month period either for the disabled person only or for one or all of your covered family members; or d) To be eligible for extended coverage due to Social Security disability, you must notifY the Plan Administrator of the disability before the end of the initial 18 months of COBRA continuation coverage and within 60 days following the date you or a covered Dependent is determined to be disabled by the Social Security Administration. If the disabled individual should no longer be considered to be disabled by the Social Security Administration, you must notifY the Plan Administrator within 30 days following the end of the disability. Coverage that has exceeded the original l8-month continuation period will end when the individual is no longer Social Security disabled. e) If more than one qualifYing event occurs, no more than 36 months total of COBRA continuation coverage will be available. The COBRA beneficiary must experience the second qualifYing event during the first 18 rnonths of COBRA continuation, and must provide notice to the Plan Administrator within the required time period. COBRA continuation coverage will end sooner if the Plan terminates and the employer does not provide replacement medical coverage, or if a person covered under COBRA: I) First becomes covered under another group health plan after the loss of coverage due to your termination or reduction in hours, unless the new group coverage is limited due to a pre-existing condition exclusion; this Plan will be primary for the pre-existing condition. and secondary for all other eligible health care expenses, provided contributions for COBRA coverage continue to be paid. Coverage may only continue for the rernainder of the original COBRA period; 2) Fails to make required contributions when due; 3) First becomes entitled to Medicare benefits after the initial COBRA qualifYing event; or ) -) ) 4) Is extending the 18-month coverage period because of disability and is no longer disabled as defIDed by the Social Security Act. 9.05 Continuation Coverage during leaves of absence. 9.05.01 Family and Medical Leaves of Absence (FMLA). Under FMLA, you rnay be entitled to up to a total of 12 weeks of unpaid, job-protected leave during each calendar year for the following: a) The birth of your child, to care for your newborn. child, or for placement of a child in your horne for adoption or foster care; b) To care for your spouse, child or parent with a serious health condition; or 19 A V -Gl 00-2009 MP-5319 (10/09)