07-D TML Health Reimbursement Acct

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Restrictions on Changing Your Deposit Amounts You may not change or revoke your elections during the plan year without one of the following circumstances occurring (as prescribed in federal regulations): 1. Change in legal marital status, including marriage, divorce or legal separation, death of spouse or annulment. 2. Change in the number of dependents including birth, adoption, placement for adoption or death of a dependent 3. Change in employment status, including commencement or tennination of employment of the employee, spouse or dependent. 4. Change in work schedule including an increase or decrease in the number of hours of employment by employee, spouse, or dependent including a switch from full-time, and part-time status, a strike or lockout, or commencement or return from an unpaid leave of absence. 5. The dependent satisfies or ceases to satisfy the requirements for unmarried dependents. An event that . causes an employee's dependent to satisfy or cease to satisfy the requirements for coverage due to attainment of age, student status or any similar circumstances as provided under the accident or health plan under which the employee receives coverage. 6. A change in the place of residence or work site of the employee, spouse or dependent. 7. If the dependent child is dropped by CHIPS (Children's Health Insurance Program). 8. If the employee, spouse or dependent become entitled to Medicare or Medicaid, the employee may elect to cancel the coverage on the employee, spouse or dependent. 9. If the plan receives a Qualified Medical Child Support Order (QMED) pertaining to an employee's. dependent, an employer may elect to change the election without the consent of the employee. 10. If the plan sponsor significantly changes either the cost of coverage or the coverage itself during the year, participants may change their benefit election as a result. 11. If FMLA applies to the employer, it applies to the Flex plan. An employee requesting leave under FMLA may revoke his or her existing Flex plan. However, if the employer pays the employee's share of the contribution, the employee may not revoke coverage. 12. If an employee loses health insurance coverage while on FMLA or protected leave the employee must make a required premium payment for the employer to reinstate the employee's coverage upon request. An employee on FMLA leave has the same rights as other employees to take advantage of the change in status. rule. During the FMLA period, payment of contributions must continue without regard to leave. FMLA requirements do not apply to non-health benefits such as life insurances or dependent care provided through the Flex plan. If the employee fails to make a scheduled payment, the employer may make the payment on the employee's behalf and recoup it after the employee returns from leave using the "catch-up" rules. 13. Substantial decrease in the medical providers available in the PPN, reduction of benefits for a specific type of medical conditions or treatment and/or similar reduction of loss of coverage. 14. Cessation of required contributions. 15. Any other change of status allowed under the regulations of the Internal Revenue Service. If one of the above circumstances does occur during the plan year, you have 31 days from the occurrence to change' or revoke your elections. The change in coverage must be consistent with the occurrence. Plan Administrator has the right to request documentation of changes. Separation from Service An employee who terminates employment and later returns to work cannot rejoin the Flex plan for the balance of the plan year. Page 6