Page 417 - 2024 Orientation Manual

In general, an Employee is entitled to re-employment in his/her former or similar position if the criteria
above are satisfied. The LSBA will make reasonable efforts to return each Employee to his/her former
position. However, if that is not possible, the LSBA will make reasonable efforts for placement in a
comparable position.

The LSBA will comply with USERRA and other applicable federal, state and local laws regarding
military service and military leave. As the laws change, or as interpretations of the laws change,
military leave benefits for covered Employees may change accordingly. As military leave situations
arise, Employees should consult with their supervisor or the Executive Director for current and
complete details regarding their military leave rights.

Questions about this policy should be directed to the Executive Director.

SECTION 4: BENEFITS

4.1 INSURANCE

All full-time Employees of the Louisiana State Bar Association are eligible to participate in the
Association's health, life, long-term disability and dental insurance plans.

Each Employee is eligible to participate in the Association’s health, life, long-term disability and
dental insurance plans thirty (30) days after the Employee's date of hire. The Association will cover
the cost of the Employee only, with dependent coverage available in the health and dental plans at the
Employee's expense.

The Association reserves the right at any time to discontinue or modify the benefits available through
the health, life, long-term disability and dental insurance plans available to LSBA Employees.

4.2 HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT (HIPAA)

HIPAA is a federal statute that protects individuals from improper disclosure of “protected health
information.” “Protected health information” is defined as specific information about an individual’s
physical or medical condition or course of treatment that is developed by or held in connection with a
health plan or a health care provider. While the LSBA does not ordinarily develop or possess
protected health information in the ordinary course of its business, the LSBA has taken the applicable
steps necessary to comply with HIPAA’s privacy and disclosure rules.

4.3 COBRA BENEFITS

If an Employee, an Employee’s covered spouse or other eligible dependents loses eligibility under the
LSBA’s group health plans for qualifying reasons, the Employee, spouse or eligible dependents may
be eligible to continue coverage under a federal law called COBRA. The cost of continuation
coverage is paid entirely by the Employee. The length of continuation coverage is typically 18 months
but may be extended to 36 months under certain circumstances, as determined under federal law;
coverage may end sooner upon the occurrence of certain events. Notice of COBRA continuation
coverage rights will be furnished upon initial enrollment in the plan and upon the occurrence of a

47