Page 33 - Tegra Employee Handbook_2019_FINAL

BENEFITS DURING DISABILITY LEAVE
During authorized, documented and approved disability
leaves of any type (including FMLA Leave, short-term
disability, long-term disability and worker’s compensation
leave), the Company continues to pay premiums on all
medical, dental, disability and life insurance benefit plans
to the same extent the Company continues to pay for such
benefits for employees actively at work. In order to continue
benefits, employees on unpaid leaves are expected to
maintain the employee portion of the premiums. Employees
who do not return to work at the end of the leave may be
required to reimburse the Company for the cost of premiums
paid on their behalf.

TERMINATION OF EMPLOYMENT AFTER APPROVED LEAVE
If applicable, at the time of seperations, the employee will
be given the opportunity to continue medical, dental and
vison benefits pursuant to COBRA continuation coverage,
which requires the employee to pay the full premium plus an
administrative fee. Requests for extensions of leave will be
considered on a case-by-case basis and include employees on
Military Leave, employees on Worker’s Compensation Leave
and employees who request reasonable accommodation for
a disability (typically involves an extension of leave to allow
employee to resume essential job functions with or without
reasonable accommodation at a date certain in the future).

BENEFITS UPON RE-EMPLOYMENT
If an employee leaves the Company and is re-employed after
91 calendar days, the returning employee is treated like a new
employee and is eligible for benefits after the waiting period
required for new employees at that time. Employees rehired
within 30 days of break in employment will be reinstated
without break in coverage. If rehired within 13 consecutive
weeks (or 91 calendar days) after break in employment, the
orientation period and/or waiting period will be waived.

TEGRA EMPLOYEE HANDBOOK 33