Disability – Directors
 

Eligibility and Plan Participation 

ELIGIBILITY
You are eligible for the Short-Term Disability Plan benefits described in this section if you are an active, full-time or part-time employee of the Company who is: 

  • a member of the Company’s senior management who is classified as Director Level; and
  • regularly scheduled to work for at least 20 hours per week. 

You are eligible for the Long-Term Disability Plan benefits described in this section if you are an active, full-time employee of the Company who is: 

  • a member of the Company’s senior management who is classified as Director Level; and
  • regularly scheduled to work for at least 32 hours per week. 

Exclusions
You are not eligible for the benefits described in this section if you are: 

  • a temporary employee;
  • a seasonal employee; or
  • an employee who is not classified by the Company as an eligible member of senior management.

WHEN YOUR COVERAGE BEGINS
Your Core Short-Term Disability Plan coverage and (if you are a full-time employee) Core Long-Term Disability Plan coverage automatically begins on your date of hire. This Core coverage is paid for entirely by the Company. 

Buy-up Options
You can voluntarily elect to “buy-up” (increase) the amount of your Short-Term Disability Plan and (if you are a full-time employee) Long-Term Disability Plan coverage. This increased coverage will begin on your date of hire, provided that you enroll within 31 days of the date on which you are first eligible to do so. 

Active Employment
You must be in active employment on the date that your participation begins. You are considered to be in “active employment” if you are performing the duties of your regular occupation for the Company at one of the Company’s usual places of business (or at another location to which the Company’s business requires you to travel. 

If you are not in active employment on the date that your participation would otherwise begin, your participation will be postponed until you are in active employment. 

If you do not elect the voluntary “buy-up” option for Short-Term Disability Plan coverage and (if you are a full-time employee) Long-Term Disability Plan coverage within 31 days of the date on which you are first eligible to do so, you will have to wait until the next annual open enrollment period to enroll, unless you have a Change in Status. You will also need to provide any required evidence of insurability that is acceptable to the Insurance Company.

PAYING FOR YOUR BENEFITS
The Company pays the full cost of your Core Short-Term Disability Plan and Core Long-Term Disability Plan coverage. You pay the “buy-up” cost of increased Short-Term Disability Plan and (if you are a full-time employee) Long-Term Disability Plan coverage through convenient after-tax payroll deduction contributions. 

ANNUAL OPEN ENROLLMENT PERIOD
In the fall of each year, the Company sponsors an open enrollment period. During this period, you can elect optional “buy-up” coverage for the Short-Term Disability Plan and (if you are a full-time employee) Long-Term Disability Plan. You can also elect to cancel your optional “buy-up” coverage. 

If you do not make any changes during the applicable annual open enrollment period, your current level of disability coverage will automatically continue. 

Adding Coverage: Your election of the “buy-up” option for Short-Term Disability Plan and/or Long-Term Disability Plan coverage during the annual open enrollment period will go into effect on the date that the Insurance Company approves your application, provided that you provide any required evidence of insurability that is acceptable to the Insurance Company.

Canceling Coverage: If you elect to cancel your optional Short-Term Disability Plan and/or optional Long-Term Disability Plan coverage during the annual open enrollment period, this cancellation will go into effect on the next January 1. Once it is cancelled, your optional coverage cannot be restored until the next annual open enrollment period, unless you have a Change in Status as described below. 

For example, assume that you elect to cancel your optional Long-Term Disability Plan coverage during the annual open enrollment period. This election will go into effect on the next January 1. This coverage cannot be restored until the next annual open enrollment period, unless you have a Change in Status. 

CANCELLING COVERAGE DURING THE YEAR
You may elect to cancel your optional Short-Term Disability Plan and (if you are a full-time employee) optional Long-Term Disability Plan coverage during the year. This election will go into effect as soon as administratively possible following the date that your cancellation request is received and approved. 

If you elect to cancel your optional Short-Term Disability Plan and/or optional Long-Term Disability Plan coverage and later decide to restore it:

  • you must wait until the next annual open enrollment period to restore your coverage, unless you have a Change in Status; and
  • you will be required to provide evidence of insurability that is acceptable to the Insurance Company before this election can be approved. 

CHANGE IN STATUS
In general, you cannot enroll for optional Short-Term Disability Plan and (if you are a full-time employee) optional Long-Term Disability Plan coverage during the year, unless you have a Change in Status. For plan purposes, you are considered to have a Change in Status in the event of: 

  • your marriage or divorce;
  • the death of your spouse, domestic partner, or child; or
  • the birth or adoption of a child. 

Effective Date
Your election to enroll for optional Short-Term Disability Plan and/or optional Long-Term Disability Plan coverage will go into effect as of the date of the change, provided that you make this election within 31 days of the date of the change. 

For example, assume that you have Core (Company-paid) Short-Term Disability Plan coverage only, and you get married during the year. In this case, you can choose optional Short-Term Disability Plan and (if you are a full-time employee) optional Long-Term Disability Plan coverage. 

If you do not enroll for optional Short-Term Disability Plan and (if you are a full-time employee) optional Long-Term Disability Plan coverage within 31 days of the date that a Change in Status occurs, you will have to wait until the next annual open enrollment period. You will also be required to provide evidence of insurability that is acceptable to the Insurance Company.

LAYOFF OR LEAVE OF ABSENCE
Your optional Short-Term Disability Plan and (if you are a full-time employee) optional Long-Term Disability Plan coverage may be continued until the end of the month following the month in which your layoff or temporary leave of absence for non-FMLA* reasons begins. 

*Family and Medical Leave Act 

Family and Medical (FMLA) Leave: You may elect to continue your optional Short-Term Disability Plan and/or optional Long-Term Disability Plan coverage during an authorized Family and Medical (FMLA) leave of absence. You should contact Human Resources for more information concerning the continuation of your benefit coverage during an authorized FMLA leave. 

Military Leave: Reservists who are called to active duty with the Armed Forces of the United States have special benefit continuation and reemployment rights under the law (see Administrative Information). In addition, the federal Family and Medical Leave Act (FMLA) was amended to add two new leave rights related to military service, effective January 16, 2009: 

  • Active Duty Leave: Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” due to the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation.
  • Injured Service Member Leave: An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. The employee is entitled to a combined total of 26 weeks for all types of FMLA leave in the single 12-month period.