COBRA AND DIRECT PAY Sample Clauses

COBRA AND DIRECT PAY. Effective Immediately After the Distribution Date, Teledyne Technologies shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Teledyne Technologies Health and Welfare plans, and, with respect to Teledyne Technologies Individuals, the ATI Health and Welfare Plans.
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COBRA AND DIRECT PAY. Effective Immediately After the Distribution Date, Water Pik shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Water Pik Health and Welfare plans, and, with respect to Water Pik Individuals, the ATI Health and Welfare Plans.
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COBRA AND DIRECT PAY. Through the Close of the Distribution Date, AT&T shall be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the AT&T Health and Welfare Plans with respect to Transferred Individuals, Lucent Individuals and other employees and former employees of Lucent and the Lucent Entities and beneficiaries and dependents thereof and Lucent and the Lucent Entities shall be responsible for filing all necessary employee change notices with respect to their respective employees in accordance with applicable AT&T policies and procedures. Effective Immediately after the Distribution Date, Lucent shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Lucent Health and Welfare plans, and, with respect to Transferred Individuals, the AT&T Health and Welfare Plans.
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COBRA AND DIRECT PAY. Effective Immediately After the Distribution Date, Spinco shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the Spinco Health and Welfare plans, and, with respect to Spinco Individuals, the ATI Health and Welfare Plans.
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COBRA AND DIRECT PAY. Through the Close of the Distribution Date, QUALCOMM shall be responsible for administering compliance with the health care continuation coverage requirements of COBRA and the QUALCOMM Health and Welfare Plans with respect to Leap Individuals and other employees and former employees of Leap and the Leap Entities, and beneficiaries and dependents thereof; and Leap and the Leap Entities shall be responsible for filing all necessary employee change notices with respect to their respective employees in accordance with applicable QUALCOMM policies and procedures. Effective Immediately after the Distribution Date, Leap shall solely be responsible for administering compliance with the health care continuation coverage requirements of COBRA for the Leap Health and Welfare Plans, and shall cooperate and coordinate with QUALCOMM, as appropriate, to allow QUALCOMM to administer compliance with the health care continuation requirements of COBRA for the QUALCOMM Health and Welfare Plans.
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Related to COBRA AND DIRECT PAY

  • COBRA Benefits Executive and Executive’s qualified beneficiaries, as applicable, shall be entitled to continuation of group health coverage following the Termination Date under the Employer’s group health plan, to the extent required under the Consolidated Omnibus Budget Reconciliation Act of 1986, with Executive required to pay the same amount as Executive would pay if Executive continued in employment with the Employer during such period as described in Section 4(e) of the Employment Agreement.

  • COBRA and HIPAA Effective as of January 1, 2008, the SpinCo Welfare Plans assumed responsibility for compliance with the health care continuation coverage requirements of COBRA with respect to SpinCo Participants who, as of December 31, 2007, were covered under a RemainCo Welfare Plan pursuant to COBRA or who had a COBRA qualifying event (as defined in Code Section 4980B) prior to December 31, 2007. The Parties hereto agree that neither the Distribution nor any transfers of employment that occur as of the Distribution Date or otherwise in connection with the Distribution shall constitute a COBRA qualifying event for purposes of COBRA; provided, that, in all events, (i) SpinCo (acting directly or through a member of the SpinCo Group) shall assume, or shall have caused the SpinCo Welfare Plans to assume, responsibility for compliance with the health care continuation coverage requirements of COBRA with respect to the Transferred SpinCo Participants to the extent each such individual was, as of the day prior to his or her transfer of employment, covered under a RemainCo Welfare Plan pursuant to COBRA or who had a COBRA qualifying event (as defined in Code Section 4980B) prior to his or her transfer of employment, and (ii) RemainCo (acting directly or through a member of the RemainCo Group) shall assume, or shall have caused the RemainCo Welfare Plans to assume, responsibility for compliance with the health care continuation coverage requirements of COBRA with respect to the Transferred RemainCo Participants to the extent each such individual was, as of the day prior to his or her transfer of employment, covered under a SpinCo Welfare Plan pursuant to COBRA or who had a COBRA qualifying event (as defined in Code Section 4980B) prior to his or her transfer of employment. RemainCo (acting directly or through a member of the RemainCo Group) shall be responsible for administering compliance with any certificate of creditable coverage requirements of HIPAA or Medicare applicable to the RemainCo Welfare Plans with respect to SpinCo Participants.

  • COBRA Coverage Subject to Section 3(d), the Company will provide COBRA Coverage until the earliest of (A) a period of twelve (12) months from the date of the Executive’s termination of employment, (B) the date upon which the Executive (and the Executive’s eligible dependents, as applicable) becomes covered under similar plans, or (C) the date upon which the Executive ceases to be eligible for coverage under COBRA.

  • COBRA Severance As an additional Severance Benefit, the Company will continue to pay the cost of your health care coverage in effect at the time of your Separation from Service for a maximum number of months as set forth on Appendix A (the “COBRA Months”) either under the Company’s regular health plan (if permitted), or by paying your COBRA premiums (the “COBRA Severance”). The Company’s obligation to pay the COBRA Severance on your behalf will cease if you obtain health care coverage from another source (e.g., a new employer or spouse’s benefit plan), unless otherwise prohibited by applicable law. You must notify the Company within two weeks if you obtain coverage from a new source. This payment of COBRA Severance by the Company would not expand or extend the maximum period of COBRA coverage to which you would otherwise be entitled under applicable law. Notwithstanding the above, if the Company determines in its sole discretion that it cannot provide the foregoing COBRA Severance without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company shall in lieu thereof provide to you a taxable monthly payment in an amount equal to the monthly COBRA premium that you would be required to pay to continue your group health coverage in effect on the date of your termination (which amount shall be based on the premium for the first month of COBRA coverage), which payments shall be made on the last day of each month regardless of whether you elect COBRA continuation coverage and shall end on the earlier of (i) the date upon which you obtain other coverage or (ii) the last day of the month that is the last full month of the number of COBRA Months following your Separation from Service date.

  • COBRA Premiums If Executive timely elects continued coverage under COBRA, the Company will pay Executive’s COBRA premiums to continue Executive’s coverage (including coverage for Executive’s eligible dependents, if applicable) (“COBRA Premiums”) through the period starting on the termination date and ending twelve (12) months after the termination date (the “COBRA Premium Period”); provided, however, that the Company’s provision of such COBRA Premium benefits will immediately cease if during the COBRA Premium Period Executive becomes eligible for group health insurance coverage through a new employer or Executive ceases to be eligible for COBRA continuation coverage for any reason, including plan termination. In the event Executive becomes covered under another employer’s group health plan or otherwise ceases to be eligible for COBRA during the COBRA Premium Period, Executive must immediately notify the Company of such event.