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EFFECT ON OR OTHER PAY-RELATED BENEFITS Your use of Pay Conversion Contributions for nontaxable benefits from the Plan should not affect your benefits from other pay-related benefit plans. These are based on your gross pay without regard to any Pay Conversion Contributions under this Plan. TERMINATION OF EMPLOYMENT If your employment terminates, your Pay Conversion Contributions and the Employer's contributions, if any, will cease. You may be able to elect to continue certain coverages by making after-tax contributions. (See CONTINUATION COVERAGE.) If you stop making payments toward that coverage, the coverage will cease. Loss of coverage is the date of your termination of employment except that the health plan, life insurance plan and dental plan will provide coverage through the end of the month in which you terminate employment. In the case of inedical reimbursement coverage, see the discussion of "The Plan Year And The Period Of Coverage" in "SPECIAL RULES RELATING TO REIMBURSEMENT BENEFITS." WHAT HAPPENS IF THE PLAN IS AMENDED OR TERMINATED? The Employer reserves the right to amend or terminate the Plan at any time and for any reason. If the Plan is amended your rights accrued prior to the amendment will not be affected. Your rights for periods after the amendment will depend on the amendment. If the Plan is terminated, your Pay Conversion Contributions will cease. If the Plan is terminated, the Employer expects that you would be able to continue receiving reimbursements of eligible dependent care expenses on the same basis as if your employment had terminated. WHAT ARE MY RIGHTS TO CONTINUATION COVERAGE? Under a federal law that is commonly known as COBRA (Public Law 99-272, Title X), most employers sponsoring "group health plans" are required to offer employees and their families the opportunity for a temporary extension of health coverage (called "continuation coverage") in certain instances where coverage under the plan would otherwise end. The Medical Reimbursement Plan qualifies as "group health coverage" for purposes of COBRA (a "COBRA plan"). This notice is intended to inform you, in a summary fashion, of your rights and obligations under the continuation coverage provisions of the law as it applies to the Medical Reimbursement Plan. Both you and your spouse should take the time to read this notice carefully. The Employer is the Plan Administrator at City of Roseville, 2660 Civic Center Drive, Roseville, MN, (651) 792-7025. The Plan Administrator is responsible for administering COBRA continuation coverage. 19