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You do not have to show that you are insurable to choose continuation coverage. However, a person who elects continuation will be required to pay the entire cost of the continued coverage. In addition, the Employer is entitled to add a 2% surcharge to each monthly premium to help defray the administrative expenses. An individual that elects COBRA continuation coverage is required to make the first contribution payment, covering the period between the date coverage would otherwise stop and the end of the month preceding the date of the payment, within 45 days after the date you file the election to continue coverage. Subsequent contributions are due on the first day of each month for which you continue coverage, and your coverage will end if you fail to pay the contribution for any month within 30 days after the due date. This law applies to the plan(s) listed above as COBRA plans. If you have any questions about the law, please contact the Employer. Also, if you have changed marital status, or you or your spouse have changed addresses; please notify the Employer at the above address. You should also keep a copy, for your records, of any notices you send to the Employer. If you have questions about your COBRA continuation coverage, you should contact the Employer or you may contact the nearest Regional or District Office of the U.S. Department of Labor's Employee Benefits Security Administration (EBSA). The addresses and phone numbers of Regional and District EBSA Offices are available through EBSA's web site at www.dol.gov/ebsa. Continuation Under the Uniform Service Reemployment and Ri�hts Act (USERRA) If you take a military leave of absence you may have a right to have your coverage continued under group health plans, including the medical expense reimbursement portion of this Plan. Upon your return from a military leave of absence you may have a right to reinstate your coverage without any waiting periods. Employees who are absent for uniformed service (and their dependents, if applicable) may have rights under both COBRA and the Uniformed Services Employment and Reemployment Ri�hts Act (USERRA) and are entitled to protection under the law that provides the more favorable benefit. Under USERRA employees absent for uniformed service (and their dependents, if applicable) are eligible for up to 24-months of continuation coverage or for the period of service (plus time allowed under USERRA to apply for reemployment), whichever is less. In addition, the plan may charge only the employee's share of the monthly health care premium if the employee's service is for less than 31-days. If the employee's service is more than 31-days, the employer may charge the full premium plus 2%. Employees who may be eligible for continuation under USERRA must inform the Employer. Contact the Employer for more information regarding your rights under USERRA. THE PLAN YEAR The Plan Year begins on January 1 and ends the following December 31. 22