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employment, strike or lockout, commencement of, or return from, an unpaid leave of <br />absence, or a change in work site. If the participant, the participant's spouse or the <br />participants dependent has a change in employment status that affects eligibility under an <br />employer plan; Events that cause a dependent to satisfy or cease to satisfy eligibility <br />requirements of an employer plan; A significant change in the cost of dependent care <br />except when the change is made by a dependent care provider that is a relative of the <br />participant; A change in the dependent care provider; A prospective election change that <br />is on account of and corresponds with a change made under another employer plan <br />provided that the other plan permits participants to make an election for a period of <br />coverage that is different from the period of coverage under the other cafeteria plan or <br />qualified benefits plan; or commencement or return from FMLA leave. <br />For the life insurance plan, all status changes currently allowable under the Code and <br />applicable regulations shall be applied in a uniform and consistent manner. <br />If employee contributions to a Health Saving Account (HSA) are included under this <br />Plan, Participants may prospectively change HSA contribution elections on a monthly basis as <br />allowed under the HSA law. If the Participant becomes ineligible to make HSA contributions, <br />the Participant may prospectively revoke his or her salary reduction election for HSA <br />contributions. <br />If the cost of a benefit purchased by the Participant with Premium Conversion <br />increases (or decreases) by an amount that is not deemed significant by the Plan <br />13 City of Roseville MPD <br />