9 • Coverage Options for your Eligible dependent(s): Coverage for your eligible dependents may be elected under COBRA Continuation Coverage. You will be required to self-pay for this coverage. In the alternative, coverage may be provided through the military. • Coverage Options for yourself: you may elect coverage under the Plan’s continuation of coverage benefit 1 , and continue coverage for yourself for up to 24 months. However, the right to elect this continuation coverage is available only to you, not your dependents. If you freeze your eligibility at the beginning of your qualified military leave (effective after your automatic 30-day coverage) you may reclaim this eligibility when you return to work for an Employer under the criteria set forth in USERRA. You must notify the Fund Office of your selection, i.e., whether you will freeze your eligibility; elect continuation of coverage for yourself; or elect COBRA coverage for yourself, and/or your Spouse and Eligible Dependent Children. If you do not notify the Fund Office, your eligibility will be automatically extended until it is exhausted. If you are honorably discharged from the Uniformed Services, Plan coverage for you, your Spouse and your Eligible Dependent Child will be reinstated on the day you begin work with an Employer participating in the Plan, provided that you comply with the notice on return-to-work requirements of USERRA. These requirements and additional information on USERRA can be found at the DOL’s website at: http://www.dol.gov/vets/programs/userra/userra_fs.htm . Your right to maintain and reinstate coverage by reason of qualified military service will be administered and interpreted by the Plan in accordance with the requirements of USERRA, employer contributions, if any, credited to you will be kept on the Plan’s records during the qualified military service leave of absence, and your coverage, as well as coverage for your Spouse, and your Eligible Dependent Child will be reinstated, provided you return to work in Covered Employment or seek re-employment with an employer within the time period protected under USERRA. Benefits Upon Your Death—Eligibility of Your Surviving Spouse Surviving Spouse coverage is available for existing contributing employers only if the collective bargaining agreement and/or participation agreement provide for Surviving Spouse coverage, and the Employee or Retiree meets any required age and/or years of service rules specified in such agreements at the time of death. To be eligible for Surviving Spouse coverage where provided, the death of an Employee or Retiree must occur while eligible for benefits under the applicable Plan, and the Contributing Employer must continue to make the required monthly contributions to the Plan. There is otherwise no coverage for surviving Spouses under this Plan. However, your covered surviving Spouse and surviving Dependent Children may have rights under this Plan to make payments for continuation of coverage under COBRA as described later in this SPD. In addition, please check your applicable collective bargaining agreement and/or other participation agreement and all information provided to you by your employer for more details on whether or not a surviving spouse benefit is available under the terms of the applicable Plan. 1 This coverage is similar to, but is not COBRA Continuation Coverage.