17 Call your employer to determine if you are eligible for FMLA leave. Then contact the Fund Office if you are planning to take FMLA leave so that the Fund is aware of your employer’s responsibility to make contributions during your absence. The Board of Trustees cannot enforce collection of contributions from your employer while you are out on leave. However, you may seek guidance regarding your continued coverage from the Department of Labor (DOL), EBSA division. Coverage During Qualified Military Service If you enter qualified military service (such as active or inactive duty training or active duty in the United States armed forces or national guard), under the Uniformed Services Employment and Reemployment Rights Act (USERRA), your eligibility for coverage under the Plan may be protected during the qualified military service leave of absence. If you have sufficient hours in previous work periods to continue eligibility for one or more months following the month you enter the Uniformed Services, you have the option of continuing your eligibility in the Plan under the Plan’s Continuation of Eligibility rules or freezing your eligibility as of the end of the month in which you enter the Uniformed Services or as of the date you enter the Uniformed Services if you enter on the first of the month. If you freeze your eligibility, 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 which option you select. If you do not notify the Fund Office, your eligibility will be automatically extended until it is exhausted. If you are covered under the Plan at the time your qualified military service leave of absence begins, your health coverage will be continued by the Fund during your first 30 calendar days of military service. If you are on qualified military leave for more than 30 calendar days, you will be permitted to continue benefits for yourself, or you may opt to freeze your eligibility (as set forth above). The Plan may require you to continued coverage, at your own expense, in premium amounts permitted under COBRA for up to 24 months. If you elect continuation of coverage under USERRA, this coverage is available only to you , not your Spouse and/or Eligible Dependent Children. Coverage may be available through the military for you, your Spouse, and your Eligible Dependent Children. In order to preserve your eligibility under the Plan, in accordance with USERRA, you must return to work or seek re-employment with an employer following a discharge, under not less than honorable conditions, within the minimum time period allowed. If you do not return to work in Covered Employment or seek re-employment in Covered Employment within the required time period, you will forfeit your continued eligibility rights. In order to ensure protection of your rights under USERRA, you must notify the Fund Office as soon as you are called up for qualified military service and set forth the option you have elected to exercise. 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. The 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 and coverage for your Spouse and your Eligible Dependent Children 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. If you are honorably discharged from the Uniformed Services, Plan coverage for you, your Spouse, and 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 Department of Labor website at: http://www.dol.gov/vets/programs/userra/userra_fs.htm .