C. FAMILY AND MEDICAL LEAVE ACT

You may be eligible for “Family Medical Leave” if you work for an Employer covered by the Family and Medical Leave Act of 1993 (“FMLA”) and California Family Rights Act of 1993 (“CFRA”), who has at least 50 employees, and you meet the requirements of the FMLA and/or CFRA as described below. You must have worked for your Employer for at least 12 months and for a total of at least 1250 hours of Covered Employment during the most recent 12 months. Your required Family Medical Leave must be a result of the birth or placement of a child for adoption or foster care to care for your child, spouse or parent or domestic partner with a serious medical condition, or your own serious health condition. Plan benefits will be continued during Family Medical Leave; however, you will be required to continue to make any co-payments normally required under the Plan for maintenance of coverage.

If you are currently working in Covered Employment and exercise a right to Family Medical Leave:

1. any hour bank reserve standing to your credit shall be frozen as of the last day of the month in which the leave begins;


2. your then current Employer shall be responsible for continuing remitting to the Plan the hourly contributions required under the applicable Collective Bargaining Agreement until the earlier of:
   1. the date the maximum statutory leave period (12 work weeks during any
      twelve-month period) expires; or
   2. the date you return to Covered Employment (which shall include
      registration at the Union's referral office);


3. the hour bank reserve, if any, standing to your credit shall be unfrozen on the earlier of:
   1. first of the month immediately succeeding the month in which you return from leave to Covered Employment (which shall include registration at the Union's referral office); or
   2. the date the statuary leave period expires; and


4. upon termination of leave benefits, you shall not lose membership status and may exercise any coverage continuation program available generally to members of the Plan including direct self-payments, disability extension and COBRA.