Your Vision Plan coverage will end at the end of the month in which your work status changes and you are then scheduled to work fewer than 20 hours per week. Even if your coverage ends, however, you may be able to continue vision coverage for a certain period of time under the Consolidated Omnibus Budget Reconciliation Act of 1985 as amended (COBRA). (Please see the "Plan Administration" section of this Guide for more information on COBRA.)

Under the Disability Leave Policy, you may have the financial protection of full or partial pay for up to 25 weeks. For the approved period of your disability leave, you'll remain eligible to be covered under the Vision Plan. JPMorgan Chase will deduct any required contributions for vision coverage from the pay you receive during this period on a before-tax basis.

If you receive long-term disability (LTD) benefits from the LTD Plan, your semimonthly rate will be converted to a monthly rate. (The actual cost of your coverage will not change; however, you will be required to pay for this coverage on an after-tax basis.) You will pay for this coverage on a direct-bill basis with JPMorgan Chase.

Your vision coverage will continue only if you are receiving LTD benefits under the LTD Plan and you make timely payments. Be sure to consider this carefully before you decline coverage under the LTD Plan. (Please see the "Long-Term Disability" section of this Guide for more information.)

For an approved leave of absence, you'll still be covered by the Vision Plan. JPMorgan Chase will directly bill you for any required contributions on an after-tax basis.

If you do not make the required contributions to continue your Vision Plan coverage, your coverage will be canceled. However, your coverage may be automatically reinstated when you return to work.

Please see the "Plan Administration" section of this Guide for more information about what happens to your benefits during an unpaid leave of absence (i.e., FMLA, Military Leave).

If your employment with JPMorgan Chase terminates, participation for you and your covered dependents usually ends on the last day of the month in which you end active employment. However, under certain circumstances, you may be eligible to continue Vision Plan participation for a certain period of time under COBRA on an after-tax basis or as a retiree. (Please see the "Plan Administration" section of this Guide for more information on COBRA.) Expenses incurred after you leave JPMorgan Chase cannot be reimbursed by the Vision Plan unless you choose to continue your participation under COBRA or under the Retiree Vision Plan.

If you receive severance under the Severance Pay Plan and sign a Release, any elected vision coverage may continue at active employee rates on a before-tax basis through the period you receive severance payments. When your severance payments end, you may elect to continue vision coverage under COBRA for 18 months.

The Vision Plan does not cover services or supplies you receive after your coverage ends, unless you continue your coverage under COBRA.

You need to meet minimum age and service requirements and have active vision coverage to be eligible for retiree vision coverage. For more information, please refer to the As You Retire Guide available on Company Home > HR & Personal > Pay & Benefits > Library.

If you continue to work for JPMorgan Chase after you reach age 65 (and/or if your spouse reaches age 65 while you're still working at JPMorgan Chase), you and your spouse can continue to be covered under the Vision Plan.

If your spouse and/or dependent children lose coverage as a result of divorce/separation, they may have a right to elect COBRA for up to 36 months. (Please see the "Plan Administration" section of this Guide for more information.)

If you divorce or become legally separated, certain court orders could require you to provide vision benefits to covered dependent children. JPMorgan Chase is legally required to recognize qualified medical child support orders within the limits of the Vision Plan. If you're a party in a divorce settlement that involves the Vision Plan, you should have your attorney contact the Benefits Call Center to make sure the appropriate documents are filed and that the court order in question is actually a qualified medical child support order that complies with governing legislation. Please see "Qualified Medical Child Support Order" for more information.

If you die while actively employed at JPMorgan Chase, any dependents who were covered under your Vision Plan before your death will continue to be covered until the end of the month in which you die. Covered dependents can then elect to continue coverage under COBRA and pay the active employee rate for coverage for up to 36 months of the COBRA period. Dependents must be covered under the Vision Plan at the time of your death to be eligible for COBRA coverage at JPMorgan Chase-subsidized rates. (Please see the "Plan Administration" section of this Guide for more information on COBRA.)

In addition, any dependents who were enrolled in the Vision Plan at the time of your death may be eligible to continue coverage under the Retiree Vision Plan if, at the time of death:

Dependents may continue coverage under the Retiree Medical Plan as long as they meet the Medical Plan's requirements.

Please Note: The requirements detailed above denote the requirements to qualify for unsubsidized or "access only" retiree vision coverage. To qualify for subsidized retiree vision coverage, the deceased employee must have met certain requirements with respect to hire dates, age, and service requirements as of December 31, 2005, and must meet the requirements above in relation to "cumulative" service (rather than total service). For details of these additional requirements, please refer to the As You Retire Guide available on Company home > HR & Personal > Pay & Benefits > Library.