“COBRA Coverage Period” has the meaning ascribed to such term in [Section 3(a)(iii)].

the COBRA Reimbursements or the Substitute Payments (each as defined in [subparagraph 6(b)(iii)]), as applicable; provided, however, that the COBRA Period shall continue until the earlier of # the Executive’s eligibility for any such coverage under another employer’s or any other medical plan or # the date that is eighteen (18) months following such termination of employment; and

be discontinued on the effective date of his new health, dental and/or vision coverage. Notwithstanding the forgoing, the Company may, in lieu of making the COBRA Contribution, pay to Executive a lump-sum amount equivalent to such payments, based on the employer portion of the COBRA premiums applicable at the time of the Retirement Date.

calendar month that is nine (9) months following the Termination Date; (ii) the date you become eligible for group health insurance coverage through a new employer; or (iii) the date you cease to be eligible for COBRA continuation coverage for any reason, including plan termination. You must timely pay your premiums and promptly submit your receipts to the Company in order to receive this reimbursement. In the event you become covered under another employer’s group health plan or otherwise cease to be eligible for COBRA during the COBRA Premium Period, you must immediately notify the Company in writing of such event

If this Agreement is terminated pursuant to [[Section 7(a)(ii) or 7(b)(i)])]])], the Executive will # receive his then current base salary, or the base salary set forth in this Agreement, whichever is greater, for a severance period of four (4) months following the termination of the Agreement (the “Severance Period”), and # the Company will pay Executive's monthly COBRA (Consolidated Omnibus Budget Reconciliation Act) payments for a period of twelve (12) months following Executive's termination (the “COBRA Period”). It is the Executive's obligation, however, to submit the necessary documentation and paperwork required for COBRA coverage following his separation from employment.

Continued Employee Benefits. If Executive elects continuation coverage pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) for Executive and Executive’s eligible dependents, within the time period prescribed pursuant to COBRA, the Company will reimburse Executive for the COBRA premiums for such coverage (at the coverage levels in effect immediately prior to Executive’s termination or resignation) until the earlier of # the end of the Standard Severance Period, or # the date upon which Executive and/or Executive’s eligible dependents becomes covered under similar plans. COBRA reimbursements will be made by the Company to Executive consistent with the Company’s normal expense reimbursement policy and will be taxable to the extent required to avoid adverse consequences to Executive or the Company under either Code Section 105(h) or the Patient Protection and Affordable Care Act of 2010.

Following the conclusion of the 18-month COBRA Continuation Period, the Corporation will provide coverage as follows:

“COBRA” shall mean the Consolidated Omnibus Budget Reconciliation Act, as amended, and the rules and regulations promulgated thereunder.

subject to the Executive’s copayment of premium amounts at the applicable active employees’ rate and the Executive’s proper election to receive benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”), the Company shall pay to the group health plan provider or the COBRA provider a monthly payment equal to the monthly employer contribution that the Company would have made to provide health insurance to the Executive if the Executive had remained employed by the Company until the earliest of # the 12 month anniversary of the Date of Termination; # the date that the Executive becomes eligible for group medical plan benefits under any other employer’s group medical plan; or # the cessation of the Executive’s health continuation rights under COBRA; provided, however, that if the Company determines that it cannot pay such amounts to the group health plan provider or the COBRA provider (if applicable) without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), then the Company shall convert such payments to payroll payments directly to the Executive for the time period

Insurance. Information about COBRA and your conversion privilege under the group life insurance plan is described in separate documents that will be mailed to you.