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Leave of Absence A leave of absence impacts your active employment status and your benefits. Associates should contact:
Note: Military leaves for all associates are administered by local Human Resources groups. Click here to view the Summary Plan Descriptions for each of American Greeting’s Benefit Plans for more details on the impact of your benefits due to a qualified life event. If you want to make changes to your benefits, log into myAGBenefits or call the AGBenefits Service Center at (877) 213-6240. Health Care/Dental/Vision Family and Medical Leave Act (FMLA) If an associate is granted an approved leave of absence in accordance with FMLA, the associate may continue coverage for him/herself during the leave, provided the associate makes any required contributions. In no event will coverage continue for more than the approved length of the associate’s leave. If the associate does not return at the end of the approved leave, employment may be terminated and the associate and any eligible dependents will be offered COBRA continuation coverage. If coverage under the Plan was terminated during FMLA leave, and the associate returns to active work immediately upon completion of the leave, Plan coverage may be reinstated on the date the associate returns to active work. If the associate returns from an approved leave in the subsequent plan year, coverage will be reinstated on the date the associate returns to active work provided that the associate re-enrolls for coverage within thirty (30) days of his return to active work. Coverage may be continued for a limited time, contingent upon payment of any required contributions for associates and/or dependents, when the associate is on an authorized leave of absence from the company. In no event will coverage continue for the lessor of 12 months (for all sequential leaves) or more than the approved length of the associate’s leave. After 12 months of leave, employment will be terminated and the associate and any eligible dependents will be offered COBRA continuation coverage. If coverage under the Plan was terminated during an approved personal or medical non-FMLA leave, and the associate returns to active work immediately upon completion of that leave, Plan coverage may be reinstated on the date the associate returns to active work. If the associate returns from an approved leave in the subsequent plan year, coverage will be reinstated on the date the associate returns to active work provided that the associate re-enrolls for coverage within thirty (30) days of his return to active work.
The maximum length of the continuation coverage required under the Uniformed Services Employment and Reemployment Rights Act (USERRA) is the lesser of:
If the leave continues beyond twenty-four (24) months of coverage may be elected under COBRA at the COBRA rate of one hundred and two percent (102%) of the full cost. If coverage under the Plan was terminated during an approved military leave, and the associate returns to active work immediately upon completion of that leave, Plan coverage may be reinstated on the date the associate returns to active work. If the associate returns from an approved military leave in the subsequent plan year, coverage will be reinstated on the date the associate returns to active work provided that the associate re-enrolls for coverage within thirty (30) days of his return to active work. Life & AD&D Insurance Family and Medical Leave Act (FMLA), Personal and Medical Leave (Non-FMLA) If the company grants an associate an approved leave of absence in accordance with FMLA, the associate may continue coverage for him/herself during the leave, provided the associate makes any required contributions.
In no event will coverage continue for more than the approved length of the associate’s leave. If the associate does not return at the end of the approved leave, the associate may be offered the opportunity to convert or port life insurance coverage, if applicable. If coverage under the Plan was terminated during an approved FMLA leave, and the associate returns to active work immediately upon completion of that leave, Plan coverage may be reinstated on the date the associate returns to active work. If the associate returns from an approved leave in the subsequent plan year, coverage will be reinstated on the date the associate returns to active work provided that the associate re-enrolls for coverage (Optional Life, Dependent Life, Employee Optional AD&D and Dependent AD&D) within thirty (30) days of his return to active work. Military Leave
If coverage under the Plan was terminated during an approved military leave, and the associate returns to active work immediately upon completion of that leave, Plan coverage may be reinstated on the date the associate returns to active work. If the associate returns from an approved military leave in the subsequent plan year, coverage will be reinstated on the date the associate returns to active work provided that the associate re-enrolls for coverage (Optional Life, Dependent Life, Associate Optional AD&D and Dependent AD&D) within thirty (30) days of his return to active work. Flexible Spending Accounts Family and Medical Leave Act (FMLA), Personal and Medical Leave (Non-FMLA) If the company grants you an approved leave of absence, you can continue your FSA account during the leave, up until the end of the plan year, provided you make any required contributions.
If maximum leave time has elapsed, employment will be terminated and you will be offered COBRA continuation coverage if it is before the end of the plan year. When you return to work, contributions (if any) to a Health Care Spending Account will be reinstated, provided you return within the same calendar year. If you stopped contributions to a Health Care Spending Account, you will have the option to either, prorate your election for the remainder of the calendar year or elect the full amount of participation in effect before the leave and make up the missed contributions. Health Savings Accounts You may no longer contribute to your account if you lose eligibility to the Consumer or Enhanced Consumer Medical Plans. AG’s matching contributions stop the last day of the month in which you lose eligibility to the Consumer or Enhanced Consumer Medical Plans. For more information visit, Optum Bank or call (866) 234-8913. Retirement Savings Plan Contributions and loan payments to your AG Retirement Savings Plan may continue while on paid leave. You may not cash out your account while on a leave. If you have an outstanding loan you will receive additional information upon your return regarding repayment of your loan. If you do not repay your loan in accordance with the information that is provided to you, your loan will be subject to default. For more information, contact Vanguard at (800) 523-1188 or go to www.vanguard.com/retirementplans.
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Qualifying Life Events 
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