3   Benefits

The Benefits Package
  Eligibility For Benefits

Paid Leaves Of Absence

Holidays
  Recognized Holidays
  Holiday Policies

Vacations
  Amount Of Vacation
  Vacation Policies
  Accumulation Rights
  Payment In Lieu Of Vacation

Other Paid Leaves
  Funeral (Bereavement) Leave
  Jury Duty
  Personal Leave
  Sick Leave

Unpaid Leaves Of Absence
  Disability (Including Pregnancy) Leave Of Absence
  Educational Leave Of Absence
  Election Day
  Military Leave Of Absence
  Military Reserves Or National Guard Leave Of Absence
  Personal Leave Of Absence
  Returning From A Leave Of Absence
  Accepting Other Employment Or Going Into Business
     While On Leave Of Absence
  Insurance Premium Payment During Leaves Of Absence

Insurance Coverage
  Group Insurance
  Disability Insurance
  Health / Dental Insurance
  Life Insurance
  Termination Of Insurance

Government Required Coverage
  Workers' Compensation
  Unemployment Compensation
  Social Security

Profit Sharing & Retirement
  Profit Sharing Plan
  Retirement Plan

Other Benefits
  Annual Party Or Outing
  Apprenticeship Program
  Blood Bank Program
  Credit Union Membership
  Education Assistance
  Education / Training (Attending Seminars / Training
  Sessions)
  Employee Assistance Program
  Employee Gift Fund
  Employee Purchases
  Flower Policy


                      The Benefits Package

In addition to receiving an equitable salary and having an equal
opportunity for professional development and advancement, you may
be eligible to enjoy other benefits which will enhance your job
satisfaction.  We are certain that you will agree that the
benefits program described in this Manual represents a very large
investment by (Company), and we trust that you will avoid abusing
any of the program's benefits.

A good benefits program is a solid investment in (Company) and
its employees.  It not only insures the loyalty of long-time
capable employees, it also helps to attract talented newcomers
who can help (Company) grow.  (Company) will periodically review
the benefits program and will make modifications as appropriate
to the company's condition.


Eligibility For Benefits

[] Some part-time employees are required (by law) to receive
retirement and profit sharing benefits after they've worked a
given number of hours for the company.  Check with your attorney
on your state and local laws and modify your policies
accordingly.

If you are a full-time employee, you will enjoy all of the
benefits described in this manual as soon as you meet the
eligibility requirements for each particular benefit.

If you are a part-time employee, you will enjoy only those
benefits which are required by law to be afforded to you,
provided that you meet the minimum requirements set forth by law
and in the benefit plan(s).

No benefits are available to you during your Introductory Period,
except as otherwise provided by law.

Note:  See "Introductory Period" in the "Employment" section of
this Manual for further information.

Temporary employees are not eligible for benefits.


                     Paid Leaves Of Absence

Time off for any reason during a working day will count first
against your allotted sick days or personal days, as appropriate,
in hourly, quarter day, half day or full day increments.  Once
you have used all of your earned sick or personal days, the time
will be counted against your earned vacation time.  Thereafter,
unless specifically excepted, any time off will be without pay.


                            Holidays

[] List all paid company holidays, and state how long an employee
has to work to qualify for a paid holiday.  For example, some
firms do not pay for the holiday until the employee has completed
their introductory period.  Also, indicate that employees have
the right to take religious holidays without pay.  Clarify what
happens if a holiday occurs during an employee's vacation.

[] Leave some room to reschedule a holiday depending on business
conditions.

[] Some companies give part-time (20-hour / week) employees 1/2
holiday pay.

Only full-time employees are eligible for holiday pay.

You are not eligible to receive holiday pay during your
Introductory Period.  Nor are you eligible to receive holiday pay
if you are a part-time employee or a temporary employee.


Recognized Holidays

[] Other possible paid company holidays include:  Good Friday,
Day Before New Years, Washington's Birthday, "Floating Holiday,"
Lincoln's Birthday, Columbus Day, Martin Luther King's Birthday,
Employee's Birthday, Marriage Anniversary Day, Day Baby is Born,
Jewish Holidays.

The following holidays are recognized by (Company) as paid
holidays:

     Christmas Eve (1/2 day)

     Christmas Day

     Independence Day

     Labor Day

     Memorial Day

     New Year's Day

     President's Day

     Thanksgiving Day

     the Friday following Thanksgiving Day

     Veterans Day


Holiday Policies

[] Not all firms offer time off for religious holidays, but it is
fairly common practice.

You may take time off to observe your religious holidays.  If
available, a full day of unused (sick / personal) leave or a
vacation day may be used for this purpose, otherwise the time off
is without pay.  You must notify your manager at least ten
business days in advance.

We schedule all national holidays on the day designated by common
business practice.

If a holiday occurs during your scheduled vacation, you are
permitted to take an extra day of vacation.

In order to qualify for holiday pay, you must work the scheduled
workday immediately before and after the holiday.  Only excused
absences will be considered exceptions to this policy.

You are not eligible to receive holiday pay when you are on a
leave of absence.


                            Vacations

[] Vacation policies should conform with local practices (consult
Bureau of Labor Statistics surveys and other published
information):  How does a new employee qualify for vacation?  May
a person choose to work instead of taking a vacation?  (Not a
good idea!)  May one take off more than two weeks at a time?  As
little as a day at a time?  Are part-timers given any vacation?
Will accrued but unused vacation time be paid at termination of
employment?

[] Don't let vacation scheduling supersede the needs of any
individual department.

[] Some companies pro-rate vacation for part-time employees.

Vacation is a time for you to rest, relax, and pursue special
interests.  (Company) has provided paid vacation as one of the
many ways in which we show our appreciation for your loyalty and
continued service.

Only regular full-time employees are eligible for paid vacation.
You are not eligible for paid vacation during your Introductory
Period.  Nor are you eligible for paid vacation if you are a
part-time or temporary employee.


Amount Of Vacation

[] According to a recent study by the Erdlen Bogard Group, Inc.
of Wellesley, MA, burn-out is seen by many work experts as a
substantial cause of lost or declining productivity.  In
addition, companies are realizing that the life-styles of their
employees require longer time off.  They want to have extended
leaves in the summer and winter.  If vacation policies are not
competitive, employers will not attract high-caliber workers.
Nearly every company offers two weeks vacation after one year of
employment.  Fifty-four percent offer three weeks off after 5-7
years on the job, while 38% furnish this benefit after only 1-4
years.  Four weeks vacation is earned after 8-10 years, according
to 48% of those surveyed, but 27% require 15-20 years.  Five
weeks off is afforded by only 10% of the firms, with 87%
demanding 15-25 years of hard labor first.

[] You may want to give bonus vacation weeks when an employee
reaches his or her 10th, 15th or 20th anniversary year.

[] In some states, employees become eligible for, and start
accruing vacation, after six months of employment.  Check with
your attorney on your state and local laws regarding paid
vacations and modify this policy accordingly.  A simple formula
for calculating earned vacation for full-time employees is as
follows:

    XXX hours vacation  / 12 months   =     XXX hours vacation
    per year              per year          earned per month

    Example:

    80  hours vacation  / 12 months   =     6.66 hours vacation
    per year              per year          earned per month

Full-time employees are eligible to accrue vacation for each
calendar month of service from the completion date of their
Introductory Period.  The vacation accrual rate is based on your
length of employment, as follows:

     Years Of                   Monthly Accrual     Total Accrual
     Employment                 Rate (In Hours)     Per Year (In Days)

     Less than five (5)                    6.66             10

     Five (5) but less than ten (10)      10.00             15

     More than ten (10)                   13.33             20

If your Introductory Period completion date is within the first
through the fifteenth of the month, you will accrue vacation for
that full month.  If your Introductory Period completion date is
within the sixteenth through the end of the month, you will start
to accrue vacation on the first day of the following month.


Vacation Policies

Every effort will be made to grant you your vacation at the time
you desire.  However, vacations cannot interfere with your
department's operation and therefore must be approved by your
manager at least one (1) month in advance.  If any conflicts
arise in requests for vacation time, preference will be given to
the employee with the most seniority.

You may not receive advance vacation pay (for vacation time taken
in excess of your vacation accrual balance) without written
authorization from your manager.  Such authorization is at the
discretion of your manager, and must be granted in advance of
your vacation.  Any amount of advanced vacation paid but not yet
earned at the time of termination of employment will be deducted
from your final paycheck.

All vacation time must be taken in full week increments, unless
otherwise authorized in writing.  If you are eligible for three
(3) or four (4) weeks of vacation, you may take only two (2)
weeks at one time unless you receive written approval from your
manager and senior management at least six (6) weeks in advance.

If you are eligible for three (3) or four (4) weeks of vacation,
you may take your third or fourth week in single-day increments.
Only one (1) week of vacation may be used in single-day
increments.  Specific dates of vacation in single-day increments
must be established by prior arrangement with your manager.  The
request will be granted as long as your absence will not
seriously affect (Company)'s operations.  Usually, only one
employee may be out on a vacation day in a department at any one
time.

If you are on an approved leave of absence for less than thirty
(30) days, your vacation eligibility will not be affected; should
the leave extend beyond thirty (30) days, vacation time will not
continue to accrue.

If a company-paid holiday falls during your scheduled vacation
period, you will receive an additional day of vacation or holiday
pay, whichever you prefer.


Accumulation Rights

[] This policy compels employees to take time off -- to recharge,
clear their heads, etc.  Although some people don't think this is
necessary, this policy will assure all employees get away for a
while and hopefully return with a fresh perspective.

Vacation time may not be carried over and accumulated in
subsequent calendar years.  Exceptions to this policy may be made
in unusual circumstances, each case to be considered separately
by management.


Payment In Lieu Of Vacation

The purpose of a vacation is to provide you with a time to rest
and relax; therefore, no additional wages or salary will be paid
to you in lieu of a vacation unless advance approval in writing
is granted by management.  If payment in lieu of vacation is
approved, one (1) week of vacation is equivalent to a regular
scheduled workweek at your basic straight time hourly rate.


                        Other Paid Leaves

Funeral (Bereavement) Leave

[] Employees expect the company to be very lenient in this
matter.  Our suggestion is to omit a waiting period to qualify.
Also, be generous in this policy, since being too stringent
causes a loss of morale.  Typical policy allows three to five
workdays off with pay in the event of a death in the immediate
family.

[] Absence of a policy of some sort is bad for morale.  Also, it
is important to be consistent in granting this benefit.

You are entitled to take up to three (3) workdays with pay to
attend the funeral and take care of personal matters related to
the death of a member of your immediate family.  (A parent,
spouse, spouse's parent, child, spouse's child by a former
marriage, brother or sister.)  One (1) day of paid funeral leave
will be granted in the case of the death of a grandparent, your
spouse's grandparent or sibling, or any member of your extended
family living in your home.  Only regular full-time employees are
eligible for paid funeral leave.

With your manager's approval, you may take up to one full day
without pay to attend funerals of other relatives and friends.
If you prefer, unused personal leave or a day of earned vacation
may be used for this purpose.

Paid time under this policy is given over and above any time
allowed and earned under our Personal Leave policy.

Pay for a funeral leave will be made for actual time lost from
work.  If the death occurs at a time when work is not scheduled,
payment will not be made.  If a holiday or part of your vacation
occurs on any of the days of absence, you may not receive holiday
or vacation pay in addition to paid funeral leave.

An excused absence for family death may not be retroactive,
postponed or split.


Jury Duty

[] Time off is required by law.  No state or federal law requires
that you pay anything at all.  Many firms just let the employee
keep the jury pay in addition to their regular pay.  Depending on
local laws, you may want to set limits on how many days of jury
duty you will pay for, if any, and set a qualifying period of
employment before you will pay for jury leave.

[] Allow employees to keep the checks received for serving on a
jury.  You may cause tax and other problems by asking that the
checks be turned over to (Company).  An option would be to pay
the difference between the amount of the jury paycheck and the
pay they normally would have received.

[] Never state or imply that you will help anyone avoid jury
duty!

It is your civic duty as a citizen to report for jury duty
whenever called.  If you are called for jury duty, we will permit
you to take the necessary time off and we wish to help you avoid
any financial loss because of such service.  If you have
completed your Introductory Period, (Company) will reimburse you
for the difference between your jury pay and your regular pay,
not to exceed eight (8) hours per day, for a maximum of ten (10)
business days.  Commissioned salespeople will be paid the
difference between jury duty pay and their average pay for the
past six (6) weeks.

You must notify your manager within forty-eight (48) hours of
receipt of the jury summons.

On any day or half-day you are not required to serve, you will be
expected to return to work.  In order to receive jury duty pay,
you must present a statement of jury service and pay to your
manager.  This document is issued by the court.


Personal Leave

[] We suggest you consider granting a specified amount of time
off for personal matters each calendar year, and calling it
Personal Leave.  Two to five days per year is the typical number
allowed.  Give employees the option of accumulating a reasonable
number of days (10 or 20) for the future, or create a payback
system for those who don't abuse the privilege.

[] Firms who permit time off only for illness or injury often
learn that employees take off time for urgent personal matters
anyway, and find a way to call it sick leave when it's not.
Granting personal leave at least gives you the right to expect
reasonable advance notice when an employee will not be at work.

[] Don't let an employee's personal time accrue during an
extended leave of absence.

As a full-time "non-exempt" employee, and after your Introductory
Period is completed, you are eligible to take five (5) days of
paid personal leave during each calendar year.  You may use your
personal leave in units of no less than two hours at any one
time.  Personal leave time is intended to be used to accomplish
personal business that cannot be accomplished during time other
than your normal working hours.  You are required to request
personal leave time from your manager in advance and obtain his
or her approval.  During your first calendar year, the earned
personal leave time is pro-rated.

If you are required to take a disability leave of absence, any
accrued personal leave will be paid at the time the leave
commences.

Employees going on unpaid required military leave of absence may
apply their personal leave at the time the leave commences if
they wish.

[] Do not compel employees to use personal leave time against
military leave.

If you are on an approved leave of absence for less than thirty
(30) days, your personal leave eligibility will not be affected;
should the leave extend beyond thirty calendar days, personal
leave time will not continue to accrue.

This personal leave policy does not apply to "exempt" employees
on our payroll.  It also does not apply if personal leave is
needed as a result of self-inflicted injury, illegal substance
abuse or alcohol abuse, or illness or injury incurred while in
the act of committing a felony.

In the event of an illness or injury which is covered by workers'
compensation insurance, this personal leave policy will not
apply.

[] Choose whichever paragraph best suits the needs of your
company.

Personal leave time may be carried over and accumulated from year
to year, up to a maximum of ten (10) days.  At the time of
termination of employment, any unused personal leave will be
[paid at your straight time rate / paid at half of your straight
time rate / cancelled out and not paid for].

    -- OR --

Personal leave not used during a calendar year will be paid for
at straight time rate at the end of the year.

[] Some firms pay "half-time" for accrued but unused personal
leave instead of full-time pay.

    -- OR --

Personal leave may not be carried over and accumulated from year
to year.  Personal leave not used during a calendar year will be
cancelled out and not paid for.


Sick Leave

[] It is customary to require completion of the Introductory
Period before granting any paid sick leave.  Allowing sick time
to be used in two hour increments is also customary; someone just
seeing a doctor need not lose a full day.

To qualify for sick leave you must be a full-time employee and
have completed your Introductory Period.  Time taken off before
this will be without pay.  If you must be absent from work
because of a personal illness, you will be eligible to receive
your regular straight time pay, eight (8) hours per day, for up
to six (6) days per calendar year.  You may use your sick leave
in units of no less than two (2) hours at any one time.  Please
advise your manager as soon as possible that you will be absent
from work due to illness.

If you have not been employed for a full year with (Company), you
will be eligible for paid sick days (upon completion of your
Introductory Period) as follows:  one half (1/2) day for each
month from the time that you complete your Introductory Period
through the end of the calendar year.  For example, if you
complete your Introductory Period on May 1, you will be eligible
to use four (4) paid sick days between May 1 and December 31.
Thereafter, you will be eligible for the normal six (6) paid sick
days per calendar year.

Sick leave may be used for the purpose of visiting doctors,
dentists or other practitioners in their offices.  This time may
also be used for tending to a serious illness suffered by a
member of your immediate family, in the event the illness
requires your personal time and attention.  For purposes of this
section, immediate family includes spouse, child, parent, or
sibling living in your home.  If another person can attend to the
needs of an ill family member, you are expected to fulfill your
duties as an employee of (Company).

(Company) may request "proof-of-illness" and may also use a
company-appointed physician to examine the employee.

[] Some states do not permit a company-appointed physician to be
used unless the employee willingly agrees.  Check with your
attorney on your state and local laws and modify this policy
accordingly.

If you are required to take a disability leave of absence, any
accrued sick leave will be paid at the time the leave commences;
should the leave extend beyond thirty (30) days, sick leave will
not continue to accrue.

If you are on an approved leave of absence for less than thirty
(30) days, your sick leave eligibility will not be affected;
should the leave extend beyond thirty (30) calendar days, sick
leave time will not continue to accrue.

This sick leave policy does not apply to "exempt" employees on
our payroll.  It also does not apply if sick leave is needed as a
result of self-inflicted injury, illegal substance abuse or
alcohol abuse, or illness or injury incurred while in the act of
committing a felony.

In the event of an illness or injury covered by workers'
compensation, this sick leave policy will not apply, but will
defer to state statutes.

Sick days do not accumulate from year to year.  If you have
unused sick days available at the end of the calendar year, or
upon the termination of your employment with (Company), you will
be paid for that time at your regular base rate.

[] Some companies pay "half-time" instead of full-time pay.  (It
never hurts to reward people for doing what you want and expect
-- that they report for work as scheduled.)


                    Unpaid Leaves Of Absence

Occasionally, for medical, personal, or other reasons, you may
need to be temporarily released from the duties of your job with
(Company), but may not wish to submit your resignation.  Under
certain circumstances, you may be eligible for an unpaid leave of
absence.  An unpaid leave of absence may be granted for a minimum
of thirty (30) days and a maximum of six (6) months.

You must apply in writing for an unpaid leave of absence, setting
forth the reason for the leave, the date on which you wish the
leave to begin and the date on which you will return to active
employment with (Company).  Submit your application to your
manager, who will bring your request before the appropriate
members of management for approval.

A leave will be granted only when operating conditions at
(Company) permit.  The needs of (Company) will determine the
number of employees allowed out on unpaid leave at any one time.

You must adhere to all the requirements set forth in the
following sections.  Failure to do so may result in alterations
of your employment status or termination of your employment with
(Company).


Disability (Including Pregnancy) Leave Of Absence

[] The policy below is essential due to the terms of the Federal
Pregnancy Act.

[] You may wish to have this policy apply only to "non-exempt"
employees.

[] Conform to state law on the number of days off allowed for
pregnancy.  Remember that male employees are subject to the same
time off for disability.  Check with your attorney on your state
and local laws regarding this and modify this policy accordingly.

(Company) may grant an unpaid leave of absence for illness,
disability or pregnancy.  To request a disability leave of
absence from your manager, you should submit, or have someone
submit for you, a statement of ill health or disability from your
doctor.  (Pregnancy is treated, for the purposes of policy, the
same as an illness or disability.)  An approved disability leave
may be granted for up to ninety (90) days.  If necessary, you may
request extensions in thirty (30) day increments for a maximum of
one (1) year.  Whenever possible, you are required to give as
much notice as possible of your pending need for a disability
leave of absence.

In the case of pregnancy, please inform your manager as soon as
possible of the date you and your doctor anticipate that you will
begin your leave.  Your job status will be protected to the
extent that we will make every effort to allow you to return to
your former work, or similar work if available, for which you may
be qualified.

At the time the disability leave begins, any accrued personal
leave or sick leave will be paid.  Vacation time previously
earned (but not used) at that time will also be paid if the
employee so desires.  These benefits do not continue to accrue
during a leave of more than thirty (30) calendar days.  This
policy applies to all employees.  Your group insurance booklet
should be reviewed to determine your insurance coverage during a
leave of absence.

Employees who must remain away from work for more than the period
of time allowed above will be considered terminated from
employment.  They are welcome to re-apply subject to (Company)'s
usual hiring policies.

Note:  See "Returning From A Leave Of Absence" later on in this
section and "Former Employees" in the "Employment" section of
this Manual for further information.

Employees who develop an illness or physical condition which
requires medical treatment or restrictions and precautions as to
their health will be required to submit a physician's statement.
This statement must give approval that continued full-time
employment in their present position will not jeopardize their
health or the safety of others, in the event they continue to
work.  A similar statement is required upon return from a
disability leave.

Should your attendance or job performance suffer during the
period preceding and/or following a disability leave, we will
accommodate you to the extent provided by law.  We are under no
obligation to reduce or alter your work load, or to assign fewer
than the usual hours of work.

Note:  See "Disability Insurance" under "Insurance Coverage"
later on in this section for further information.


Educational Leave Of Absence

An educational leave of absence may be approved if the desired
curriculum is of mutual benefit to you and to (Company).  Apply
in the same manner as you would for a personal leave of absence.


Election Day

We encourage you to exercise your voting privileges in local,
state, and national elections.  However, since the polls are open
for long periods, you are encouraged to vote before or after
regular working hours.  If it should be necessary, you may take
up to two hours leave from work to vote in a governmental
election or referendum.  You will be expected to notify your
manager at least one week in advance.  You will not be paid for
such time.  Personal leave time, if available, may be used for
this purpose.


Military Leave Of Absence

[] Employees may not be compelled to use up vacation or personal
time during military leave, and the job must be held open for the
employee.  He or she must not be discriminated against in pay,
promotion, or job assignment.

If you are a full-time employee and are inducted into the U.S.
Armed Forces, you will be eligible for re-employment after
completing military service, provided:

1. You show your orders to your manager as soon as you receive
them.

2. You satisfactorily complete your active duty service.

3. You enter the military service directly from your employment
with (Company).

4. You apply for and are available for re-employment within
ninety (90) days after discharge from active duty.  If you are
returning from up to six (6) months active duty for training, you
must apply within a reasonable time (usually thirty (30) days)
after discharge.


Military Reserves Or National Guard Leave Of Absence

[] This policy is required under federal law for National Guard
or Reserve Service.

[] You may choose to pay the difference between an employee's
regular base pay and their Military Reserves or National Guard
pay while they are on duty.  If so, specify how and when the
payments will be made (such as after completion of their tour of
duty and only when a copy of their military pay voucher has been
submitted).  If you choose to pay employees for Military Reserve
or National Guard leave, you may wish to move this policy to the
"Other Paid Leaves Of Absence" section.

Employees who serve in U. S. military organizations or state
militia groups may take the necessary time off without pay to
fulfill this obligation, and will retain all of their legal
rights for continued employment under existing laws.  These
employees may apply accrued personal leave and unused earned
vacation time to the leave if they wish; however, they are not
obliged to do so.

You are expected to notify your manager as soon as you are aware
of the dates you will be on duty so that arrangements can be made
for replacement during this absence.


Personal Leave Of Absence

In very special circumstances, (Company) may grant a leave for a
personal reason, but never for taking employment elsewhere or
going into business for yourself.  You should request an unpaid
personal leave of absence from your manager.  A personal leave of
absence must not interfere with the operations of your department
or (Company).  Your manager will submit your request to the
appropriate member of management for final approval.

A personal leave of absence may be granted for up to thirty (30)
days.  If your leave is extended for more than thirty (30) days,
vacation and other benefits will no longer continue to accrue.
Consult your group insurance booklet to determine your insurance
coverage during a leave of absence.  Failure to return from a
leave at the time agreed will result in termination of
employment.

Note:  See "Returning From A Leave Of Absence" later on in this
section for further information.


Returning From A Leave Of Absence

You must notify (Company) at least fifteen (15) days prior to
your expected return date, that you intend to return from a leave
of absence.  When you return, you will be placed on your regular
job if such position remains and is available.  If (Company) has
had to eliminate or fill your position while you were on leave,
you will be assigned to an open position for which you are
properly qualified.  If no such position exists, you will be
placed on layoff status.

If you don't return from your leave of absence on the day
indicated in your original application or in any approved
extension, or within three (3) days of release by your doctor if
you have been on a disability leave of absence, you will be
considered to have voluntarily resigned from employment with
(Company) as of the day on which you began your leave of absence.

If you have been on a disability leave of absence, you will be
required to submit a statement from your doctor indicating that
you are fit to return to your normal duties.  You will receive
seniority credit for the time that you have been on disability
leave of absence.

If you have been on a military leave of absence, you will receive
seniority credit for the time that you were on active military
duty.


Accepting Other Employment Or Going Into Business While On Leave
Of Absence

If you accept any employment or go into business while on a leave
of absence from (Company), you will be considered to have
voluntarily resigned from employment with (Company) as of the day
on which you began your leave of absence.


Insurance Premium Payment During Leaves Of Absence

(Company) will continue to pay our share of insurance premiums
for employee coverage and dependent coverage for a maximum of six
(6) months while you are on a disability leave of absence.  While
you are on any other type of unpaid leave of absence from
(Company), you will be responsible for paying the total premiums
for your coverage and that of your dependents while on leave.
Failure to do so may result in loss of coverage and possible
refusal by the insurance carrier to allow your coverage to be
reinstated.

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