During the Term of Employment, Employee shall be entitled to participate in any employee benefit plans (including retirement, insurance, fringe benefit and other executive benefit plans) generally provided by the Company to full-time employees of the Company, but only to the extent provided in such employee benefit plans and subject to eligibility requirements of such plans, and for so long as Company provides or offers such benefit plans.  Company reserves the right to modify, amend, or terminate such benefit plans at any time without prior notice.  Company will pay 100%, of the cost of employee family health insurance coverage, AD&D, executive level Short and Long Term Disability insurance; provided, however, that, if the Company determines that its payment of 100% of the cost of any such coverage might cause the applicable plan to provide an impermissibly discriminatory benefit, then, in lieu of paying 100% of the cost of such coverage, the Company will pay the maximum amount that it can pay for the coverage without causing the impermissible discrimination and pay Employee a cash payment equal to the sum of (1) the difference between the amount that the Company pays for coverage and the actual cost of such coverage and (2) the amount of income and employment taxes that it reasonably anticipates Employee will owe on the amount paid under this sentence; provided further, that with respect to health insurance coverage, AD&D, and executive level Short and Long Term Disability insurance, until such time as the Company has obtained health insurance coverage, AD&D, and executive level Short and Long Term Disability insurance for its U.S. employees generally, the Company shall reimburse Employee for his out-of-pocket costs to maintain such coverage up to Two Thousand Five Hundred Dollars ($2,500) per month, subject to the limitations set forth in this Section 2(f) and in accordance with Section 2(g) hereof.  The Company will pay for (or reimburse Employee the costs of) Employee's memberships in social or business clubs, professional associations, and continuing education costs required to maintain professional certifications, to the extent deemed appropriate by the Company's Board.  The Employee will be responsible for all income taxes levied against Employee as a result of the Company's provision of any benefits to Employee.