Common use of Administrative Rules Clause in Contracts

Administrative Rules. Although application is filled out at the time of appointment, insurance coverage will not become effective until the first of the month following 28 days of employment. Adding members, dropping members, changes in coverage category must be done within 31 days of the qualified status change and must comply with IRS rules regarding such changes. In the event of a family status change, the following changes are permitted under the plan: medical plan coverage and category, dental plan coverage and category, life insurance coverage level (increase or decrease to any level), flexible spending account contribution amounts, family life insurance level of coverage, personal accident coverage single to family, or vice versa. Nurses going on an unpaid medical leave of absence or disability leave of absence after exhausting all accrued sick and vacation time will continue to receive health insurance coverage for twelve (12) months from the date of the unpaid medical or disability leave of absence, provided that the nurse continues to make the monthly premium contributions required for participation in his/her chosen health insurance plan. A nurse on a non-medical unpaid leave of absence will lose health insurance coverage the first of the month following the commencement of the unpaid leave of absence unless he/she pays the appropriate monthly premium amount to Human Resources. Nurses, their spouse, domestic partner or dependents who lose eligibility for health insurance, will be permitted to purchase it at group rates in accordance with applicable legislation. The Center will provide nurses professional liability insurance while performing duties assigned by the Center for which they are paid by the Center. Eligibility for benefits shall be as specifically described in this Article of this collective bargaining agreement. The university reserves the right to modify the plan design and employee contribution. Such modifications shall be no less favorable than those provided to unrepresented employees.

Administrative Rules. Although application is filled out at the time of appointment, insurance coverage will not become effective until the first of the month following 28 days of employment. Adding members, dropping members, changes in coverage category must be done within 31 days of the qualified status change and must comply with IRS rules regarding such changes. In the event of a family status change, the following changes are permitted under the plan: medical plan coverage and category, dental plan coverage and category, life insurance coverage level (increase or decrease to any level), flexible spending account contribution amounts, family life insurance level of coverage, personal accident coverage single to family, or vice versa. Nurses going on an unpaid medical leave of absence or disability leave of absence after exhausting all accrued sick and vacation time will continue to receive health insurance coverage for twelve (121 2) months from the date of the unpaid medical or disability leave of absence, provided that the nurse continues to make the monthly premium contributions required for participation in his/her chosen health insurance plan. A nurse on a non-medical unpaid leave of absence will lose health insurance coverage the first of the month following the commencement of the unpaid leave of absence unless he/she pays the appropriate monthly premium amount to Human Resources. Nurses, their spouse, domestic partner or dependents who lose eligibility for health insurance, will be permitted to purchase it at group rates in accordance with applicable legislation. The Center will provide nurses professional liability insurance while performing duties assigned by the Center for which they are paid by the Center. Eligibility for benefits shall be as specifically described in this Article of this collective bargaining agreement. The university reserves the right to modify the plan design and employee contribution. Such modifications shall be no less favorable than those provided to unrepresented employees.