Alternative Care Benefit Sample Clauses

Alternative Care Benefit. Nurses may participate in the alternative care benefit that will be included as part of the health insurance plan for 2012 and 2013 in accordance with terms of the alternative care benefit plan. Nurses may choose to enroll in the alternative care benefit at the level that the nurse has enrolled in medical insurance and will pay the following additional premiums per pay period for 2012. Premiums for the Alternative Care Benefit in 2013 will be set by the plan in the usual and customary manner. Tier Enrolled in Medical Plans Alternative Care Premium EE only $23.09 EE+Children $41.56 EE+Spouse $46.17 EE+Family $69.26 Provider Visits In Network Out of Network Preventive Care Visits (and associated tests) Covered in full Deductible + 40% Primary Care Office Visit (non-preventive) $20 (no deductible) Specialist Care Office Visit Deductible + 20% Emergent Services/Hospital I mmediate/Urgent Care P MG Immediate Care: $20 / Urgent Care: $50 E mergency Room (copay waived, if admitted) $250 copay (no deductible) I npatient admission PH&S: Deductible + 10% PHP Network: Deductible + 20% Deductible + 40% (in-network coinsurance applies if emergency admission) O utpatient admission PH&S: Deductible + 20% PHP Network: Deductible + 30% Ancillary Services Rehab, Imaging, Lab and Supplies Deductible + 20% Deductible + 40% Specialty pharmaceutical procedures Deductible + 20% n/a Pharmacy (per 30 day Rx) V alue / Generic $5 / $10 n/a Brand (30 days per drug) 5 0% to $150 maximum n/a Maternity Prenatal, Delivery, Postnatal (obstetrician services) Deductible and Coinsurance waived Deductible + 40% H ospital PH&S: Deductible + 10% PHP Network: Deductible + 30% Deductible + 40% R outine Nursery PH&S: 10% coinsurance PHP Network: 30% coinsurance (deductible waived) D eductible + 40%
Sample 1
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Alternative Care Benefit. Nurses may choose to enroll in the alternative care benefit at the level that the nurse has enrolled in medical insurance and will pay the following additional premiums per pay period: EE only $23.09 EE+Children $41.56 EE+Spouse $46.17 EE+Family $69.26
Sample 1
Alternative Care Benefit. Up to $100 annually may be credited to patient’s account for alternative care measures including but not excluded to the following list. Up to $150 annual credit may be applied if Patient receives services exclusively from Practice’s preferred providers (list can be supplied): a. Acupuncture b. Chiropractic Care c. Essential Oils d. Massage e. Meditation Training or Retreat f. Personal Training g. Reiki
Sample 1Sample 2
Alternative Care Benefit. Nurses may participate in the 24 alternative care benefit that will be included as part of the health insurance plan 25 for 2012, in accordance with terms of the alternative care benefit plan. Nurses 26 may choose to enroll in the alternative care benefit at the level that the nurse has 27 enrolled in medical insurance and will pay the following additional premiums per 28 pay period: EE only $23.09 EE+Children $41.56 EE+Spouse $46.17 EE+Family $69.26 2 The parties acknowledge and agree that there is a shared interest in engaging 3 employees in their own health and the impact of their health management on the 4 insurance program offered by the Medical Center. Toward that end, the Medical Center 5 will form a Task Force on Health Insurance. 7 The purpose of this committee is to review relevant data and provide input and
Sample 1
Alternative Care Benefit. Nurses may participate in the 21 alternative care benefit that will be included as part of the health insurance plan 22 for 2012, in accordance with terms of the alternative care benefit plan. Nurses 23 may choose to enroll in the alternative care benefit at the level that the nurse has 24 enrolled in medical insurance and will pay the following additional premiums per 25 pay period: Tier Enrolled in Medical Plans Alternative Care Premium EE only $23.09 EE+Children $41.56 EE+Spouse $46.17 EE+Family $69.26 Page 10 of 11 Date Accepted / / 1 Page 11 of 11 Date Accepted / / 1 LETTER OF AGREEMENT – HEALTH CARE UNIT RESTRUCTURING 2 The parties recognize that the Health Care Industry is now undergoing an 3 unprecedented level of change, due in part to the passage and implementation of 4 the Affordable Care Act. One possible effect of that change is that employers 5 throughout the industry are considering how best to restructure their care delivery
Sample 1

Related to Alternative Care Benefit

  • Health Care Benefits A. Each regular, full-time employee may elect coverage for himself and his eligible dependents* under one of the following health insurance plans: 1. Blue Cross/Blue Shield of Michigan Flexible Blue 3 with Flexible Blue Rx Prescription Drug Coverage with a Health Savings Account (hereinafter collectively referred to as the “H.S.A Plan”). The Employer shall pay for the illustrated premium cost of this coverage and make an annual contribution to each participating employee’s Health Savings Account in the amount of $500 for those selecting single coverage and $1,000 for those selecting Employee & Spouse, Employee Child(ren) or Family coverage, or the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the lesser Employer contribution to the cost of such plan. Employees may, at their option, make additional contributions through bi-weekly pre-tax payroll deduction as permitted by applicable law. 2. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 3 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. 3. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 6 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. (a) All coverage under any of the foregoing plans shall be subject to such terms, conditions, exclusions, limitations, deductibles, co-payments premium cost-sharing, and other provisions of the plans. Coverage shall commence on the employee’s ninetieth (90th) day of continuous employment. The employee’s contribution to the cost of such coverage shall be payable on a bi-weekly basis through automatic payroll deduction. (b) To qualify for health care benefits as above described each employee must individually enroll and make proper application for such benefits at the Human Resources Department upon the commencement of his regular employment with the Employer. (c) Except as otherwise provided under the Family and Medical Leave Act, when on an authorized unpaid leave of absence of more than two weeks, the employee will be responsible for paying all his benefit costs for the period he is not on the active payroll. Proper application and arrangements for the payment of such continued benefits must be made at the Human Resources Department prior to the commencement of the leave. If such application and arrangements are not made as herein described, the employee's health care benefits shall automatically terminate upon the effective date of the unpaid leave of absence. (d) Except as otherwise provided under this Agreement and/or under COBRA, an employee's health care benefits shall terminate on the date the employee goes on a leave of absence for more than two weeks, terminates, retires or is laid off. Upon return from a leave of absence or layoff, an employee's health care benefits coverage shall be reinstated commencing with the employee's return. (e) An employee who is on layoff or leave of absence for more than two weeks or who terminates may elect under COBRA to continue the coverage herein provided at his own expense. (f) The Employer reserves the right to change a carrier(s), a plan(s), and/or the manner in which it provides the above benefits, provided that the benefits and conditions are equal to or better than the benefits and conditions outlined above. (g) To be eligible for health care benefits as provided above, an employee must document all coverage available to him under his spouse's medical plan and cooperate in the coordination of coverage to limit the Employer's expense. If an employee’s spouse or eligible dependent children work for an employer who provides medical coverage, they are required to elect medical coverage with their employer, so long as the spouse’s or monthly contribution to the premium does not exceed 20% of the total premium cost of said coverage. The Monroe County Plan shall provide secondary coverage. (h) Each employee is responsible for notifying the Human Resources Department of any change in his status, which might affect his insurance coverage or benefits, such as, marriage, divorce, births, adoptions, deaths, etc.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Extended Health Care Benefits The City will provide for all employees by contract through an insurer selected by the City an Extended Health Care Plan which will provide extended health care benefits. The City shall pay one hundred per cent (100%) of the premiums, which will include any premiums payable under The Health Insurance Act, R.S.O. 1990, as amended.

  • Other Fringe Benefits During the Employment Period, Executive shall be entitled to receive such of the Company’s other fringe benefits as are being provided to other Executives of the Company on the Senior Executive Team.

  • Public Benefit It is Reaction Retail’s understanding that the commitments it has agreed to herein, and actions to be taken by Reaction Retail under this Settlement Agreement, would confer a significant benefit to the general public, as set forth in Code of Civil Procedure § 1021.5 and Cal. Admin. Code tit. 11, § 3201. As such, it is the intent of Reaction Retail that to the extent any other private party initiates an action alleging a violation of Proposition 65 with respect to Reaction Retail’s failure to provide a warning concerning exposure to DEHP prior to use of the Products it has manufactured, distributed, sold, or offered for sale in California, or will manufacture, distribute, sell, or offer for sale in California, such private party action would not confer a significant benefit on the general public as to those Products addressed in this Settlement Agreement, provided that Reaction Retail is in material compliance with this Settlement Agreement.

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

  • Dependent Life Insurance In the event of the death of your spouse or dependent child from any cause whatsoever, while you and your dependents are insured under the plan, the insurance company will pay you $10,000 in respect of your spouse and $5,000 in respect of each insured dependent child. This applies to those employees with family health coverage only.

  • Welfare Benefits Subject to the terms and conditions of this Agreement, for a period of six (6) months following the date of the Involuntary Termination (and an additional twelve (12) months if the Executive provides consulting services under Section 14(f) hereof), the Executive and his dependents shall be provided with group medical benefits which are substantially similar to those provided from time to time to similarly situated active employees of the Company (and their eligible dependents) (“Medical Continuation Benefits”). Without limiting the generality of the foregoing, such Medical Continuation Benefits shall be provided on substantially the same terms and conditions and at the same cost to the Executive as apply to similarly situated active employees of the Company. Such benefits shall be provided in a manner that complies with Treasury Regulation Section 1.409A-1(a)(5). Notwithstanding the foregoing, if Sempra Energy determines in its sole discretion that the Medical Continuation Benefits cannot be provided without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act) or that the provision of Medical Continuation Benefits under this Agreement would subject Sempra Energy or any of its Affiliates to a material tax or penalty, (i) the Executive shall be provided, in lieu thereof, with a taxable monthly payment in an amount equal to the monthly premium that the Executive would be required to pay to continue the Executive’s and his covered dependents’ group medical benefit coverages under COBRA as then in effect (which amount shall be based on the premiums for the first month of COBRA coverage) or (ii) Sempra Energy shall have the authority to amend the Agreement to the limited extent reasonably necessary to avoid such violation of law or tax or penalty and shall use all reasonable efforts to provide the Executive with a comparable benefit that does not violate applicable law or subject Sempra Energy or any of its Affiliates to such tax or penalty.

  • Dependent Care The College will make available to employees, at their option, an Internal Revenue Service Code Section 129 Dependent Care plan. The plan will be established, administered, and communicated to employees by the State without cost to the employees.

  • Medical/Dental Expense Account The Employer agrees to allow insurance eligible employees to participate in a medical and dental expense reimbursement program to cover co- payments, deductibles and other medical and dental expenses or expenses for services not covered by health or dental insurance on a pre-tax basis as permitted by law or regulation, up to the maximum amount of salary reduction contributions allowed per calendar year under Section 125 of the Internal Revenue Code or other applicable federal law.

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