Cafeteria Benefit Plan - Educated Choices. The Publicly Funded Health Contribution Act (Public Act 152 of 2011) provides that the District shall pay no more than the annual cost or illustrative rate for a medical benefit plan for employees (including any payments for reimbursement of co-pays, deductibles, or payments into health savings accounts, flexible spending accounts, or similar accounts used for health care costs (“the Additional Payments”) than the “hard cap amounts,” which are adjusted annually by the State treasurer by October 1 of each year for the following plan year which begins on January 1. If the District payment for the annual cost or illustrative rates for medical benefit plans offered by the District to employees (including any Additional Payments) exceed the “hard cap” maximums established by the State treasurer, employees will be required to pay the amount over the hard cap by payroll deduction. The District will discuss such deduction with the Union prior to implementation. If the District payment for the annual cost or illustrative rates for medical benefit plans offered by the District to employees (including any Additional Payments) are less than the “hard cap” maximums, the District will contribute to the employees’ Health Savings Account (HSA) or Flexible Savings Account (FSA) according to the formula in (B)(1)(f) of this article. In no event shall this Section be interpreted to require the district to make a payment which would cause it to violate the Publicly Funded Health Insurance Contribution Act. The District will provide a Cafeteria Benefit plan which will encompass all fringe benefits and will include the following options:
1. The District will offer, either by self-insurance or a policy of insurance, the following group medical coverage options to each full-time employee who makes proper application to participate in such coverage and to participate in the Bloomfield Hills Schools Flexible Benefits Plan:
a) Preferred Provider Organization (PPO), High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) -Minimum deductible to qualify as HDHP/0% (See Appendix B for a summary of the benefits)
b) Preferred Provider Organization (PPO), High Deductible Health Plan (HDHP) with a Health Savings Account (HSA)-$2000/0% (See Appendix B for a summary of the benefits)
c) Health Maintenance Organization (HMO), High Deductible Health Plan (HDHP) with a Health Savings Account-Minimum deductible to qualify as HDHP/0% (except as noted in the plan documents). (See Appe...
Cafeteria Benefit Plan - Educated Choices. The Board will provide a Cafeteria Benefit plan which will encompass all fringe benefits and will include the following benefits for employees who are eligible for and select such benefits:
1. Medical/hospitalization insurance For each full time employee (a "full-time" employee is one who is normally scheduled or expected to work at least forty (40) hours per week) covered by this agreement who makes proper application to participate in the Cafeteria Benefits Plan (Educated Choices), the employer shall pay the premium for the following:
a. Preferred Provider Organization (PPO)
Cafeteria Benefit Plan - Educated Choices. The employer will provide a Cafeteria Benefit plan which will encompass all fringe benefits and will include the following options:
1. Medical/Hospitalization Benefits from August 31, 2008 through October 31, 2009
2. Medical/Hospitalization Insurance- Full Time Staff (Effective November 1, 2009) (For staff who are less-than-full-time employees, see paragraph E of this Article.) Effective November 1, 2009, for each full-time employee who makes proper application to participate in the Cafeteria Benefits Plan (Educated Choices), the employer will pay the premium or self insure for:
a. Community Blue – Option 1: $10.00 OVCopay. CBPCM (Unlimited Preventive Benefit), Mental Health 20%, $10/$20/$40 RX (RX, MOPD, PCD, PD-CM, CI). ▪ CB certificate that includes $10.00 office visit–$10.00 office copay. ▪ Preferred Rx Certificate – National Pharmacy Network; ▪ Triple Tier drugs: $10 generic/$20 preferred brand/$40 non- preferred brand. ▪ MOPD-Mail Order Prescription Drugs; ▪ PCD - Prescription Contraception Devices; ▪ PD-CM – Prescription Drug Contraception Medication; ▪ CI – Contraception Injectables; ▪ CB-PCM – Replaces $ maximum with an unlimited maximum. ▪ CB-MHP 20% Mental Health 20% - reduces employee’s mental health coinsurance to 20%. The employee is also eligible to receive the following:
