CERTIFICATED EMPLOYEE BENEFITS. A. Effective with the September 30, 2020, payroll the District will contribute eight hundred fifty dollars ($850.00) per month ($10,200 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $850.00 per month ($10,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $850.00 per month ($10,200 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the 1stday of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 2 contracts

Samples: Certificated Employees' Contract, Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective ~~with the September 30~~October 1, ~~2020~~2022 payroll, ~~payroll~~ the District will contribute ~~eight~~ one thousand one hundred ~~fifty~~ dollars ($~~850.00~~1,100.00) per month ($~~10,200~~ 13,200.00 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $~~850.00~~ 1,100.00 per month ($~~10,200.00~~ 13,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 1,100.00 per month ($~~10,200~~ 13,200.00 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. ~~Effective December 1, 2004,~~ Any certificated employee who shares a position with another certificated employee shall enjoy any and all rights and privileges normally enjoyed by a full-time certificated employee. The district will pay health and welfare benefits at the ~~District contribution~~ employee only rate. All job-sharing participants will be paid at the same salary level as a full-time certificated employee of the same experience and education with the exception that they will receive a percentage of the gross pay equal to their portion of the job. Year for year step advancement and professional growth requirements will apply the same as if they held a ~~unit member working~~ full-time position. Job share employees will accrue sick leave at a ~~shared or~~ prorated share proportionate to the employee’s percentage of full-time. Any certificated employee who holds a partial contract position will be paid at the same salary level as a full-time certificated employee of the same experience and education with the exception that they will receive a percentage of the gross pay equal to their portion of the position he/she holds. The district will pay health and welfare benefits for partial contracts of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost at the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefitsemployee only rate. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. ~~G. Benefits~~ X. Xxxxxxxx are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the ~~work year~~workyear. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the 1stday of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 2 contracts

Samples: Certificated Employees' Contract, Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective with the September 30, ~~2020~~2018, payroll the District will contribute eight hundred fifty dollars ($850.00) per month ($10,200 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $850.00 per month ($10,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $850.00 per month ($10,200 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the 1stday of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Collective Bargaining Agreement

CERTIFICATED EMPLOYEE BENEFITS. A. Effective with the September 30, ~~2020~~2019, payroll the District will contribute eight hundred fifty dollars ($850.00) per month ($10,200 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $850.00 per month ($10,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $850.00 per month ($10,200 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for ~~thispurpose~~this purpose. ~~G. Benefits~~ X. Xxxxxxxx are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the ~~1stday~~ 1st day of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective ~~with the~~ September 30, ~~2020~~2013, ~~payroll~~ the District will contribute ~~eight hundred fifty dollars (~~$~~850.00)~~ 630.00 per month ($~~10,200~~ 7,560 per ~~complete~~ year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $~~850.00~~ 700.00 per month ($~~10,200.00~~ 8,400 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 700.00 per month ($~~10,200~~ 8,400 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the 1stday of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.403

Appears in 1 contract

Samples: Certificated Employees’ Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective with the September 30, ~~2020~~2018, payroll the District will contribute eight hundred fifty dollars ($850.00) per month ($10,200 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $850.00 per month ($10,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $850.00 per month ($10,200 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for ~~thispurpose~~this purpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the ~~1stday~~ 1st day of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective ~~with the~~ September 30, ~~2020~~2013, ~~payroll~~ the District will contribute ~~eight hundred fifty dollars (~~$~~850.00)~~ 630.00 per month ($~~10,200~~ 7,560 per ~~complete~~ year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $~~850.00~~ 700.00 per month ($~~10,200.00~~ 8,400 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 700.00 per month ($~~10,200~~ 8,400 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. ~~For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above.~~ The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired ~~into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS)~~after June 30, 1986 and are vested in the District. Employees who ~~retired~~retired prior to June 30, 1986, retired after June 30, 1986 without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the ~~2007-2008~~ 2007/2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. . F. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. G. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for ~~thispurpose~~this purpose. G. H. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the ~~1stday~~ 1st day of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. I. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. J. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective with the September 30, ~~2020~~2017, payroll the District will contribute seven-hundred forty- eight ~~hundred fifty~~ dollars and eighty-nine cents ($~~850.00~~748.89) per month ($~~10,200~~ 8,986.68 per complete year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $~~850.00~~ 750.00 per month ($~~10,200.00~~ 9,000.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 750.00 per month ($~~10,200~~ 9,000.00 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the 1stday of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Certificated Employees' Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective ~~with the September 30~~July 1, ~~2020~~2008, ~~payroll~~ the District will contribute ~~eight hundred fifty dollars (~~$~~850.00)~~ 592.00 per month ($~~10,200~~ 7,104 per ~~complete~~ year) for all full time unit members toward the purchase of District approved insurance plans. In the event that the ~~lowest premium~~ least costly employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the ~~lowest premium~~ least costly medical plan above $~~850.00~~ 650.00 per month ($~~10,200.00~~ 7,800 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 650.00 per month ($~~10,200~~ 7,800 per year) for all full time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive the cash in lieu of benefits~~. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above~~. The per month District contribution will be adjusted through the negotiations process. B. Effective December 1, 2004, the District contribution level for a unit member working a shared or partial contract of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan ~~provider(s) etc.) or receive cash in lieu of benefits~~provider. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired ~~into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS)~~after June 30, 1986 and are vested in the District. Employees who ~~retired~~retired prior to June 30, 1986, retired after June 30, 1986 without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the ~~2007-2008~~ 2007/2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. . F. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. G. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for ~~thispurpose~~this purpose. ~~G. Benefits~~ X. Xxxxxxxx are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the ~~1stday~~ 1st day of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. I. The Association ~~may participate in the District’s Insurance Committee, which~~ will ~~make recommendations to the Superintendent regarding the selection of plans~~ have input into carriers for vision, dental, medical and life insurance. I. J. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

Appears in 1 contract

Samples: Certificated Employees’ Contract

CERTIFICATED EMPLOYEE BENEFITS. A. Effective ~~with the September 30~~October 1, ~~2020~~2022 payroll, ~~payroll~~ the District will contribute ~~eight~~ one thousand one hundred ~~fifty~~ dollars ($~~850.00~~1,100.00) per month ($~~10,200~~ 13,200.00 per complete year) for all ~~full~~ full-time unit members toward the purchase of District approved insurance plans. In the event that the lowest premium employee only medical insurance plan offered to employees exceeds the amount in the above paragraph, the District agrees to increase the contribution in the above paragraph to an amount equal to the cost of that plan, effective on the date of the increase. Should the increase raise the employee only cost of the lowest premium medical plan above $~~850.00~~ 1,100.00 per month ($~~10,200.00~~ 13,200.00 per year), the District may, at its discretion, elect to reopen negotiations on this article instead of increasing its contribution above $~~850.00~~ 1,100.00 per month ($~~10,200~~ 13,200.00 per year) for all ~~full~~ full-time unit members, toward the purchase of District approved insurance plans. The District may, at its discretion, increase the District’s contribution level. The District will give employees advanced notification of this contribution increase prior to open enrollment. Effective with the Open Enrollment period for coverage in the 2008 calendar year, each eligible employee shall be required to enroll in the District-selected health and welfare program. However, the District shall permit an eligible employee to opt out of the District’s medical health and welfare program if the eligible employee can provide sufficient proof to the District of other group health insurance coverage. Notwithstanding the paragraph above, employees hired on or after January 1, 2012, may not opt out of medical coverage if this enrollment provision is required by the District’s healthcare plan provider. If, during open enrollment, a unit member selects medical, dental, or vision, insurance coverage which costs more than the per month District contribution listed above, the unit member will be responsible for the additional costs. If the cost for District offered medical, dental, or vision, insurance coverage exceeds the District contribution level for insurance benefits, then the unit members will be responsible for the additional costs over the District contribution level. Any administrative fees charged by the District’s healthcare plan provider will be incorporated into insurance rates approved by the District. If any change in these administrative fees is proposed after rates are set, the District agrees to meet and confer with CUTA to determine how these increases will be assessed. The District will meet and confer with the bargaining unit before making any change to the District contribution to employee benefits for bargaining unit members. Unit members for whom the District contributes less than the per month District contribution listed above for District offered medical, dental, and vision insurance will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plans as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefits. For employees electing to take any cash in lieu of benefits, the cap on the district total contribution will be $650 instead of the contribution level set above. The per month District contribution will be adjusted through the negotiations process. B. ~~Effective December 1, 2004,~~ Any certificated employee who shares a position with another certificated employee shall enjoy any and all rights and privileges normally enjoyed by a full-time certificated employee. The district will pay health and welfare benefits at the ~~District contribution~~ employee only rate. All job-sharing participants will be paid at the same salary level as a full-time certificated employee of the same experience and education with the exception that they will receive a percentage of the gross pay equal to their portion of the job. Year for year step advancement and professional growth requirements will apply the same as if they held a ~~unit member working~~ full-time position. Job share employees will accrue sick leave at a ~~shared or~~ prorated share proportionate to the employee’s percentage of full-time. Any certificated employee who holds a partial contract position will be paid at the same salary level as a full-time certificated employee of the same experience and education with the exception that they will receive a percentage of the gross pay equal to their portion of the position he/she holds. The district will pay health and welfare benefits for partial contracts of 50% or more shall be proportional, (for example a 60% contract receives a 60% benefit) of a full-time unit members as specified in “A” above, for medical, dental, vision and life insurance. If a unit member working a shared or partial contract of 50% or more chooses medical, dental, and vision insurance which cost at the District less than 50% of the District contribution specified in A. above, they will receive the difference or use that amount to purchase District approved plans (e.g. cancer; disability or additional life insurance; 403 (b) or 457 deferred compensation tax shelter or other plan as allowed under IRS rules, subject to minimum contribution requirements of the plan provider(s) etc.) or receive cash in lieu of benefitsemployee only rate. C. When making adjustments to the District contribution, the calculated amount will be rounded to the nearest whole number, i.e. .5 or more will be rounded up to the next highest whole number, less than .5 will be rounded to the next lowest whole number. D. The District will provide a minimum of $50,000 in life insurance for full-time unit members. The cost of providing the first $10,000 of this benefit will not be included in the calculations to determine the average monthly district contribution per bargaining unit member. E. Effective December 1, 2004, the District will contribute up to 50% of the amount provided for full-time unit members as specified in “A” above, for medical, dental, vision and life insurance for all certificated employees and their dependents beginning at age 50 to age 65 who retired into the State Teachers’ Retirement System (STRS) or into the Public Employee Retirement System (PERS), and are vested in the District. Employees who retired, without becoming vested, or who are over 65, may continue to participate in the District insurance program at the retiree’s cost. Certificated employees are vested in the Ceres Unified School District retiree benefit program after ten years of paid service, of which five years must be immediately prior to retirement. Any certificated employee participating in the Ceres Unified School District retiree benefit program shall be required to participate in the District’s health and welfare program for the entire school year immediately prior to retirement and shall be required to maintain continuous enrollment in the retiree benefit program. Any current retiree and any employee retiring by the end of the 2007-2008 school years may sign on at the 2007-2008 open enrollment and qualify for the retiree benefit program. Failure to comply with this requirement shall result in loss of coverage. The benefits provided in this Article shall remain in effect during the term of this Agreement. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. F. Certificated employees may participate in tax sheltered annuity programs of their choice with the District providing payroll deduction for thispurpose. G. Benefits are earned in relation to months in paid status on a twelve-month calendar. Benefits are in whole month increments: and will be paid until the end of the exit month if an employee leaves during the work year. 1. Unit members who leave paid status prior to the 15th of the month, end their benefit coverage on the ~~1stday~~ 1st day of the exit month, except that employees whose employment is terminated or who die prior to the 15th of the month will receive coverage until the end of the exit month. Should a certificated employee’s employment terminate, he/she shall be entitled to continue coverage at the employee’s expense as provided by the COBRA law. 2. If the employee has completed an entire year of service, benefits coverage will continue to complete the twelve-month calendar. Twelve-month employees who leave the district must continue to contribute their portion of the benefit cost after receiving their final check. 3. Employees who leave paid status in the final month of the employment year will be considered to have earned a full year of benefits. H. The Association may participate in the District’s Insurance Committee, which will make recommendations to the Superintendent regarding the selection of plans for vision, dental, medical and life insurance. I. At least once a year there will be an open enrollment period for employees to make changes in District offered coverage which will include adding to, deleting from, or changing medical insurance providers. At least once every other year there will be an open enrollment period for employees to make changes in District offered coverage for dental and vision insurance. The District’s contribution toward the full-time unit members benefit package will be as specified in sections “A” and “B” of this article.

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Samples: Certificated Employees' Contract

Common use of CERTIFICATED EMPLOYEE BENEFITS Clause in Contracts