Common use of Comprehensive Health Insurance Clause in Contracts

Comprehensive Health Insurance. Payment of 80 percent or more of the premium for comprehensive employer-provided health insurance with benefits comparable to the UUA PPO/Standard PPO Plan for the Minister and 50 percent of the additional cost of covering any dependents (spouse/partner and/or children). For employees on Medicare who are enrolled in Medicare Part A and Part B and elect the UUA’s Medicare Supplement, the Congregation will pay 80% of the employee’s premium for the Supplement and 50% of the additional cost of coverage for any enrolled dependents. Information about the UUA Health Plan can be found at: xxxxx://xxx.xxx.xxx/finance/compensation/health. We strongly discourage congregations from providing additional salary to employees who do not need health insurance. However, it is possible to reimburse employees on a tax-free basis for the differential cost of participating in another group insurance plan, such as a spouse's plan. See xxxxx://xxx.xxx.xxx/leadership/library/insurance-taxes, Tax-Free Reimbursement of Other Insurance section. Such a reimbursement should be offered through a policy that applies to all staff. See Medicare reimbursement rules at: xxxxx://xxx.xxx.xxx/files/pdf/a/aca_8th_update_revised_2_nov_15.pdf. Note: It is illegal to reimburse employees for premiums paid for an individual health insurance plan.

Comprehensive Health Insurance. Payment of 80 percent or more of the premium for comprehensive employer-provided health insurance with benefits comparable to the UUA PPO/Standard PPO Plan for the Minister and 50 percent of the additional cost of covering any dependents (spouse/partner and/or children). For employees on Medicare who are enrolled in Medicare Part A and Part B and elect the UUA’s Medicare Supplement, the Congregation will pay 80% of the employee’s premium for the Supplement and 50% of the additional cost of coverage for any enrolled dependents. Information about the UUA Health Plan can be found at: xxxxx://xxx.xxx.xxx/finance/compensation/health. We strongly discourage congregations from providing additional salary to employees who do not need health insuranceinsurance through the congregation. However, it is possible to reimburse employees on a tax-free basis for the differential cost of participating in another group insurance plan, such as a spouse's plan. See xxxxx://xxx.xxx.xxx/leadership/library/insurance-taxes, Tax-Free Reimbursement of Other Insurance section. Such a reimbursement should be offered through a policy that applies to all staff. See Medicare reimbursement rules at: xxxxx://xxx.xxx.xxx/files/pdf/a/aca_8th_update_revised_2_nov_15.pdf. Note: It is illegal to reimburse employees for premiums paid for an individual health insurance plan.

Comprehensive Health Insurance. Payment of 80 percent or more of the premium for comprehensive employer-provided health insurance with benefits comparable to the UUA PPO/Standard PPO Plan for the Minister and 50 percent of the additional cost of covering any dependents (spouse/partner and/or children). For employees on Medicare who are enrolled in Medicare Part A and Part B and elect the UUA’s Medicare Supplement, the Congregation will pay 80% of the employee’s premium for the Supplement and 50% of the additional cost of coverage for any enrolled dependents. Information about the UUA Health Plan can be found at: xxxxx://xxx.xxx.xxx/finance/compensation/health. We strongly discourage congregations from providing additional salary to employees who do not need health insuranceinsurance through the congregation. However, it is possible to reimburse employees on a tax-tax- free basis for the differential cost of participating in another group insurance plan, such as a spouse's plan. See xxxxx://xxx.xxx.xxx/leadership/library/insurance-taxes, Tax-Free Reimbursement of Other Insurance section. Such a reimbursement should be offered through a policy that applies to all staff. See Medicare reimbursement rules at: xxxxx://xxx.xxx.xxx/files/pdf/a/aca_8th_update_revised_2_nov_15.pdf. Note: It is illegal to reimburse employees for premiums paid for an individual health insurance plan.